Abstract P293: Work Ability in Adults With Diabetes: A Mixed Methods Study

Circulation ◽  
2020 ◽  
Vol 141 (Suppl_1) ◽  
Author(s):  
Margaret M McCarthy ◽  
Allison Vorderstrasse ◽  
Joeyee Yan ◽  
Angie Portillo ◽  
Victoria V Dickson
Keyword(s):  
Mixed Methods ◽  
Work Ability ◽  
Hemoglobin A1c ◽  
Wellness Programs ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Working Adults ◽  
Excellent Work ◽  
Worker Support

Introduction: Over 30 million Americans have a diagnosis of diabetes. The estimated cost of diagnosed diabetes in 2012 was $245 billion, including $69 billion in reduced productivity. Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with the presence of diabetes. Hypothesis: We tested the hypothesis that work-related factors were associated with work ability in a sample of working adults with diabetes. Methods: This was a cross-sectional mixed methods descriptive design used to study a national convenience sample of 101 working adults with diabetes. Subjects were recruited through the online tool ResearchMatch, and completed surveys using the secure web application REDCap. Valid surveys assessed job content, work-life balance, work limitations and work ability, followed by qualitative telephone interviews in a sub-sample of 30 adults. Adjusting for hemoglobin A1c and diabetes duration, factors significant in the bivariate statistics were included in the stepwise logistic regression with the outcome of excellent work ability. Lastly, quantitative and qualitative data were integrated for analysis. Results: The sample was 65% female with mean age 54.1±10.5. The majority were White (74%), non-Hispanic (93%), married (51%), worked full-time (65%) and had type 2 diabetes (87%) with a mean duration of 12.4±9.5 years. Less than half (42%) reported their most recent hemoglobin A1c was <7%. They worked 36±14 hours per week and the majority rated their current work ability as either good (42%) or excellent (33%). Factors associated with work ability included co-worker support (p=.007), work-life balance (p<.0001), skill discretion (p=.02), psychological demands (p=.006), and supervisor support (p=.03). Two factors were independently associated with self-reported excellent work ability: increasing co-worker support improved the odds of excellent work ability (OR: 1.4; 95% CI: 1.04-1.9; p=0.025) and poorer work-life balance decreased the odds or excellent work ability (OR: 0.77; 95% CI: 0.67-0.89; p <.0001). Qualitative: Several themes emerged from the data. Most reported no impact of work on keeping medical appointments or managing diabetes at work, and diabetes management was better during a work day since they were on a schedule. Very few report wellness programs at work, and if they exist (e.g. exercise or weight loss program), most do not engage in them. Data integration: Those who reported an excellent work ability also expressed less stress and more control over their daily routine. Conclusions: The majority of the sample reported good or excellent work ability which was related to less stress and more job control. Workers may benefit from wellness programs that address not only diabetes self-management but also job stress, ways to improve co-worker support, and maintaining optimal work-life balance.

Managing Diabetes in the Workplace

2020 ◽  
pp. 216507992096553
Author(s):  
Margaret McCarthy ◽  
Allison Vorderstrasse ◽  
Joeyee Yan ◽  
Angie Portillo ◽  
Victoria Vaughan Dickson
Keyword(s):  
Work Ability ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Related Factors ◽  
Life Balance ◽  
Coworker Support ◽  
Work Related ◽  
Excellent Work ◽  
The Relationship

Background: Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with diabetes. The purpose of this study was to explore the interrelationship between work-related factors and current work ability in adults with type 1 diabetes (T1D) and type 2 diabetes (T2D). Methods: This study used a convergent mixed-method design. We assessed the relationship between work-related factors and work ability using bivariate statistics and logistic regression. Work ability was measured using the Work Ability Index and Karasek’s Job Content Questionnaire (JCQ) was employed to measure job demands. Qualitative interviews ( n = 30) explored the relationship between diabetes and work. Findings: The sample ( n =101) was mostly female (65%) and White (74%). Most worked full-time (65%), had T2D (87%), an elevated glycated hemoglobin A1c ≥ 7% (56%), and were overweight (22%) or obese (68%). Only 33% of subjects self-reported their work ability as excellent. Four of the JCQ subscales (skill discretion, psychological demands, supervisor support, and coworker support), and work–life balance were significantly associated with work ability (all p < .05). In adjusted models, better coworker support (OR = 1.4; 95% CI = [1.04, 1.9]) and better work–life balance (OR = 1.3; 95% CI = [1.1, 1.5]) were associated with excellent work ability. Many stated their diabetes impacted them at work and spoke of the effects of stress. Few engaged in workplace wellness programs. Conclusion/Application to Practice: Social support and work–life balance were associated with excellent work ability. Engaging workers with diabetes in workplace educational programs may take strategic efforts by occupational health staff.

Ledelse af videnarbejdere – Selvledelse og psykisk arbejdsmiljø

2012 ◽  
Vol 23 (3) ◽  
pp. 49-77 ◽  
Author(s):  
Signe Pihl-Thingvad
Keyword(s):  
Mixed Methods ◽  
Knowledge Workers ◽  
Job Demands ◽  
Knowledge Work ◽  
Working Life ◽  
Work Life ◽  
Working Environment ◽  
Work Life Balance ◽  
Life Balance ◽  
News Industry

Denne artikel diskuterer et særligt perspektiv i arbejdslivsforskningen, som argumenterer for, at selvledelse medfører stress, fordi selvledelse giver overarbejde, dårlig balance mellem arbejde og privatliv samt uklare jobkrav. Disse antagelser undersøges empirisk ved hjælp af et mixed methods studie i den danske nyhedsbranche. Analyserne viser stik i mod de teoretiske forventninger i arbejdslivsforskningen, at selvledelse korrelerer negativt med medarbejdernes oplevelse af stress. Samtidig forstærkes denne negative korrelation mellem selvledelse og stress yderligere, hvis forhold som overarbejde, dårlig balance mellem arbejde og privatliv og uklare jobkrav også tages i betragtning. Afslutningsvis bliver de teoretiske og praktiske implikationer af undersøgelsen diskuteret i relation til selvledelse i danske virksomheder. ENGELSK ABSTRACT: Signe Pihl-Thingvad: Managing Knowledge Workers: Self-leadership and Psychosocial Work Environment This article discusses a specific perspective of working life research which argues that self-leadership causes stress among knowledge workers, as self-leadership results in overtime, a poor work-life balance as well as unclear job demands. These assumptions are examined empirically by a mixed methods study of the Danish news industry. The analyses show, contrary to the expectations of working life research, that self-leadership reduces the employees’ stress itself, and also reduces employees’ stress if we also include conditions such as overtime, work-life balance and job demands. Finally, the theoretical and practical implications of the study are discussed in relation to self-leadership in Danish companies. Key words: Self-leadership, mental working environment, knowledge work, commitment, news industry.

scholarly journals Analisis Employer Brand pada PT. Telekomunikasi Indonesia, Tbk Witel Bandung (Studi pada Karyawan Generasi Millennials)

2021 ◽  
Vol 17 (1) ◽  
pp. 0216-9843-2580-5614
Author(s):  
Ratih Purbasari ◽  
◽  
Leti Arinawati ◽  
Keyword(s):  
Human Capital ◽  
Mixed Methods ◽  
Human Resources ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Company Culture ◽  
Employer Brand

Penelitian ini bertujuan untuk menganalisis employer brand pada karyawan generasi millennials. Studi dilakukan pada PT. Telekomunikasi Indonesia Tbk. Witel Bandung yang merupakan salah satu BUMN terbesar di Indonesia yang menjadi pilihan tempat bekerja bagi sebagian besar generasi millennials. Penelitian ini menggunakan metode campuran (Mixed Methods) dengan pendekatan deskriptif. Untuk pengumpulan data melalui kuesioner dan wawancara melibatkan manager Human Capital Service Divisi Regional III Jawa Barat, asisten manager Human Resources dan karyawan tetap generasi millennials. Hasil penelitian menunjukkan bahwa employer brand pada PT. Telekomunikasi Indonesia, Tbk Witel berada dalam kategori tinggi yang berarti bahwa employer brand telah dikelola dengan baik. Namun demikian, masih dibutuhkan perbaikan terutama pada dimensi work-life balance dan company culture. Penelitian selanjutnya disarankan untuk mengambil unit analisis yang lebih luas cakupan karakteristik karyawannya, seperti generasi x, y dan z, serta dapat pula melakukan perbandingan dari beberapa karakter karyawan tersebut untuk mengetahui persepsi dari setiap generasi terhadap employer brand dalam rangka meningkatkan daya saing perusahaan.

Sustainable people management through work-life balance: a study of the Malaysian Chinese context

2014 ◽  
Vol 6 (3) ◽  
pp. 262-280 ◽  
Author(s):  
Wee Chan Au ◽  
Pervaiz K. Ahmed
Keyword(s):  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Externality ◽  
Firm Level ◽  
Life Balance ◽  
Content Type ◽  
Chinese Context ◽  
Working Adults ◽  
Malaysian Chinese

Purpose – The purpose of this paper is to explore the harmful effects of negative externality at both national and firm level by identifying practices that impact Malaysian Chinese ' s well-being in the form of work-life imbalance. Design/methodology/approach – This paper adopts an emic approach using phenomenological enquiry to investigate what factors influence and shape work-life balance experience of Malaysian Chinese working adults. Emic approach, which takes into account elements that are indigenous to a particular culture, is useful to explore the uniqueness of the Malaysian context. Semi-structured interviews with six Malaysian Chinese working adults were conducted to understand their experience of work-life balance in the Malaysian Chinese context. Findings – The findings highlight how contextual elements in the macro-environment (such as government legislation and policy, societal values, and practices) and the firm environment (owner and leadership values, superiors’ attitude) come together to shape the overall experience of work-life balance among Chinese Malaysians. The findings show that current work-life practices in Malaysia fall short in a number of ways, which ultimately leads to an unsustainable human resource position for Malaysian firms. Practical implications – From a practical perspective the paper highlights the need to focus on employees’ work-life balance as a means to create sustainable and productive workplaces. Originality/value – Given that the concept of work-life balance is grounded in western literature, it is important to explore the nature and relevance work-life balance in sustaining human resources in nonwestern, especially less developed business settings. Findings of this study contribute to the work-life literature by exploring the work-life balance experience in Malaysia through emic approach using a phenomenological lens. The findings identify a shortfall in sustainable people management arising through the interplay of unique negative externality multi-level contextual factors.

scholarly journals Work–Life Balance: Weighing the Importance of Work–Family and Work–Health Balance

2020 ◽  
Vol 17 (3) ◽  
pp. 907 ◽  
Author(s):  
Andrea Gragnano ◽  
Silvia Simbula ◽  
Massimo Miglioretti
Keyword(s):  
Job Satisfaction ◽  
Work Ability ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Parental Status ◽  
Online Questionnaire ◽  
Life Balance ◽  
Work Health ◽  
Work Family

To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.

scholarly journals Doctors don’t Do-little: a national cross-sectional study of workplace well-being of hospital doctors in Ireland

BMJ Open ◽  
2019 ◽  
Vol 9 (3) ◽  
pp. e025433 ◽  
Author(s):  
Blánaid Hayes ◽  
Lucia Prihodova ◽  
Gillian Walsh ◽  
Frank Doyle ◽  
Sally Doherty
Keyword(s):  
Work Ability ◽  
Well Being ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Sectional Study ◽  
Cross Sectional ◽  
Life Balance ◽  
Burn Out ◽  
Hospital Doctors

ObjectivesTo measure levels of occupational stress, burn-out, work–life balance, presenteeism, work ability (balance between work and personal resources) and desire to practise in trainee and consultant hospital doctors in Ireland.DesignNational cross-sectional study of randomised sample of hospital doctors. Participants provided sociodemographic data (age, sex), work grade (consultant, higher/basic specialist trainee), specialty, work hours and completed workplace well-being questionnaires (Effort–Reward Imbalance (ERI) Scale, overcommitment, Maslach Burnout Inventory) and single item measures of work ability, presenteeism, work–life balance and desire to practise.SettingIrish publicly funded hospitals and residential institutions.Participants1749 doctors (response rate of 55%). All hospital specialties were represented except radiology.Results29% of respondents had insufficient work ability and there was no sex, age or grade difference. 70.6% reported strong or very strong desire to practise medicine, 22% reported good work–life balance, 82% experienced workplace stress, with effort greatly exceeding reward, exacerbated by overcommitment. Burn-out was evident in 29.7% and was significantly associated with male sex, younger age, lower years of practice, lower desire to practise, lower work ability, higher ERI ratio and greater overcommitment. Apart from the measures of work ability and overcommitment, there was no sex or age difference across any variable. However, ERI and burn-out were significantly lower in consultants than trainees.ConclusionsHospital doctors across all grades in Ireland had insufficient work ability, low levels of work–life balance, high levels of work stress and almost one-third experienced burn-out indicating suboptimal work conditions and environment. Yet, most had high desire to practise medicine. Measurement of these indices should become a quality indicator for hospitals and research should focus on the efficacy of a range of individual and organisational interventions for burn-out and occupational stress.

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