scholarly journals One-way pendulum?

2019 ◽  
Vol 13 (1) ◽  
pp. 45-60
Author(s):  
Andrew K. Weyman ◽  
Deborah Roy ◽  
Peter Nolan
Keyword(s):  
Professional Training ◽  
Large Scale ◽  
Job Demands ◽  
Well Being ◽  
Paired Comparisons ◽  
Staff Retention ◽  
Content Type ◽  
Early Exit ◽  
Flexible Working ◽  
Method Of Paired Comparisons

Purpose Staff shortage in the UK National Health Service has a long history, but is widely predicted to become acute over the next decade. Falling enrolment rates in health professional training and restrictions to migrant labour recruitment have brought the, traditionally neglected, issue of staff retention into sharp relief. The purpose of this paper is to represent the first large scale systematic appraisal of the relative salience of recognised headline drivers of employee exodus from the NHS. Design/methodology/approach The data were collected from an opportunity sample of 1,594 health professionals, managers and administrators employed by the NHS. Participants completed a paired ranking task (Case V method of paired comparisons, Thurston, 1927) to determine the relative importance of eight widely cited reasons for exit. The item set was derived from focus groups conducted as a component of the wider study. Findings Findings revealed almost universal consensus regarding the primacy of shortage of resources, job demands and time pressure. Pay was ranked lower than predicted. Flexible working arrangements do not presented as a key solution, and there is no support for claims of generational differences. Research limitations/implications Survivor population effects could constitute a source of sample bias, i.e. all participants were current NHS employees. It is possible that those who remain may be more resilient or hold different dispositions to leavers. Thus, comparisons by age and grade may not be comparing like with like. Tapping respondent beliefs about the actions of peers can embody some degree of inaccuracy and attribution bias. However, effects can be considered to operate as a source of common, rather than systematic, error across the demographics compared. The medical and dental sample was too small to give confidence in detected differences. Practical implications Findings challenge the claim that wider availability of flexible working hours will significantly reduce exit rates. Pay, being a source of dissatisfaction, does not constitute a key push variable in itself, rather its salience reflects the effort reward-imbalance produced by rises in job demands. Social implications Staff shortages in the NHS represent a threat to: public well-being – waiting lists and demand for care; the well-being of who continue to work in the NHS – job demands and resources; the employment prospects of staff who leave involuntarily, e.g. on grounds of incapacity and threats to health and well-being – extending to impacts on their dependents. Originality/value Issues of staff retention within the NHS are topical and under researched. The findings provide an up to date picture of the relative influence of headline drivers of early exit from the NHS. The study draws upon a more diverse and comprehensive sample of NHS employees that any other known previous studies of early exit. Findings are of potential international relevance to other State health systems. The authors believe this to be the largest (sample) known application of the method of paired comparisons.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Closing the gap

2014 ◽  
Vol 30 (9) ◽  
pp. 9-11
Author(s):  
Peter Totterdill ◽  
Rosemary Exton
Keyword(s):  
Large Scale ◽  
Well Being ◽  
Shared Knowledge ◽  
Content Type ◽  
Business Results ◽  
Practical Challenge ◽  
Closing The Gap ◽  
The Common ◽  
Workplace Innovation ◽  
Innovation Practices

Purpose – This paper aims to examine the vast and growing body of evidence which shows that workplace innovation, practices which empower employees to make day-to-day-decisions, challenge established practices and contribute ideas, which are heard at the most senior levels of an organisation lead to better business results as well as enhanced workforce health and engagement. Design/methodology/approach – As European businesses struggle to emerge from recession, this evidence offers an important resource for enhanced competitiveness, increasing productivity and the rate of innovation. Findings – However, the article also looks at why most businesses are either unaware of this evidence, or that they are unable or unwilling to act on it. Successive surveys demonstrate a substantial gap between research evidence of “what works” and common workplace practice. Originality/value – The practical challenge is to build the conditions at European, national and local levels which stimulate, resource and sustain workplace innovation on a large scale. This is vital for European competitiveness as well as for the well-being of Europe’s workers, but it means nothing less than redefining the “common sense” view of the world experienced by managers and others who influence the nature of the workplace. It also implies the creation of a public sphere of shared knowledge and experience, freely available to those instigating or informing change.

An investigation of the relationship between lean and well-being based on the job demands-resources model

2019 ◽  
Vol 39 (12) ◽  
pp. 1295-1322 ◽  
Author(s):  
Andrea Roberto Beraldin ◽  
Pamela Danese ◽  
Pietro Romano
Keyword(s):  
Problem Solving ◽  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Conclusive Evidence ◽  
Job Resources ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to investigate how just-in-time (JIT)-related job demands, problem-solving job demands and soft lean practices (SLPs) jointly influence employee well-being in terms of work engagement and exhaustion. Design/methodology/approach Based on the job demands-resources model, lean-related job characteristics were classified as resources or demands, and a set of hypotheses was developed to test their effect on work engagement and exhaustion, including the potential interaction between job resources and demands. The hypotheses were tested using moderated hierarchical regression and structural equation modelling, based on data from 138 workers. Findings SLPs act as job resources in a lean company, increasing work engagement and reducing exhaustion. Conversely, JIT-related job demands act as a hindrance, reducing work engagement and increasing exhaustion. However, SLPs can reduce the effect of JIT-related job demands on exhaustion, and JIT-related job demands may enhance the positive effects of SLPs on work engagement. Research limitations/implications The study provides no conclusive evidence on the hypothesized role of problem-solving as a challenge job demand. Practical implications The results can guide practitioners’ understanding of how to implement lean without harm to employee well-being. Originality/value By employing a well-grounded psychological model to test the link between lean and well-being, the study finds quantitative support for: the buffering effect of SLPs on exhaustion caused by JIT-related job demands, and for the role of JIT as a hindrance. These novel findings have no precedent in previous survey-based research. In addition, it reveals the importance of studying SLPs at an individual level, as what matters is the extent to which workers perceive SLPs as useful and supportive.

Challenge accepted! Distinguishing between challenge- and hindrance demands

2018 ◽  
Vol 33 (4/5) ◽  
pp. 345-357 ◽  
Author(s):  
Anja Hagen Olafsen ◽  
Claus Wiemann Frølund
Keyword(s):  
Work Motivation ◽  
Job Demands ◽  
Well Being ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Content Type ◽  
Path Analyses ◽  
Motivational Process ◽  
Job Challenges

Purpose The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways. Design/methodology/approach Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations. Findings The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality. Originality/value These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.

Violent women: treatment approaches and psychodynamic considerations

2018 ◽  
Vol 4 (2) ◽  
pp. 124-135 ◽  
Author(s):  
Annette McKeown ◽  
Ellen Harvey
Keyword(s):  
Treatment Effectiveness ◽  
Female Offenders ◽  
Well Being ◽  
Staff Retention ◽  
Treatment Approaches ◽  
Content Type ◽  
Client Group ◽  
Female Violence ◽  
Assessment And Treatment ◽  
The Impact

Purpose Some psychodynamic approaches conceptualise female violence as a communication of experiences too difficult to think about. As practitioners, understanding what may be too painful to be thought about is incredibly important in assessment and treatment of forensic populations. Incorporating psychodynamic concepts such as splitting, transference, projection and counter-transference into formulation can be extremely helpful in understanding and formulating women’s risk of violence. The purpose of this paper is to introduce how psychodynamic concepts can be incorporated into understanding, assessment, formulation and treatment with this complex client group. This paper will also outline treatment approaches with this population. Design/methodology/approach This paper will review existing psychodynamic literature and apply this knowledge to working with violent female offenders. Translating theory into reflective practice will be presented. Findings This paper presents the value of incorporating psychodynamic considerations into existing strategies of understanding and working with violent female offenders. Ways forwards and research directions are proposed. Research limitations/implications This paper is focussed primarily on psychodynamic approaches to understanding this population Practical implications Psychodynamic concepts can add an additional dimension to formulation, supervision and treatment approaches with this population. Examining the meaning of violence perpetrated by women as well as enactments can improve practitioner’s depth of understanding. Empirical research examining the benefits of psychoanalytic supervision would be extremely useful to explore the impact on formulation, treatment approaches, treatment effectiveness, staff well-being and staff retention. Originality/value There is a lack of literature considering the application of psychodynamic constructs to help formulation of complex female offenders in the Offender Personality Disorder Pathway for women.

Insights from a survey “comments” section: extending research on doctoral well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna Sverdlik ◽  
Lynn Mcalpine ◽  
Nathan Hall
Keyword(s):  
Doctoral Students ◽  
Thematic Analysis ◽  
Large Scale ◽  
Doctoral Education ◽  
Doctoral Degree ◽  
Well Being ◽  
Web Based ◽  
Content Type ◽  
Novel Approach ◽  
Process Work

Purpose The purpose of this study is to better understand the declines in doctoral students’ mental and physical health while pursuing their doctoral degrees, by revealing the major themes of students’ voluntary comments following a survey that primed students to reflect on these topics. Design/methodology/approach The present study used qualitative thematic analysis to uncover themes in doctoral students’ voluntary comments on a large-scale, web-based survey of graduate students’ motivation and well-being. Findings A thematic analysis revealed six major emerging themes: timing in the degree process, work-life balance, health/well-being changes, impostor syndrome, the supervisor and hopelessness. Research limitations/implications The themes uncovered in the present study contribute to the literature by highlighting important underexplored topics (e.g. timing in the degree process, hopelessness) in doctoral education research and they are discussed and situated in the context of existing literature. Practical implications Implications for doctoral supervisors and departments are discussed. Social implications The present study highlights some pressing concerns among doctoral students, as articulated by the students themselves and can contribute to the betterment of doctoral education, thereby reducing attrition, improving the experiences of doctoral students and possibly affording more candidates to achieve a doctoral degree. Originality/value The present study makes the above-mentioned contributions by taking a novel approach and analyzing doctoral students’ voluntary comments (n = 607) on a large-scale, web-based survey. Thus, while some of the themes were primed by the survey itself, the data represent issues/concerns that students perceived as important enough to comment about after already having completed a lengthy questionnaire.

Recovery after work experiences, employee well-being and intent to quit

2016 ◽  
Vol 45 (2) ◽  
pp. 232-254 ◽  
Author(s):  
Parbudyal Singh ◽  
Ronald J. Burke ◽  
Janet Boekhorst
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Organizational Level ◽  
Hierarchical Regression ◽  
Work Experiences ◽  
Work Intensity ◽  
Content Type ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended.

Practices, drivers and barriers of implementing green leases: lessons from South Australia

2017 ◽  
Vol 19 (1) ◽  
pp. 36-52 ◽  
Author(s):  
Raufdeen Rameezdeen ◽  
Jian Zuo ◽  
Jack Stevens
Keyword(s):  
Real Life ◽  
South Australia ◽  
Well Being ◽  
Legal Aspects ◽  
The Body ◽  
Environmental Benefits ◽  
Future Research ◽  
Staff Retention ◽  
Structured Interviews ◽  
Content Type

Purpose This paper aims to investigate the practices, drivers and barriers which influence the implementation of green leases in South Australia. Despite some efforts on legal aspects of green leases, only a few studies have examined these aspects from an operational perspective. In addition, very little empirical evidence was presented in previous studies to show how green leases work in real-life settings. Design/methodology/approach Data were collected using semi-structured interviews with landlord and tenant representatives who have considerable experience in green leases. These interviewees were selected via a purposive sampling technique that identified buildings which use green leases in South Australia. The concept of interface management (IM) was used to operationalize this research. Findings The green leases were found to be mainly initiated by tenants while government involvement, economic and environmental benefits are the main drivers in South Australia. Drivers such as staff retention, well-being and corporate social responsibility are found to be more relevant to tenants. Lack of awareness and transaction costs are the main barriers to the implementation of green leases. Research limitations/implications This study focuses on the South Australian context and mainly covers dark green leases. There are implications for the government’s continued involvement and the promotion of lighter shades of green leases to overcome operational issues and barriers identified in this study. Originality/value This study contributes to the body of knowledge on the subject of green lease implementation from an operational perspective. In addition, the study introduces a conceptual framework via IM that could be used in future research endeavours.

Indigenous health systems governance

2016 ◽  
Vol 21 (4) ◽  
pp. 222-228 ◽  
Author(s):  
Jeffrey Reading ◽  
Charlotte Loppie ◽  
John O’Neil
Keyword(s):  
Indigenous Peoples ◽  
Access To Health Care ◽  
Professional Training ◽  
Indigenous Health ◽  
Population Group ◽  
Well Being ◽  
Aboriginal Peoples ◽  
Royal Commission ◽  
Content Type ◽  
Health And Well Being

Purpose Almost 20 years after the Royal Commission on Aboriginal Peoples, indigenous peoples living in Canada continue to pursue their legitimate aspirations for greater control over factors affecting their lives. The purpose of this paper is to summarize two major policies (the Royal Commission on Aboriginal Peoples and the Truth and Reconciliation Commission (TRC)) that aimed to create equity for indigenous peoples’. Design/methodology/approach Commentary and rapid communication to inform and clarify evolving high-priority policy and governance issues related to indigenous peoples’ of Canada. Findings A need exists to create a platform for implementing the TRC actions to protect and promote education, language and culture, justice, youth programming, and professional training and development. Research limitations/implications Innovative intervention research needs to develop solutions to multi-generational disparities in health and well-being for indigenous peoples of Canada and globally. Practical implications Failure to implement longstanding changes to improve indigenous health and well-being will result if a growing burden of premature morbidity and mortality among indigenous population of Peoples’ of Canada, the fastest growing population group with the most challenging health status in Canada. Social implications Indigenous peoples continue to experience profound health vulnerability leading to high health risks, growing health disparities and unequal access to health care services. Originality/value Connecting policy over two decades, for implementation to proceed, sharing of knowledge is essential to formulate innovative approaches, to engage research and build capacity to implement policy actions related to closing educational gaps, to developing culturally appropriate curricula acknowledging and protecting Aboriginal languages, as well as skills-based training in intercultural competency, conflict resolution and respect for human dignity and human rights equality in settings of anti-racism and free of all forms of prejudice and discrimination.

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