scholarly journals Dying at work. Work-related suicide – how does the UK regulatory context measure up?

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sarah Waters ◽  
Hilda Palmer
Keyword(s):  
Health And Safety ◽  
Regulatory Framework ◽  
Multiple Sources ◽  
Related Factors ◽  
Content Type ◽  
Public Agency ◽  
Work Related ◽  
Depth Analysis ◽  
Workplace Needs ◽  
The Uk

Purpose The purpose of this paper is to examine how work-related suicides are monitored, investigated and regulated in the UK, examining a small selection of cases and drawing on international comparison with other countries. Effective data collection and regulation are the cornerstone of suicide prevention, and this paper aims to consider whether the UK’s current regulatory framework provides an effective basis for preventing work-related suicides. Design/methodology/approach This study draws on qualitative sociological methods and is based on an in-depth analysis of 12 suicide cases occurring between 2015 and 2020. In each case, work-related causal factors had been previously identified by at least one official source (police enquiry, coroner or employer’s investigation). This study analysed multiple sources of documentation and undertook interviews with individuals close to each suicide case. The aim of this study was to consider the organisational response of three stakeholder organisations to the suicides: the Health and Safety Executive (HSE), the coroner and the employer. Findings The study points to serious shortcomings in the UK’s regulatory response to work-related suicides. Suicides are currently not recorded, investigated or regulated. Whereas the fracture of an arm or leg in the workplace needs to be reported to the HSE for further investigation, a suicide occurring in the workplace or that is work-related does not need to be reported to any public agency. Employers are not required to investigate an employee suicide or make any changes to workplace policies and practices in the aftermath of a suicide. The work-related factors that may have caused one suicide may, therefore, continue to pose health and safety risks to other employees. Originality/value Whereas some recent studies have examined work-related suicides within specific occupations in the UK, to the best of the authors’ knowledge, this is the first study to analyse the UK’s regulatory framework for work-related suicides. The study on which the paper is based produced a set of recommendations that were targeted at key stakeholder organisations.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

scholarly journals Work-related wellbeing in UK prison officers: a benchmarking approach

2016 ◽  
Vol 9 (3) ◽  
pp. 290-307 ◽  
Author(s):  
Gail Kinman ◽  
Andrew James Clements ◽  
Jacqui Hart
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Health And Safety ◽  
Well Being ◽  
Future Research ◽  
Content Type ◽  
Stress Indicator ◽  
Work Related ◽  
Psychosocial Hazards ◽  
The Uk

Purpose The purpose of this paper is to examine the well-being of UK prison officers by utilising a benchmarking approach. Design/methodology/approach The Health and Safety Executive (HSE) Stress Indicator Tool is widely used in the UK to assess key psychosocial hazards in the workplace encompassing demands, control, support from managers and co-workers, relationship quality, role and change management. This study utilises this approach to examine the extent to which a sample of UK prison officers meets the HSE recommended minimum standards for the management of work-related well-being. Levels of mental health and job satisfaction in the sector are also assessed using measures with extensive occupational norms. The psychosocial hazards that make the strongest contribution to mental health and job satisfaction are also considered. Findings Respondents reported lower levels of well-being for all of the hazard categories than recommended. Moreover, mental health and job satisfaction were considerably poorer among prison officers than other occupational groups within the emergency and security services in the UK. Considerable variation was found in the psychosocial hazards that predicted mental health and job satisfaction. Practical implications The high levels of stressors and strains experienced by UK prison officers gives serious cause for concern. Priority areas for interventions to enhance well-being in the sector are considered and areas for future research discussed. Originality/value This study highlights the wide-ranging benefits of a benchmarking approach to investigate work-related stressors and strains at the sector level.

scholarly journals Testing additive versus interactive effects of person-organization fit and organizational trust on engagement and performance

2016 ◽  
Vol 45 (6) ◽  
pp. 1323-1339 ◽  
Author(s):  
Kerstin Alfes ◽  
Amanda Shantz ◽  
Ratnesvary Alahakone
Keyword(s):  
Task Performance ◽  
Organizational Trust ◽  
Additive Model ◽  
Interactive Effects ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Engagement Theory ◽  
The Uk ◽  
Person Organization Fit

Purpose To date, most research has assumed an additive relationship between work-related predictors and engagement. The purpose of this paper is to contribute to the refinement of engagement theory by exploring the extent to which two predictors – person-organization fit and organizational trust – interact to influence employees’ engagement, which in turn, positively influences their task performance. Design/methodology/approach A test of moderated mediation was conducted using survey data collected from 335 employees and matched performance records from the Human Resource department in a support services organization in the UK. Findings Engagement was best predicted by the interactive model, rather than the additive model, as employees who felt a close fit with their organization and who trusted their organization were most engaged with their work. Further, engagement mediated the relationship between the interaction and task performance. Originality/value This paper contributes to a refinement of engagement theory by presenting and testing a model that explains the synergistic effect of work-related factors on engagement.

scholarly journals Quebec Research on Work-related Musculoskeletal Disorders

2014 ◽  
Vol 68 (4) ◽  
pp. 643-660 ◽  
Author(s):  
Julie N. Côté ◽  
Suzy Ngomo ◽  
Susan Stock ◽  
Karen Messing ◽  
Nicole Vézina ◽  
...  
Keyword(s):  
Musculoskeletal Disorders ◽  
Health And Safety ◽  
Physical Workload ◽  
Research Network ◽  
Design Stage ◽  
Sources Of Information ◽  
Multiple Sources ◽  
Related Factors ◽  
Work Related ◽  
Safety Research

This paper aimed to demonstrate the contribution of the research performed by the musculoskeletal disorders (MSD) Research Axis group of the Quebec Occupational Health and Safety Research Network towards better understanding of work-related MSD (WMSD) development and prevention. Although the group targets its work to the Quebec population, its work has significant impact around the world, placing MSD axis members and knowledge and expertise created in Quebec on the international map. Results from the contribution of members are relevant, primarily in the demonstration of the implication of physical workload as well as organizational and psychosocial work-related factors in the development of WMSDs. Also, members have demonstrated that gender, sex, social class, age and ethno-cultural groups interact in various ways with WMSD determinants. Efforts are devoted towards improving understanding of the physiological responses linked with MSDs, which could also lead to new workplace practices in rehabilitation. The group emphasizes the integration of prevention procedures from the design stage to the workplace intervention. Members have proposed research-based tools for best practices at work and also an original conceptual model as a key, novel element of a theoretical conceptualization of WMSDs. Moreover, the group focuses on improving WMSD surveillance, using multiple sources of information, providing information on newly identified health risks and developing new methods of assessing risk in order to effectively prevent disability in the working population. Finally, results from research of the MSD axis group have implications for orienting legal processes, improving legal recognition of MSDs as occupational diseases, and contributing to the evolution of legal thinking. However, much remains to be done. To that end, the group plans and encourages new initiatives for further advancement. In conclusion, the originality of the work places the group in a favourable position to address the complexity underlying WMSDs, combining expertise that enriches fundamental, clinical and population-based research.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

Factors affecting the delivery of optimum health and safety on construction projects during the covid-19 pandemic in Zimbabwe

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Benviolent Chigara ◽  
Tirivavi Moyo
Keyword(s):  
Factor Analysis ◽  
Construction Projects ◽  
Health And Safety ◽  
Project Managers ◽  
Small Sample ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Related Risk ◽  
Monitoring And Enforcement

Purpose The purpose of this study was to investigate the perceptions of construction professionals relative to factors that affect the delivery of optimum health and safety (H&S) on construction projects during the COVID-19 pandemic. Design/methodology/approach The study adopted a quantitative design which entailed the distribution of a web-based questionnaire among construction professionals, namely, architects, construction/project managers, engineers, H&S managers and quantity surveyors working for contractors and construction consultants in Zimbabwe. The data were analysed with descriptive and inferential statistics. Factor analysis was used to reveal interrelated significant sets of factors affecting the delivery of optimum H&S. Findings Factor analysis revealed nine components/factors: change and innovation-related, monitoring and enforcement-related, production-related, access to information and health service-related, on-site facilities and welfare-related, risk assessment and mitigation-related, job security and funding-related, cost-related and COVID-19 risk perception-related factors as the significant factors affecting the delivery of optimum H&S during the COVID-19 pandemic in Zimbabwe. Research limitations/implications The results highlighted the need for social dialogue among construction stakeholders to support initiatives that will enhance the delivery of H&S on construction projects. Construction stakeholders may find the results useful in highlighting the areas that need improvement to protect workers’ H&S during the pandemic. However, the small sample limits the generalisability of the results to construction sectors in other regions. Originality/value The study investigated factors affecting the delivery of optimum H&S during the COVID-19 to inform interventions to enhance H&S.

Workplace and Health: A Survey of Classical Orchestral Musicians in the United Kingdom and Germany

2002 ◽  
Vol 17 (2) ◽  
pp. 83-92
Author(s):  
Beatrice S Harper
Keyword(s):  
United Kingdom ◽  
Working Conditions ◽  
Classical Music ◽  
Health And Safety ◽  
Work Related ◽  
The United Kingdom ◽  
Working Lives ◽  
The Status ◽  
The Uk ◽  
Orchestral Musicians

This article presents the results of a survey that was carried out among UK and German professional classical musicians between November 2000 and April 2001. The UK Musicians’ Union and the German musicians’ union, the Deutsche Orchester Vereinigung (DOV), assisted greatly with the duplication and distribution of the questionnaires. Selected results have been disseminated to the respondents via the UK Musicians’ Union journal, Musician. A full report will appear in Cultural Trends, to be published in 2002 by the Policy Studies Institute, London. The survey covered many aspects of musicians’ perceptions of occupational health and safety, the provision of appropriate information, their general working conditions, and their health. One of the main aims was to bring to the forefront a discussion of musicians’ working conditions and to raise awareness of the range of problems that exist. Key findings identify areas of concern to the respondents, in particular, regarding the environmental conditions of their workplaces. Additionally, findings indicate the use and effectiveness of the measures used by musicians to ameliorate a range of occupational hazards. This article also reports the respondents’ hearing problems, and which medical and alternative practitioners the sample consulted in cases of work-related ill health. The contrasting structure of the profession determined the choice of the United Kingdom and Germany for this study. The UK classical music workforce is predominantly freelance, whereas in Germany there are relatively few freelance musicians, and most orchestral musicians have the status of local government employees. One of the aims of the survey was to elicit information that might indicate whether such different conditions of employment affect the working lives of musicians. This article is organized in two parts. The first part places this survey in context and discusses the particular range of health problems highlighted by the respondents. The second part presents the survey and its findings.

scholarly journals Social- and healthcare managers' work wellbeing – literature review and key informant interviews

2020 ◽  
Vol 13 (6) ◽  
pp. 633-648
Author(s):  
Niina Herttuala ◽  
Lauri Kokkinen ◽  
Anne Konu
Keyword(s):  
Literature Review ◽  
Literature Search ◽  
Organizational Factors ◽  
International Studies ◽  
Systematic Literature Search ◽  
Healthcare Organizations ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related

PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

scholarly journals Work Schedule Irregularity and the Risk of Work-Related Injury among Korean Manual Workers

2020 ◽  
Vol 17 (20) ◽  
pp. 7617
Author(s):  
Won-Tae Lee ◽  
Sung-Shil Lim ◽  
Jihyun Kim ◽  
Sehyun Yun ◽  
Jin-Ha Yoon ◽  
...  
Keyword(s):  
Safety Information ◽  
Productivity Loss ◽  
Health And Safety ◽  
Multivariate Logistic Regression Analysis ◽  
Worker Safety ◽  
Work Schedule ◽  
Related Factors ◽  
Work Related ◽  
Work Related Injury ◽  
The Impact

Work schedules comprise various variables and generate health and safety outcomes, including work-related injury, which causes socioeconomic problems, such as productivity loss and damage to worker health. We investigated the association between work schedule irregularity and the incidence of work-related injury among South Korean manual workers using data from the 5th Korean Working Conditions Survey. In total, 18,330 manual workers were included. A multivariate logistic regression analysis was performed to understand the association between work schedule and work-related injury and the influence of sufficient safety information and work schedule on work-related injury. We calculated the influence of an irregular work schedule on occupational injury after controlling for personal and work environment-related factors. The adjusted odds ratio (OR) for work-related injury was 1.66 (95% confidence interval (CI) 1.32–2.09) for an irregular work schedule. The interaction had an additive effect when the work schedule was irregular, even when sufficient safety information was provided. Manual workers had a higher incidence of injury (2.1%). Even in adjusted analyses, work schedule irregularity conferred greater risks of work injury, particularly when not working the same number of days weekly (OR 1.52, 95% CI 1.21–1.90). Policymakers and health professionals need to consider the impact of work schedule irregularity on worker safety and health.

How authentic leadership and inclusion benefit organizations

2014 ◽  
Vol 33 (3) ◽  
pp. 275-292 ◽  
Author(s):  
Kenna Cottrill ◽  
Patricia Denise Lopez ◽  
Calvin C. Hoffman
Keyword(s):  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Online Survey ◽  
Self Esteem ◽  
Theory And Practice ◽  
Citizenship Behavior ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
The Relationship

Purpose – The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion, and two outcomes, organization-based self-esteem (OBSE) and organizational citizenship behavior (OCB). Design/methodology/approach – Using an online survey, data were collected from 107 primary and 219 peer participants in various industries throughout the USA. Primary participants provided perceptual ratings on inclusion, AL, OBSE and OCB. Co-workers assessed primary participants’ OCB. Findings – AL was positively related to inclusion (β=0.58, p<0.01) as well as self-rated OCB (β=0.36, p<0.01). Inclusion was positively associated with OBSE (β=0.48, p<0.01) and self-rated OCB (β=0.63, p<0.01). Inclusion mediated the relationship between AL and self-rated OCB. OBSE mediated the relationship between inclusion and self-rated OCB. All analyses controlled for the effects of race and gender. Practical implications – Results suggest organizations can promote inclusive environments through AL, and that inclusive environments promote employees’ work-related self-esteem and their willingness to go above and beyond in their jobs. Originality/value – This paper examines previously unstudied relationships, thus contributing to organizational theory and practice.

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