scholarly journals Leadership for a healthy work environment – a question about who, what and how

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Åsa Vidman ◽  
Annika Strömberg
Keyword(s):  
Work Environment ◽  
Qualitative Content Analysis ◽  
Elderly Care ◽  
Well Being ◽  
Job Turnover ◽  
Content Type ◽  
Healthy Work Environment ◽  
Global Issue ◽  
Healthy Work

Purpose Recruiting and retaining staff to work with elderly people in social care is a global issue. The quality of leadership is considered important because it influences employees’ job satisfaction, job turnover and health. This paper aims to identify leadership that employees in residential elderly care facilities in Sweden consider as contributing towards a healthy work environment. Design/methodology/approach The authors interviewed 14 persons employed in facilities organized in different ways. The data from these interviews was analysed using qualitative content analysis.. Findings The results showed that the employees felt that their health partly depended on the attributes that leaders possessed, what leaders do and how leaders do it. This study confirms that leadership influences the perception of a healthy workplace. It also shows that questions about leadership are complex. Originality/value Research about factors that increase health risks is wide-ranging; however, research that examines factors that promote health, especially how leadership influences employees’ well-being, is not as comprehensive.

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.

The Relationship Between Critical Care Work Environment and Professional Quality of Life

2020 ◽  
Vol 29 (2) ◽  
pp. 145-149 ◽  
Author(s):  
Marissa Monroe ◽  
Elizabeth Morse ◽  
Joseph M. Price
Keyword(s):  
Quality Of Life ◽  
Critical Care ◽  
Work Environment ◽  
Authentic Leadership ◽  
Compassion Satisfaction ◽  
Professional Quality Of Life ◽  
Healthy Work Environment ◽  
Professional Quality ◽  
Healthy Work

Background Professional quality of life is the quality a person feels in relation to work. For critical care nurses, it is composed of compassion satisfaction and compassion fatigue. Professional quality of life is affected by work environment. The American Association of Critical-Care Nurses (AACN) has identified 6 standards for a healthy work environment. Objective To explore which of the AACN healthy work environment standards have the strongest impact on professional quality of life in critical care nurses. Methods In an exploratory, cross-sectional survey of nurses working in 4 adult critical care units of a single health care facility, professional quality of life was assessed using the Professional Quality of Life Scale (ProQOL), and work environment was evaluated using the AACN Healthy Work Environment Assessment Tool. Results Participants reported compassion satisfaction and burnout levels as average and secondary traumatic stress levels as high. The composite average for all 6 AACN healthy work environment standards was good. A multiple regression analysis revealed true collaboration, effective decision-making, and authentic leadership as significant predictors of compassion satisfaction. Authentic leadership was the only predictor of burnout. Appropriate staffing, meaningful recognition, and authentic leadership were predictors of secondary traumatic stress. Conclusion Authentic leadership is the strongest predictor of compassion satisfaction, burnout, and secondary traumatic stress. Therefore, improving leadership should be a priority in intensive care units seeking to improve nurses’ professional quality of life.

scholarly journals Creating a healthy work environment for the well-being of a cognitive behavioural psychotherapist

2020 ◽  
Vol 20 (4) ◽  
pp. 283-290
Author(s):  
Angelika Kleszczewska-Albińska ◽  
Keyword(s):  
Work Environment ◽  
Self Care ◽  
Well Being ◽  
Professional Activity ◽  
Healthy Work Environment ◽  
Behavioural Model ◽  
Number Of Factors ◽  
Cognitive Behavioural ◽  
Healthy Work

The work of a cognitive behavioural therapist is associated with a number of factors contributing to the feeling of satisfaction as well as many concerns. Studies show that psychotherapists are vulnerable to the effects of distress which, if left unattended, lead to burnout and serious professional impairments. Even though it has been emphasised that self-care of a psychotherapist is more of an imperative than an option, all too often professionals ignore their needs. Among the most common self-care myths cognitive behavioural therapists believe in, one may find the assumptions that self-care is optional, the knowledge how to look after oneself is equivalent to managing it, and coping is identical to being a therapist. Responsibility for oneself is usually an optional topic during education and supervision processes. Even though articles on that subject are widely available, it is important to analyse the problem of self-care, and to propose ways for creating a healthy work environment for cognitive behavioural therapists. In the article, the core ideas concerning the cognitive behavioural model of therapy are presented, and the cognitive behavioural model of burnout is described. In addition, the role of self-care in professional activity among cognitive behavioural psychotherapists is examined. The data on the role of awareness, balance, flexibility, and health in increasing self-care practices among psychotherapists is presented, and the importance of a proactive approach to self-care is highlighted. Furthermore, the main ideas that should be incorporated in training courses and supervision are given, together with the description of the role of supervision in psychotherapeutic work.

scholarly journals Reforming accounting to support the shift towards a sustainable financial system

2018 ◽  
Vol 2 (2) ◽  
pp. 148-161 ◽  
Author(s):  
Nihel Chabrak
Keyword(s):  
Financial System ◽  
Regulatory Reform ◽  
Well Being ◽  
Equity Capital ◽  
United Nations Environment Programme ◽  
Content Type ◽  
The Board Of Directors ◽  
Accounting Model ◽  
Material Information

PurposeConsidering the growing importance of finance in shaping corporate and human activities, the purpose of this paper is to focus on the United Nations Environment Programme (UNEP) Inquiry into the Design of a Sustainable Financial System that aims to align the financial system with sustainable development, with a focus on environmental aspects. Following the inquiry call for better disclosure approaches of material information on the “sustainability impacts” of the financial system as one of the areas of improvement to move toward a sustainable financial system, the author argues for a reform of the accounting model to better reflect the compliance of businesses with “quality of growth” imperatives.Design/methodology/approachThe paper rests on the entity theory of Littleton (1934).FindingsThe new accounting model requires creating a new equity capital account for the entity that is separate from the shareholders equity account. Valuation as well as other related issues on the functioning of this account is briefly explored in the paper. The reform also requires entrusting the responsibility of answering questions related to valuation, capital maintenance and income distribution to the board of directors that should be composed of representatives of the different capitals which have accrued, temporarily or indefinitely, to the business firm.Research limitations/implicationsThis paper calls researchers to explore the theoretical avenues proposed in the paper to develop the model in practice.Practical implicationsThe implementation of this reform requires a regulatory reform and the redesign of the economic coordination mechanisms which could be challenging in practice.Social implicationsThe accounting model proposed in the paper contributes to a new quality of growth, which is a growth based on well-being and inclusiveness.Originality/valueThe paper draws on the UNEP framework, which has not been investigated in other research studies.

Compassion Fatigue and the Healthy Work Environment

2017 ◽  
Vol 28 (4) ◽  
pp. 351-358 ◽  
Author(s):  
Lesly Kelly ◽  
Michael Todd
Keyword(s):  
Critical Care ◽  
Work Environment ◽  
Compassion Fatigue ◽  
American Association ◽  
Medical Center ◽  
Academic Medical Center ◽  
Compassion Satisfaction ◽  
Critical Care Nurses ◽  
Healthy Work Environment ◽  
Healthy Work

Background:Burnout is a concern for critical care nurses in high-intensity environments. Studies have highlighted the importance of a healthy work environment in promoting optimal nurse and patient outcomes, but research examining the relationship between a healthy work environment and burnout is limited.Objective:To examine how healthy work environment components relate to compassion fatigue (eg, burnout, secondary trauma) and compassion satisfaction.Methods:Nurses (n = 105) in 3 intensive care units at an academic medical center completed a survey including the Professional Quality of Life and the American Association of Critical-Care Nurses’ Healthy Work Environment standards.Results:Regression models using each Healthy Work Environment component to predict each outcome, adjusting for background variables, showed that the 5 Healthy Work Environment components predicted burnout and that meaningful recognition and authentic leadership predicted compassion satisfaction.Conclusions:Findings on associations between healthy work environment standards and burnout suggest the potential importance of implementing the American Association of Critical-Care Nurses’ Healthy Work Environment standards as a mechanism for decreasing burnout.

scholarly journals Leadership Connection to Emotional Intelligence and Stress at Workplace

2016 ◽  
Vol 9 (1) ◽  
pp. 43 ◽  
Author(s):  
Nadeem Ahmed Bashir
Keyword(s):  
Emotional Intelligence ◽  
Work Environment ◽  
Intelligence Quotient ◽  
Healthy Work Environment ◽  
Healthy Work ◽  
Stress At Work

<p>Emotional intelligence has gained huge attention of practitioners and researchers over the last decade. This paper aims to highlight the relatively less focused, but the key domain of stress at work and its linkage with the emotional intelligence of leadership. Based on previous studies, this study accumulated the issues regarding emotional intelligence of leadership and its capacity to handle the stress more effectively. Though intelligence quotient is necessary for leaders, emotional intelligence of leadership is identified as most significant to cope with stress at work and create a healthy work environment. Specifically, the level of leaders’ emotional intelligence sets for how subordinates respond, to perform more effectively at different stressful circumstances. </p>

Information professionals' quality of work-life and its impact on their job performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Hanif Soroya ◽  
Tehmina Sarwar ◽  
Muhammad Shahid Soroya
Keyword(s):  
Job Performance ◽  
Well Being ◽  
Work Life ◽  
Work Behavior ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Key Indicator ◽  
Information Professionals

PurposeJob performance (JP) of employees is a key indicator of success for any organization; however, job performance is dependent on many factors including personal and organizational. The current study aims to investigate this phenomenon concerning the quality of work-life (QoWL).Design/methodology/approachThe study design was quantitative, and a questionnaire was filled by 130 professional librarians based on a convenient sampling technique. The research population was academic information professionals (IPs) serving the university libraries of Lahore, Pakistan. Data were analyzed using SPSS (20.0).FindingsJob career satisfaction is proved a key indicator of JP along with job control and general well-being (GWB). Counterproductive work behavior (CWB), which is a negative behavior, is significantly affected by poor job satisfaction (JS), stress, feelings of unhappiness and low workplace autonomy.Practical implicationsThe study suggests that if poor JS, stress, feelings of unhappiness and low workplace autonomy could be manipulated positively, CWB may be reduced and there are chances to improve the JP of IPs.Originality/valueThis is one of the first attempts that focuses on QoWL and its impact on JP of IPs. The study findings may help leaders and library administration to take employees' friendly decisions to provide a conducive work environment.

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.

Authentic Leaders Creating Healthy Work Environments for Nursing Practice

2006 ◽  
Vol 15 (3) ◽  
pp. 256-267 ◽  
Author(s):  
Maria R. Shirey
Keyword(s):  
Work Environment ◽  
Authentic Leadership ◽  
Nursing Practice ◽  
Healthcare Delivery ◽  
Work Environments ◽  
Nursing Workforce ◽  
Healthcare Delivery System ◽  
Healthy Work Environment ◽  
Healthy Work ◽  
Healthy Work Environments

Implementation of authentic leadership can affect not only the nursing workforce and the profession but the healthcare delivery system and society as a whole. Creating a healthy work environment for nursing practice is crucial to maintain an adequate nursing workforce; the stressful nature of the profession often leads to burnout, disability, and high absenteeism and ultimately contributes to the escalating shortage of nurses. Leaders play a pivotal role in retention of nurses by shaping the healthcare practice environment to produce quality outcomes for staff nurses and patients. Few guidelines are available, however, for creating and sustaining the critical elements of a healthy work environment. In 2005, the American Association of Critical-Care Nurses released a landmark publication specifying 6 standards (skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership) necessary to establish and sustain healthy work environments in healthcare. Authentic leadership was described as the “glue” needed to hold together a healthy work environment. Now, the roles and relationships of authentic leaders in the healthy work environment are clarified as follows: An expanded definition of authentic leadership and its attributes (eg, genuineness, trustworthiness, reliability, compassion, and believability) is presented. Mechanisms by which authentic leaders can create healthy work environments for practice (eg, engaging employees in the work environment to promote positive behaviors) are described. A practical guide on how to become an authentic leader is advanced. A research agenda to advance the study of authentic leadership in nursing practice through collaboration between nursing and business is proposed.

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