Hospital employees’ perceptions of circadian lighting: a pharmacy department case study

2019 ◽  
Vol 17 (5) ◽  
pp. 422-437
Author(s):  
Lindsay J. McCunn ◽  
Jeremy Wright
Keyword(s):  
Mixed Methods ◽  
Organizational Commitment ◽  
Work Environment ◽  
Well Being ◽  
Physical Work ◽  
Psychosocial Variables ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Physical Work Environment

Purpose An interdisciplinary body of literature has focused on the role of lighting in mitigating patient and employee stress and error-producing conditions in hospital settings. The purpose of this study is to explore how a new circadian lighting system installed in a small pharmacy unit with no penetration of natural light is experienced by staff. Psychosocial variables, such as affective organizational commitment, perceived productivity, well-being, and satisfaction with the physical work environment, were measured to further a line of inquiry that may help facilities managers and hospital administrators make optimal choices when purchasing lighting and commissioning retrofits. Design/methodology/approach Post-occupancy evaluation; mixed methods survey design. Findings While affective organizational commitment, perceived productivity, well-being and satisfaction with the physical work environment were experienced, to some extent, by employees, low average responses about whether the setting had improved, as the circadian lighting had been installed suggest that the retrofit did not affect them as positively as expected. Counter to the intention of the installation, participants did not perceive the circadian lighting as having strongly improved their levels of stress, concentration, mood or fatigue at work. Originality/value More research on simulated daylighting should be done to optimize occupant responses to lighting retrofits in hospitals. This case study supports recommendations to measure relevant psychosocial variables before and after a design change. Similarly, sized units within hospitals and health care facilities that possess analogous dimensions and design constraints concerning a lack of daylight penetration will benefit from this study’s mixed methods, results and interpretations.

Work environment transformation in the post COVID-19 based on work values of the future workforce

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fruzsina Pataki-Bittó ◽  
Kata Kapusy
Keyword(s):  
Work Environment ◽  
Work Values ◽  
Well Being ◽  
Value Theory ◽  
Physical Work ◽  
Theory Approach ◽  
Content Type ◽  
Generation Z ◽  
The Future ◽  
Work Value

Purpose The purpose of this study is to find out the future workforce’s work values and, based on them, to examine the work environment Generation Z are looking for in the situation of job search. Moreover, this study aims to provide ideas for organizations on how to transform the work environment for the post-COVID-19 era to attract and retain employees, especially the members of Generation Z. Design/methodology/approach The research design is based on the theory development method. Data were generated and collected from 28 focus groups and a survey (n = 773). First, initial coding was done with an affinity diagram, followed by the intermediate coding phase, when the authors compared the codings’ results and selected the core data. Finally, the advanced coding resulted in a work value model, which presents Generation Z’s core work value categories. Findings The paper presents a work value theory for Generation Z, which reflects their expectations of the physical work environment and the flexible work arrangements among the work values. To prepare for the post-COVID-19 era, this study suggests organizations applying hybrid working models. Practical implications Based on impacts and expected transformations in office work in the post-COVID-19 era, the paper calls attention to the critical management issues concerning Generation Z’s preferences and expectations. Originality/value The findings propose a broader work value theory approach that highlights the work environment’s convenience features and integrates values that support the employees’ desired lifestyle and well-being.

Factors influencing organization commitment

2017 ◽  
Vol 36 (10) ◽  
pp. 1294-1303 ◽  
Author(s):  
Steven A. Schulz ◽  
Thomas Martin ◽  
Heather M. Meyer
Keyword(s):  
Organizational Commitment ◽  
Well Being ◽  
Internal Marketing ◽  
Frontline Employees ◽  
Subjective Well Being ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Organization Commitment ◽  
Positive Effects ◽  
Marketing Orientation

Purpose The purpose of this paper is to investigate the effects of internal marketing orientation, external marketing orientation, and subjective well-being on the affective organizational commitment of frontline employees. Design/methodology/approach Previous research was used to develop hypotheses and develop a questionnaire for this project. An online survey was completed by 108 frontline employees. Findings The hypothesized model of all three variables having positive effects on organization commitment was supported. Internal marketing orientation, external marketing orientation, and subjective well-being were significant predictors of affective organizational commitment. Research limitations/implications A key limitation of this study is the cross-sectional, data collection design. A longitudinal study would allow for increased confidence when evaluating causal inferences with this type of data. Practical implications This paper identifies how managers may be able to use internal marketing orientation, external marketing orientation, and subjective well-being as potential tools to increase the affective organizational commitment of frontline employees. Social implications This paper demonstrates the importance of subjective well-being as an important component of life for an employee and success of the organization. Originality/value This paper extends current research on affective organizational commitment by testing a new model that includes internal marketing orientation, external marketing orientation, and subjective well-being as predictor variables.

Perceived influence of work relationship, work load and physical work environment on job satisfaction of librarians in South-West, Nigeria

2020 ◽  
Vol 69 (6/7) ◽  
pp. 377-398
Author(s):  
Stella Ngozi Anasi
Keyword(s):  
Job Satisfaction ◽  
Linear Relationship ◽  
Work Environment ◽  
Work Load ◽  
Physical Work ◽  
Content Type ◽  
Library Management ◽  
South West ◽  
Physical Work Environment ◽  
Work Relationship

Purpose The purpose of this study is to investigate the composite influence of perceived work relationship, work load and physical work environment on the job satisfaction of librarians in South-West, Nigeria. Design/methodology/approach The study adopted a descriptive survey design. A multi-stage sampling technique was used for this study. The instrument used for data collection was a self-structured questionnaire, and a total of 102 academic librarians responded to the questionnaire. Descriptive and inferential statistics were used for data analysis. Findings The results indicate that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction. Among the variables examined, workload is not a statistically significant predictor of the job satisfaction of librarians, but work relationship and work environment have a statistically significant relative effect on the job satisfaction of librarians. Research limitations/implications Further studies should evaluate the causal link between work relationships, work load and work environment on job satisfaction using randomized control. Practical implications The important result in this study is that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction; therefore, if these factors are adequately taken care of, there will be increased employee motivation, reduced staff turnover and increased job satisfaction among librarians in Nigerian universities. The university library management could take advantage of workshops and seminars on how to build and maintain work relationship and work environment (hygiene factors) to improve employees’ job satisfaction. The seminars and workshop will increase the knowledge of university library management on how to develop coherent friendly co-workers policy practices and workload policy practices to enhance the job satisfaction of librarians in public universities in Nigeria. Librarians should be assigned tasks that are moderately demanding because both overload and under load could lead to job dissatisfaction. Regarding research, this study offered a basis for a continuing debate on work relationship, organizational relationships, work environment, work load and job satisfaction. Originality/value Despite the growing global concern for workers well-being in organizations, not much attention has been given to the influence of workplace relationship, work load and work environment on the job satisfaction of librarians in Nigeria. Thus, the results of this research contribute to the body of knowledge regarding job satisfaction among librarians and provide significant evidence on the influence of work relationship, work load and work environment on the job satisfaction of librarians.

Activity-based work and its implications for the academic work environment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuija Muhonen ◽  
Hanne Berthelsen
Keyword(s):  
Work Environment ◽  
Interpersonal Relations ◽  
Qualitative Content Analysis ◽  
Employee Performance ◽  
Academic Staff ◽  
Implementation Process ◽  
Well Being ◽  
Academic Work ◽  
Physical Work ◽  
Content Type

PurposeThe aim of the current interview study was to investigate how the university staff and their immediate managers perceived the academic work environment after a transition to activity-based workplaces (ABW).Design/methodology/approachInterviews were conducted with 11 university lecturers/researchers and 12 academic middle managers, that is, heads of departments or units in a Swedish university.FindingsThe qualitative content analysis revealed four central themes indicating how the academic environment had been affected: challenges related to decision-making and implementation of ABW, interpersonal relations and communication, consequences for academic identity and issues related to the physical work environment.Research limitations/implicationsThe non-purposive sampling of participants coming from a single university is a limitation of the current study. More studies are needed to deepen the knowledge and to further corroborate the transferability of the findings.Practical implicationsThe savings the universities expect to achieve in terms of reduced costs for premises, when introducing ABW, may lead to other kinds of costs, such as jeopardizing employee performance, comfort and well-being. It is therefore important that the academic staff is empowered and involved during the planning and implementation process of new offices.Originality/valueThe study contributes new knowledge concerning implementation of ABW and its consequences for the academic work environment.

Police officers’ perceptions of the challenges involved in Internet Child Exploitation investigation

2014 ◽  
Vol 37 (3) ◽  
pp. 543-557 ◽  
Author(s):  
Martine B. Powell ◽  
Peter Cassematis ◽  
Mairi S. Benson ◽  
Stephen Smallbone ◽  
Richard Wortley
Keyword(s):  
Work Environment ◽  
Police Officers ◽  
Full Range ◽  
Physical Work ◽  
Content Type ◽  
Work Related ◽  
Telephone Interviews ◽  
Child Exploitation ◽  
Physical Work Environment ◽  
The Impact

Purpose – The purpose of this paper is to explore police officers’ perceptions of the challenges and work stressors of working in Internet Child Exploitation (ICE) investigation. Design/methodology/approach – Participants were a heterogeneous sample of 32 ICE investigators across nine Australian jurisdictions. Officers’ perceptions of ICE work were elicited via individual, open-ended, anonymous, telephone interviews, which focused on both the nature and impact of work-related stressors and challenges. Findings – Thematic analysis revealed that viewing ICE material was not perceived to be a major stressor or particularly traumatic facet of ICE investigation. Rather, the challenges related to three areas; work relationships, workload and resources and the physical environment. Participants also suggested some improvements to their work environment which could reduce the impact of these challenges. Practical implications – The stressors identified by ICE investigators in this study place physical, psychological and social restrictions on investigative capacity. Modifications to the workplace environment that facilitate more effective professional collaboration, reduce workload and enhance investigator efficiency and functionality of the physical work environment would likely reduce the potential for harm associated with ICE investigation and improve ICE investigators’ capacity to perform their role. Originality/value – This is the first study to use a broad research framework to examine the full range of stressors that ICE investigators face (both organisational and operational). The findings are important for developing comprehensive theories regarding workplace traumatisation as well as holistic intervention models to assist the prevention and management of stress related to ICE investigation.

scholarly journals ANALISIS PENYELESAIAN TINDAK LANJUT HASIL PEMERIKSAAN BPK PADA PEMERIKSAAN KINERJA ATAS KEGIATAN APIP INSPEKTORAT KABUPATEN BARITO TIMUR

2021 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Josmar Lambok Banjar Nahor ◽  
Ade Adriani ◽  
Wahyudin Nor
Keyword(s):  
Work Environment ◽  
Educational Background ◽  
Physical Work ◽  
Work Culture ◽  
Study Approach ◽  
No Formation ◽  
Physical Work Environment ◽  
Performance Audit

AbstrackThe purpose of this research is to reveal the obstacles in the completion of the follow-up of audit the BPK of the performance audit of APIP Inspectorate of East Barito Regency. This research uses qualitative methods with a case study approach which was carried out at the Inspectorate of Barito Timur, Central Kalimantan from September to December 2018. The result of the analysis reveal that the obstacles in completing this follow-up are caused by several internal aspects, including: 1) human resources, the lack of ASN, the mismatch of the educational background of the ASN personnel, and the lack of teamwork 2) leadership, the leader has not yet prepared a work plan for completion of  the follow-up to the BPK audit results on performance audit of  APIP activities, formed a special team, coordinates, controls, never holding   a special meeting to  discuss  BPK findings on the completion of   the BPK audit follow - up on the  performance audit APIP, there is no formation of a special team that  handle the completion of the follow-up results of the BPK audit on the performance audit of APIP, there is no instruction from the leadership to complete the follow-up of the BPK audit results on the APIP performance audit. 3) Work environment, non-physical work environment,  a work culture that has not been optimal , encourages completion of follow-up. Meanwhile, the physical work environment, such as the availability of facilities and facilities  is still limited.Research on these three aspects is very useful to understand how to optimize the acceleration of the completion of the follow-up of the inspection results, especially  in the  Inspectorate  of East Barito Regency APIP

scholarly journals Efforts to Improve Work Performance Through Work Placement, Motivation And Non-Physical Work Environment (Case Study at Budisatrya Foundation)

2020 ◽  
Vol 1 (4) ◽  
pp. 351-354
Author(s):  
Srie Hartati ◽  
Rafida Khairan ◽  
Manda Dwipayani Bhastary ◽  
Emilia Embun Sari
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Work Environment ◽  
Work Performance ◽  
Physical Work ◽  
Work Placement ◽  
Physical Work Environment ◽  
Teacher Work

The success of an organization is inseparable from the quality of human resources that the organization has. Work achievement deserves a look in support of the achievement of organization goals. The main focus in this study is to analyze the effect of work placement, motivation and non-physical work environment on teacher work performance at Budisatrya Foundation. Data collection using questionnaires. The results of the study showed that all variables of work placement, motivation and non-physical work environment significantly affected the teacher's work performance. The variable that has the greatest influence in improving work performance is the non-physical work environment. The implications of the findings suggest that the variables of work placement, motivation and non-physical work environment that exist at Foundation Budisatrya have been excellent. Especially the emotional connection between the teacher and the foundation.

A millennial manager skills model for the new remote work environment

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kerri M. Camp ◽  
Marilyn Young ◽  
Stephen C. Bushardt
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Well Being ◽  
The Body ◽  
Narrative Review ◽  
Limiting Factors ◽  
Active Listening ◽  
Remote Work ◽  
Content Type

Purpose This paper aims to propose that millennials – those born between 1980 and 1995 – are uniquely impacted by the long-term impact of the pandemic, which has accelerated the work from home movement and exacerbated organizational issues associated with working remotely. Millennials, on the cusp of embarking on important leadership roles in this new remote work environment, pose challenges and opportunities for organizations will that will last long after the pandemic. Design/methodology/approach This paper provides a viewpoint based on a narrative review and on the authors’ professional experiences within organizations. Based upon these findings, this paper has reimagined the Mumford skills model to explore millennial managers in this new remote work, post-pandemic context. The goal of this narrative review was to provide a full picture of the “Millennial manager” and the challenges they face in becoming effective managers, as well as highlight the important strengths they bring to the table. Findings Managers may have challenges regarding job satisfaction, productivity and organizational commitment. The positive factors are millennials prefer flexibility, teamwork and creating a positive work-life balance. The negative side has to do with isolation and the ability to embrace the organization culture in a remote environment. This model shows positive and limiting factors of millennials related to organization effectiveness. The major propositions and model were that millennium managers in this new environment increase interpersonal communication to maintain trust, effective mentoring, resolve strong organizational culture and ensure effective delegation and conflict resolution. Practical implications This study discovered challenges for managers, including developing loyalty and improving employee job satisfaction and organizational commitment. Active listening is necessary for team management to show that all team members are valued irrespective of the work environment. Active listening and empathy will increase social support at work, which improves personal well-being and productivity. Millennials will continue to use their technological skills, their desire for teamwork and their preference for participative management, resulting in becoming an invaluable asset in this era of organizational transformation. The challenge for organizations is to realize the millennial generation possesses many talents and must successfully engage them in the pursuit of organizational goals. Originality/value This paper adds to the body of knowledge regarding millennials in organizations with a specific focus on the new work environment created by the global pandemic. The authors hope that their adapted skills model – the millennial manager skills model – becomes an important resource for articulation this new environment that millennial managers are in and that this model can be further refined and expanded through empirical exploration.

An organizational analysis of how managers must understand the mental health impact of teleworking during COVID-19 on employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kristine Shipman ◽  
Darrell Norman Burrell ◽  
Allison Huff Mac Pherson
Keyword(s):  
Job Satisfaction ◽  
Qualitative Research ◽  
Organizational Commitment ◽  
Real Estate ◽  
Well Being ◽  
Work Life ◽  
Content Type ◽  
The Impact ◽  
Mental Well Being

Purpose The unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the infrastructure and systems in place to support employees facing these sudden workplace changes (Burrell, 2020). Many stressors accompanied this transition, to include lack of childcare, home-school responsibilities and layoffs and business closings. These stressors have perpetuated concerns for the job and financial security for all workers (Fox, 2020), leading some employees to struggle with the work-life balance out of concern for being laid off due to perceived low productivity (Fox, 2020). This study aims to explore those manifestations. Design/methodology/approach This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses in the USA. Findings The results of this qualitative research case study provide knowledge and information about the need for small businesses to be resourceful and resilient in the way that they support and engage remote workers. This qualitative research case study explores the impact COVID-19-induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment for small real estate businesses. The analysis of current work-life structures through a qualitative lens provides trends among workers to gain a greater perspective of the current accelerators and barriers to worker success in a COVID-19 teleworking environment. Originality/value This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses. The value of this research is that majority of the participants were African-Americans, which represents a participant group that is highly under researched.

Designing for Well-Being: The Role of the Physical Work Environment

2010 ◽  
pp. 267-287
Author(s):  
Claudia Steinke ◽  
Rei Kurosawa ◽  
Ali Dastmalchian
Keyword(s):  
Work Environment ◽  
Well Being ◽  
Physical Work ◽  
Physical Work Environment
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