scholarly journals Weight-based stereotype threat in the workplace: consequences for employees with overweight or obesity

2021 ◽  
Author(s):  
Hannes Zacher ◽  
Courtney von Hippel
Keyword(s):  
Stereotype Threat ◽  
Work Ability ◽  
Survey Study ◽  
Self Awareness ◽  
Full Time ◽  
Work Demands ◽  
Authentic Self ◽  
Perceived Ability ◽  
The Relationship ◽  
Overweight Or Obesity

Abstract Background/Objectives Employees with overweight or obesity are often stereotyped as lazy, unmotivated, and less competent than employees with normal weight. As a consequence, employees with overweight or obesity are susceptible to stereotype threat, or the concern about confirming, or being reduced to, a stereotype about their group. This survey study examined whether employees with overweight or obesity experience stereotype threat in the workplace, whether it is associated with their perceived ability to meet their work demands (i.e., work ability), and whether high levels of knowledge about one’s self (i.e., authentic self-awareness) can offset a potential negative association. Subjects/Methods Using a correlational study design, survey data were collected from N = 758 full-time employees at three measurement points across 3 months. Employees’ average body mass index (BMI) was 26.36 kg/m² (SD = 5.45); 34% of participants were employees with overweight (BMI between 25 and <30), and 18% of participants were employees with obesity (BMI > 30). Results Employees with higher weight and higher BMI reported more weight-based stereotype threat (rs between 0.17 and 0.19, p < 0.001). Employees who experienced higher levels of weight-based stereotype threat reported lower work ability, while controlling for weight, height, and subjective weight (β = −0.27, p < 0.001). Authentic self-awareness moderated the relationship between weight-based stereotype threat and work ability (β = 0.14, p < 0.001), such that the relationship between stereotype threat and work ability was negative among employees with low authentic self-awareness (β = −0.25, p < 0.001), and non-significant among employees with high authentic self-awareness (β = 0.08, p = 0.315). Conclusions The findings of this study contribute to the literature by showing that weight-based stereotype threat is negatively associated with employees’ perceived ability to meet their work demands, particularly among those employees with low authentic self-awareness.

scholarly journals Mediating Factors for the Relationship between Stress and Work Ability over Time in Young Adults

2020 ◽  
Vol 17 (7) ◽  
pp. 2530 ◽  
Author(s):  
Art van Schaaijk ◽  
Adnan Noor Baloch ◽  
Sara Thomée ◽  
Monique Frings-Dresen ◽  
Mats Hagberg ◽  
...  
Keyword(s):  
Young Adults ◽  
Work Ability ◽  
Leisure Time ◽  
Private Life ◽  
Work Demands ◽  
Mediation Model ◽  
The Relationship ◽  
Total Indirect Effect ◽  
Over Time ◽  
Work Ability Score

Stress can affect work ability. The aim of this study was to identify how this pathway is mediated over time in young adults. Participants of the Work Ability in Young Adults cohort were selected. A theoretical framework was built, which lead to a statistical model. Selected dimensions of mediators were recovery, work demands affecting private life, feelings of control over private life, and physical activity in leisure time. A quadruple serial mediation model was built with four mediators. The total effect of stress on work ability was −0.3955, 95% CI [−0.4764, −0.3146]. The total indirect effect amounted to 81% with an effect of −0.3182, 95% CI [−0.3750, −0.2642]. The relationship between stress and Work Ability Score five years later in young adults was mediated by stress five years later, work demands affecting private life, feelings of control over private life and feeling well-rested upon waking. These results indicate that work demands affecting private life and feelings of control over private life are important mediators of the relationship between stress and work ability in young adults. A well-balanced relationship between work and private life can counteract the influence of stress on work ability in this age group.

A longitudinal, mixed method evaluation of self-awareness training in the workplace

2015 ◽  
Vol 39 (7) ◽  
pp. 610-627 ◽  
Author(s):  
Anna Sutton ◽  
Helen M Williams ◽  
Christopher W Allinson
Keyword(s):  
Well Being ◽  
Work Outcomes ◽  
Self Awareness ◽  
Full Time ◽  
Life Outcomes ◽  
Awareness Training ◽  
Content Type ◽  
Occupational Outcomes ◽  
Training Interventions ◽  
The Relationship

Purpose – The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work. Design/methodology/approach – Full-time employees took part in these training interventions and completed questionnaires using a switching-replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts. Findings – Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence. Research limitations/implications – Sample size limited the extent to which the relatively weak relationships between the concepts could be identified. Practical implications – Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes. Originality/value – Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.

Managing Diabetes in the Workplace

2020 ◽  
pp. 216507992096553
Author(s):  
Margaret McCarthy ◽  
Allison Vorderstrasse ◽  
Joeyee Yan ◽  
Angie Portillo ◽  
Victoria Vaughan Dickson
Keyword(s):  
Work Ability ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Related Factors ◽  
Life Balance ◽  
Coworker Support ◽  
Work Related ◽  
Excellent Work ◽  
The Relationship

Background: Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with diabetes. The purpose of this study was to explore the interrelationship between work-related factors and current work ability in adults with type 1 diabetes (T1D) and type 2 diabetes (T2D). Methods: This study used a convergent mixed-method design. We assessed the relationship between work-related factors and work ability using bivariate statistics and logistic regression. Work ability was measured using the Work Ability Index and Karasek’s Job Content Questionnaire (JCQ) was employed to measure job demands. Qualitative interviews ( n = 30) explored the relationship between diabetes and work. Findings: The sample ( n =101) was mostly female (65%) and White (74%). Most worked full-time (65%), had T2D (87%), an elevated glycated hemoglobin A1c ≥ 7% (56%), and were overweight (22%) or obese (68%). Only 33% of subjects self-reported their work ability as excellent. Four of the JCQ subscales (skill discretion, psychological demands, supervisor support, and coworker support), and work–life balance were significantly associated with work ability (all p < .05). In adjusted models, better coworker support (OR = 1.4; 95% CI = [1.04, 1.9]) and better work–life balance (OR = 1.3; 95% CI = [1.1, 1.5]) were associated with excellent work ability. Many stated their diabetes impacted them at work and spoke of the effects of stress. Few engaged in workplace wellness programs. Conclusion/Application to Practice: Social support and work–life balance were associated with excellent work ability. Engaging workers with diabetes in workplace educational programs may take strategic efforts by occupational health staff.

scholarly journals OP0265-HPR FACTORS ASSOCIATED WITH MEETING WORK DEMANDS FOR INDIVIDUALS WITH RHEUMATIC DISEASES

2020 ◽  
Vol 79 (Suppl 1) ◽  
pp. 166.1-166
Author(s):  
D. Connolly ◽  
C. Fitzpatrick ◽  
L. O’toole ◽  
F. O’shea ◽  
M. Doran
Keyword(s):  
Rheumatic Diseases ◽  
Work Ability ◽  
Mental Fatigue ◽  
Full Time ◽  
Work Demands ◽  
Physical Fatigue ◽  
Physical Demands ◽  
Severe Fatigue ◽  
Different Types ◽  
Reduced Activity

Background:Almost 65% of individuals with rheumatic diseases have severe fatigue with the majority of these reporting difficulties in work leading to absenteeism and early retirement. However, there is a lack of research investigating how different types of fatigue impact on work ability.Objectives:To identify the prevalence of different types of fatigue and explore the association between different types of fatigue and various demands involved in workMethods:A cross-sectional study was carried out with 234 individuals with rheumatic diseases currently in employment. Study measures examined demographics, different types of fatigue (general, physical reduced activity, reduced motivation and mental), ability to meet work demands, disease activity and quality of life.Results:The majority of participants were female (70%), had rheumatoid arthritis (42.7%), were between 41-50 years (30.3%) and worked full-time (70%). One hundred and twenty-eight participants (55%) had severe fatigue. Physical fatigue was the most prevalent category of fatigue (Table 1). Participants reported managing 50% of their work demands with physical demands being the most challenging (Table 1). All types of fatigue were significantly associated with the total WRF score (Table 2). Mental fatigue had the strongest association with the total WRF score (r=0.53, p<0.001). On examining the impact of different types of fatigue on meeting work demands, mental fatigue was the most significant predictor of difficulty meeting work demands (β =1.6, SE=0.37, p<0.001)Table 1.MFI and WRF total and category scoresWRF n=212Total mean (SD)Work Scheduling Demands mean (SD)Output demands mean (SD)Physical Demands mean (SD)Mental Demands mean (SD)Social Demands mean (SD)50.3% (19.0)44.6% (25.8)52.9% (22.1)43.3% (27.9)53.4% (22.5)62.4% (17.7)MFIn=220Totalmean (SD)Physical fatigue mean (SD)Reduced activity mean (SD)Reduced motivation mean (SD)Mental fatigue mean (SD)13.4 (2.8)12.5 (4.3)10.1 (4.2)10.2 (3.5)10.3 (4.2)Table 2.Correlations for WRF and MFI fatigue categoriesMFI CategoryCorrelations with total WRFp-valuesGeneral fatigue.53<0.001Mental fatigue.57<0.001Physical fatigue.48<0.001Reduced motivation.48<0.001Reduced activity levels.41<0.001Conclusion:Fatigue interferes with many aspects of work performance. However, this study identifies that mental fatigue is the greatest predictor of difficulty in managing work. Self-management interventions focusing on mental fatigue and work ability are required for individuals with rheumatic diseases to manage the demands of their work.Disclosure of Interests:None declared

Kuwaiti Hospital Patients’ Continuance Intention to Use Telemedical Systems in the Wake of the COVID-19 Pandemic: Survey Study Among Patients (Preprint)

2021 ◽  
Author(s):  
Ibtesam Almutairi
Keyword(s):  
Service Quality ◽  
Information Quality ◽  
Survey Study ◽  
Intention To Use ◽  
System Quality ◽  
Continuance Intention ◽  
Quantitative Research Methods ◽  
Patient’S Satisfaction ◽  
Relationship Of ◽  
The Relationship

BACKGROUND Telemedicine is a system using telecommunication technologies to diagnose, treat, and monitor patients by healthcare physicians and specialists in many developing countries such as Kuwait. Telemedicine services have proven to be successful in reporting and tracking patient records, delivering, real time monitoring, providing correct medications, and early detection of clinical decline. Covid-19 pandemic period have reinforced telemedicine system’s benefits even more in Kuwait. OBJECTIVE The objective of this study is to investigate factors influencing patients’ continuance intention to use telemedicine after the COVID-19 pandemic in the medical sector of Kuwait. METHODS The updated Delone and Maclean (2003) model was utilized to investigate the aforementioned factors. As such, this research applied quantitative research methods with a sample of 290 participants from patients in Dar Al Shifa Hospital, a private hospital in Kuwait which utilizes telemedical services called ‘Sehaty online’. The corresponding data was analyzed using SmartPLS. RESULTS The findings of this study revealed that the relationship of both telemedicine’s information quality and system quality with patient’s satisfaction are significant with (β = 0.377, t = 5.612, P < 0.001), (β = 0.295, t = 4.397, P < 0.001) respectively. While the relationship of service quality and patient’s satisfaction is not significant with (β = -0.056, t = 0.894, P > 0.05). patient’s satisfaction relationship with patients’ continuance intention to use telemedicine found to be significant with (β = 0.403, t = 8.732, P < 0.001). CONCLUSIONS It has been concluded that information quality and system quality have a positive and significant influence on patient’s satisfaction, whereas service quality has an insignificant influence on patient’s satisfaction. Also, patients’ continuance intention to use telemedicine is found to be significantly impacted by their satisfaction.

Bodies and Being One

2018 ◽  
Author(s):  
Elizabeth Schechter
Keyword(s):  
Self Awareness ◽  
Single Object ◽  
Split Brain ◽  
The Relationship

This chapter concerns the relationship between the split-brain case and the non-split case. In the first half of the chapter, I consider arguments to the effect that if split-brain subjects have two minds apiece, then so do non-split subjects. Sometimes these arguments have taken the form of a reductio against the 2-thinkers claim for split-brain subjects. These arguments do not work: that a split-brain subject has two minds does not mean that I have two minds, although it does mean that I could. The second half of the chapter offers my own proposal for the respect in which R’s and L’s co-embodiment as one animal, S, makes a split-brain subject one of us: I argue that S must be the single object of both R’s and L’s implicit bodily self-awareness.

Examining the Relationship Between Black Racial Identity Clusters and Postpartum Depressive Symptoms

2021 ◽  
pp. 107839032110026
Author(s):  
Kortney Floyd James ◽  
Dawn M. Aycock ◽  
Jennifer L. Barkin ◽  
Kimberly A. Hires
Keyword(s):  
Depressive Symptoms ◽  
Racial Identity ◽  
Assessment Tools ◽  
Future Research ◽  
Full Time ◽  
Black Mothers ◽  
Postpartum Depressive Symptoms ◽  
Black Racial Identity ◽  
Postpartum Mothers ◽  
The Relationship

Background: This study examined the relationship between racial identity clusters and postpartum depressive symptoms (PPDS) in Black postpartum mothers living in Georgia. Aims: A cross-sectional study design using Cross’s nigrescence theory as a framework was used to explore the relationship between Black racial identity and PPDS. Method: Black mothers were administered online questionnaires via Qualtrics. A total sample of 116 self-identified Black mothers were enrolled in the study. Participants ranged in age from 18 to 41 years ( M = 29.5 ± 5.3) and their infants were 1 to 12 months old ( M = 5.6 ± 3.5). The majority of mothers were married or cohabitating with their partner (71%), had a college degree (53%), and worked full-time (57%). Results: Hierarchical cluster analysis identified six racial identity clusters within the sample: Assimilated and Miseducated, Self-Hating, Anti-White, Multiculturalist, Low Race Salience, and Conflicted. A Kruskal-Wallis H test determined there was no difference in PPDS scores between racial identity clusters. Conclusion: This study is the first to explore the relationship between Black racial identity clusters of postpartum mothers and their mental health. Findings emphasize the complexity of Black racial identity and suggest that the current assessment tools may not adequately detect PPDS in Black mothers. The implications for these findings in nursing practice and future research are discussed.

scholarly journals Challenges and solutions to returning to clinical training after research: a multidisciplinary survey of integrated academic trainees in West Yorkshire, United Kingdom

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
C. L. Downey ◽  
J. Bentley ◽  
H. Pandit
Keyword(s):  
United Kingdom ◽  
Clinical Training ◽  
Clinical Work ◽  
Survey Study ◽  
Full Time ◽  
Clinical Supervisors ◽  
Research Activities ◽  
Time Out ◽  
Rapid Transition ◽  
The University

Abstract Background Time out of clinical training can impact medical trainees’ skills, competence and confidence. Periods of Out of Programme for Research (OOPR) are often much longer than other approved mechanisms for time of out training. The aim of this survey study was to explore the challenges of returning to clinical training following OOPR, and determine potential solutions. Methods All current integrated academic training (IAT) doctors at the University of Leeds (United Kingdom) and previous IAT trainees undertaking OOPR in the local region (West Yorkshire, United Kingdom)(n = 53) were invited to complete a multidisciplinary survey. Results The survey was completed by 33 participants (62% response rate). The most relevant challenges identified were completing the thesis whilst transitioning back to clinical work, the rapid transition between full-time research and clinical practice, a diminished confidence in clinical abilities and isolation from colleagues. Potential solutions included dedicated funds allocated for the renewal of lapsed skills, adequate notice of the clinical rotation to which trainees return, informing clinical supervisors about the OOPR trainee returning to practice and a mandatory return to standard clinical days. Conclusions Addressing these issues has the potential to improve the trainee experience and encourage future trainees to take time out of training for research activities.

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