scholarly journals An audit of the well-being of staff working in intellectual disability settings in Ireland during the COVID-19 pandemic

2020 ◽  
Vol 25 (4) ◽  
pp. 237-246
Author(s):  
Martin McMahon ◽  
Chris Hatton ◽  
Julie Stansfield ◽  
Gaynor Cockayne
Keyword(s):  
Intellectual Disability ◽  
Independent Living ◽  
Online Survey ◽  
Well Being ◽  
Anxiety And Depression ◽  
Future Research ◽  
Challenging Behaviour ◽  
Content Type ◽  
General Anxiety Disorder ◽  
Work Related

Purpose The severe acute respiratory syndrome coronavirus-2 (SARS-CoV-2) has infected millions of people worldwide. Individuals with intellectual disability are at a disproportionate risk of mortality, given the health inequalities they experience. This puts a significant burden of responsibility on staff who support these individuals. Consequently, this study aims to establish a baseline of the well-being of staff working in intellectual disability services in Ireland during the COVID-19 pandemic. Design/methodology/approach An online survey was carried out using the Copenhagen Burnout Inventory, a brief measure of depression (Patient Health Questionnaire-9) and a brief measure of anxiety (General Anxiety Disorder-7). Findings In total, 285 staff in the Republic of Ireland completed the survey. These staff reported moderate levels of personal and work-related burnout and mild levels of anxiety and depression. Higher mean scores were recorded across scales from staff who worked in independent living settings and from staff who supported individuals with challenging behaviour. Originality/value This study, an audit, provides initial data on the well-being of staff working with individuals with intellectual disability in Ireland during the COVID-19 pandemic. It highlights that employers need to consider staff well-being, given the levels of personal and work-related burnout, and anxiety and depression that were found. This is particularly true for staff who work in independent living settings and with adults with challenging behaviour. Future research should focus on proactive strategies for improving staff well-being in the short term, given the current resurgence of COVID-19 in Ireland.

A review of research into knowledge sharing

2019 ◽  
Vol 28 (1) ◽  
pp. 20-22
Keyword(s):  
Life Satisfaction ◽  
Knowledge Sharing ◽  
Well Being ◽  
Future Research ◽  
Content Type ◽  
Work Related ◽  
Review Protocol ◽  
Process Perspective ◽  
The Impact ◽  
Positive Effect

Purpose The purpose of this study is to summarize findings from research into knowledge sharing and to provide suggestions for further research. Design/methodology/approach A systematic literature review was carried out through three phases – review protocol, conducting the review and reporting the review. A thematic analysis was carried out on 61 peer reviewed studies. Findings The review looks at the impact of knowledge sharing in three categories – individual, team and organizational. The main factors studied were creativity, performance and learning. Knowledge sharing goes beyond work-related impacts and has a positive effect on team climate, job satisfaction and life satisfaction. Directions for future research were identified as adopting an interaction and process perspective, investigating negative, differential and psychological impacts and improving methodology through use of qualitative and longitudinal studies. Practical implications As knowledge sharing does have positive psychological effects including enhanced job and life satisfaction it would be beneficial to build it into the organization’s well-being program. Originality/value This paper has an original approach as it is the first systematic review to be carried out on research into knowledge sharing and suggests areas for further investigation.

Relationships between psychological contract violation, stress and well-being in firefighters

2019 ◽  
Vol 12 (3) ◽  
pp. 120-133 ◽  
Author(s):  
Fazeelat Duran ◽  
Darren Bishopp ◽  
Jessica Woodhams
Keyword(s):  
Psychological Contract ◽  
Self Efficacy ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Multiple Mediation ◽  
Work Related Stress ◽  
Content Type ◽  
Work Related ◽  
Related Stress

Purpose Negative emotions resulting from the broken promises by the organisation or employers, as perceived by an employee are called psychological contract (PC) violation. The purpose of this paper is to examine the relationships between perceived feelings of violation, work-related stress, anxiety and depression. Fairness and self-efficacy are used as mediators to understand the underlying mechanism of associations. Design/methodology/approach In total, 97 firefighters completed an online-survey and structural equation modelling was used to examine the multiple mediation models. Findings PC violation was positively associated with occupational stress and job-related well-being. Together, fairness and self-efficacy mediated the relationship between feelings of violation and job-related depression. Therefore, the results partially supported the hypotheses. Originality/value As the first quantitative study of its kind, this study makes an important contribution to the firefighters literature by investigating the potential influence of PC violation on their work-related stress and well-being. Also, previous studies have failed to identify fairness and self-efficacy as potential mediators of the PC violation.

scholarly journals Not a stranger to the dark: discrimination against autistic students and employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timo Lorenz ◽  
Chelsea Rebecca Brüning ◽  
Mitzi Waltz ◽  
Marc Fabri
Keyword(s):  
Online Survey ◽  
Social Deprivation ◽  
Autism Spectrum ◽  
Equal Treatment ◽  
Future Research ◽  
Research Approach ◽  
Application Process ◽  
Content Type ◽  
Work Related ◽  
Perceived Employability

Purpose The purpose of this paper is to reveal barriers and their coherences between discrimination and self-perceived employability which students and employees on the autism spectrum often face and need to overcome. These include discrimination based on disability, when applying for a job or retaining employment. This research located barriers in three different categories: formality – problems that focus on organizational structures in the application process; social – communication and interaction problems; and job demand barriers – obstacles that epitomize work-related strains. Design/methodology/approach Barriers and discrimination can prevent individuals from accessing the labor market which can lead to severe consequences for an individual on the autism spectrum, such as poverty, social deprivation or lack of health promotion and equal treatment. Self-perceived employability can be regarded as an additional strength, as it describes the perception of an individual’s own skills and versatility to acquire and keep a job. In total, 53 German-speaking individuals on the autism spectrum participated in an online survey. Findings Results showed statistically significant coherences between both, formality and social barriers with discrimination. Formality barriers also indicated statistically significant coherences with self-perceived employability. A mediation model with discrimination as mediator between each category of barriers and self-perceived employability was examined. The non-significant results suggest that discrimination does not work as a superior construct but as a sole influence next to barriers and self-perceived employability. Originality/value Individuals on the autism spectrum epitomize a less common research approach. Moreover, diversity policies and practices in the workplace often do not focus on including individuals on the autism spectrum even though the employment rates for this specific group of potential highly qualified employees were reported to be consistently lower when compared to any other group of disabled people. Findings suggest possible starting points for future research, which are discussed alongside practical strategies to overcome barriers and change discriminatory attitudes toward skilled individuals on the autism spectrum.

Work-related technoference at home and feelings of work spillover, overload, life satisfaction and job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Brandon T. McDaniel ◽  
Kimberly O'Connor ◽  
Michelle Drouin
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Technology Use ◽  
Online Survey ◽  
Family Members ◽  
Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
At Home

PurposeThe purpose of this study is to examine whether work-related technology use outside of work and around family members could produce technoference or phubbing, where time spent with family members is interrupted by or intruded upon by technology use. The authors also examined its impact on work-to-family spillover, feelings of overload, life satisfaction and job satisfaction for workers.Design/methodology/approachVia an online survey, the authors assessed the frequency of technoference due to work, work-to-family spillover, feelings of overload, life satisfaction and job satisfaction. The authors’ analytic sample included US parents (95 fathers and 88 mothers) who worked for pay and experienced technoference in their relationships, which was at least sometimes due to work.FindingsResults reveal possible impacts of technoference related to work on employee feelings of work-to-family spillover, greater feelings of overload, lower life satisfaction and lower job satisfaction.Research limitations/implicationsData are from a cross-sectional online survey, and results are correlational. Although the authors have theoretical/conceptual evidence for the impacts of technoference, it is possible that the direction of effects could be reversed or even bidirectional. Experimental/intervention work could further examine whether changes in technology use at home due to work improve employee well-being.Practical implicationsThe authors’ findings suggest that organizational policies which promote healthy boundaries and work-life balance are likely fundamental to employee well-being and that employers should be mindful of employees' work-related technology use at home.Originality/valueThis study examines technoference and phubbing due to work while at home, as opposed to focusing on the at-work context.

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 Work-to-family profiles, family structure and burnout in mothers

2016 ◽  
Vol 31 (7) ◽  
pp. 1167-1181 ◽  
Author(s):  
Laura D. Robinson ◽  
Christopher A. Magee ◽  
Peter Caputi
Keyword(s):  
Online Survey ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
Self Report ◽  
Future Research ◽  
Content Type ◽  
Family Types ◽  
Demographic Covariates ◽  
Health And Well Being

Purpose The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the work-to-family profiles are associated with burnout. Design/methodology/approach Data on work-to-family conflict (WFC), work-to-family enrichment (WFE), burnout, and relevant socio-demographic covariates were collected via a self-report online survey. Latent profile analysis on WFC and WFE items was used to identify profiles in 179-sole and 857-partnered mothers in paid employment. Regression analyses were performed to examine whether profiles were associated with burnout. Findings Five distinct work-to-family profiles were identified: Harmful, Negative Active, Active, Beneficial, and Fulfilled. Profile membership differed significantly between sole and partnered mothers, with sole mothers more likely to be in the harmful profile. The five profiles had differing implications for burnout. Practical implications WFC and WFE can co-occur, and have differing implications for health and well-being. It is important to consider both WFC and WFE when addressing employee burnout. Furthermore, sole mothers may need greater assistance in reducing WFC and increasing WFE in order to minimize burnout. Originality/value This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and partnered mothers, and highlights the need for future research on diverse family types.

Determining motivators and hygiene factors among excellent teachers in Malaysia

2017 ◽  
Vol 31 (2) ◽  
pp. 78-97 ◽  
Author(s):  
Ismail Hussein Amzat ◽  
Yahya Don ◽  
Sofian Omar Fauzee ◽  
Fauzi Hussin ◽  
Arumugam Raman
Keyword(s):  
Sample Size ◽  
Personal Growth ◽  
Online Survey ◽  
Well Being ◽  
Teaching Profession ◽  
Dominant Factor ◽  
Future Research ◽  
Content Type ◽  
Hygiene Factors ◽  
Excellent Teachers

Purpose In a world in which successful learning is believed to rest on the methods of teaching and the performance of students is determined by teacher quality, it is clear that teachers are the backbone of student learning attainments. In such a scenario, teacher development, welfare, motivation, and satisfaction are crucial for better teaching performance. Therefore, the purpose of this paper is to determine the motivator and hygiene factors among excellent teachers in Malaysia and to explore factors that lead to satisfaction and cause dissatisfaction among excellent teachers in Malaysia. Design/methodology/approach This study uses quantitative design to determine the motivator and hygiene factors among excellent teachers. For the sample size, 306 excellent teachers participated in this study and data were analysed using principle component analysis and confirmatory factor analysis to determine the dominant factor among Herzberg’s motivator and hygiene factors. Findings From the findings, the results showed that the satisfaction of excellent teachers was low in terms of “personal growth” (motivator) and “supervision” (hygiene). The paper concludes by calling upon the Malaysian Ministry of Education (MoE) to consider both motivator and hygiene factors, and what causes satisfaction and dissatisfaction among excellent teachers. Research limitations/implications This study has some limitations to be considered, especially in terms of sample size. The low number of excellent teachers participating in this study is due to the scarcity of face-to-face data collection, in that an online survey was deemed to be the only means to reach the excellent teachers. This is due to the lack of a list of excellent teachers in some state districts, making it difficult to determine those schools which have excellent teachers. In addition, it is also due to logistical and geographical difficulties in reaching certain schools and meeting the excellent teachers. In recognition of such difficulties in undertaking research on excellent teachers in Malaysia, the researchers in this study urge the Malaysian MoE, as well as state districts and regional offices, to update the profile of excellent teachers by creating records and a list of all excellent teachers in Malaysia to facilitate future research. In this scenario, the findings of this study should be used with caution and not be generalized to other contexts, schools, regions, or states. Practical implications To be fully cognizant about the excellent teachers’ scheme was introduced to uplift the standard of teaching in Malaysia, and the recipients of this scheme or status (excellent) are considered to be the “cream of the crop” in the teaching profession in Malaysia and for non-excellent teachers to emulate, it is vital to look into their well-being as well as their growth. With the results of this study, the authors can say that the implications for practice touch many aspects of the professional and personal development of Malaysian excellent teachers. Specifically, it is imperative that the factors that intrinsically and extrinsically motivate excellent teachers in Malaysia and the causes of dissatisfaction are identified. In addition, the implications also place emphasis on paving ways for the personal growth of excellent teachers and to provide leeway for them to pursue their own personal happiness. Furthermore, the implications of the lack of proper supervision of school principals on excellent teachers should be avoided, and, in general, hygiene factors could be used as positive implications to improve excellent teachers’ teaching practices and performance. Originality/value This research is original as it calls MoE attention to the well-being of excellent teachers in Malaysia. As excellent teachers in Malaysia are selected and promoted among teachers in Malaysia in order to improve teaching and learning in Malaysia. They are appointed to be a role model for other teachers to emulate. With this position, excellent teachers are expected to contribute to the development of their schools and others and they can be posted anywhere as well as called at any time for help. Therefore, it is worthy to know how satisfied those excellent teachers are regarding government policy. Hence, it is important to know what motivates and satisfies them.

scholarly journals “Happy-performing managers” thesis

2019 ◽  
Vol 40 (2) ◽  
pp. 356-372 ◽  
Author(s):  
Peter Hosie ◽  
Piyush Sharma ◽  
Russel P.J. Kingshott
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Contextual Performance ◽  
Future Research ◽  
Content Type ◽  
Role Stressors ◽  
Wide Range ◽  
The Impact

Purpose The purpose of this paper is to extend the “Happy-Performing Managers” thesis to show that managers’ job-related affective well-being and affective job satisfaction mediate the impact of their role stressors (ambiguity, conflict and overload) on their contextual job performance. Design/methodology/approach Results from an online survey of 305 managers from the private, public and third sectors in Western Australian support most of the hypotheses. The psychometric properties of all the scales were analysed using confirmatory factor analysis and the conceptual model was tested using structural equation modelling. Findings Role stressors have a direct negative effect on the managers’ affective well-being and affective job satisfaction, which, in turn, mediate the negative effects of the three role stressors on the managers’ contextual performance. Research limitations/implications Conceptual and managerial contributions along with methodological limitations and future research directions are discussed. Originality/value Contemporary managers face a wide range of intrinsic and extrinsic role and environmental stressors. This research suggests that organisations may need to redesign manager roles to reduce their role stressors (ambiguity, conflict and overload) in order to optimise their contextual performance.

Virtuous leadership: a source of employee well-being and trust

2020 ◽  
Vol 43 (8) ◽  
pp. 951-970
Author(s):  
Martijn Hendriks ◽  
Martijn Burger ◽  
Antoinette Rijsenbilt ◽  
Emma Pleeging ◽  
Harry Commandeur
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Equation Modeling ◽  
Content Type ◽  
Work Related ◽  
Virtuous Leadership

Purpose The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations. Design/methodology/approach An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses. Findings The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being. Practical implications The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance. Originality/value Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

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