Advanced Practice Provider Perspectives on Organizational Strategies for Work Stress Reduction

2019 ◽  
Vol 42 (9) ◽  
pp. 708-717
Author(s):  
Colleen J. Klein ◽  
Matthew Dalstrom ◽  
Shannon Lizer ◽  
Melinda Cooling ◽  
Lisa Pierce ◽  
...  
Keyword(s):  
Work Stress ◽  
Free Text ◽  
Advanced Practice ◽  
Organizational Strategies ◽  
Targeted Interventions ◽  
Provider Perspectives ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

Unresolved work stress contributes to burnout, compassion fatigue, disengagement, and other work-contextualized factors. The impact of occupational stressors extends to the organization in a negative fashion as well. In 2017, advanced practice providers (APPs) from four health systems, including nurse practitioners, clinical nurse specialists, nurse midwives, nurse anesthetists, and physician assistants, participated in a quantitative online cross-sectional survey; 754 participants responded to a free-text question related to work stress and work–family balance. Suggested organizational strategies were ordered into 29 codes, 10 subthemes, and four main themes: “reduce job stressors,” “improve leadership and operations,” “promote APP well-being,” and “maintain the status quo.” Findings are consistent with other research related to occupational stress with many of the reported strategies considered as evidence-based. Targeted interventions for reducing job stress will need to include improved autonomy for APPs, role delineation, support for work–family balance, and better communication as part of management practices.

scholarly journals Work-Family Balance, Participation in Family Work and Parental Self-Efficacy in Chilean Workers

2017 ◽  
Vol 9 (1) ◽  
pp. 1-25
Author(s):  
Andrés Jiménez Figueroa ◽  
Verónica Gómez Urrutia ◽  
Gonzalo Palomo-Vélez
Keyword(s):  
Self Efficacy ◽  
Public And Private ◽  
Organizational Policies ◽  
Family Work ◽  
Private Organizations ◽  
Family Balance ◽  
Work Family Balance ◽  
Gender Patterns ◽  
Work Family ◽  
The Impact

The article analyzes differences regarding work-family balance, participation in family work, and parental self-efficacy in workers (N=300) in Chile according to their sex and their status as income providers. Three instruments (Survey Work-Home Interaction-Nijmegen, Questionnaire of Participation in Family Work, and the Parental Evaluation Scale) were applied to workers from public and private organizations. Our results show that participation in family work is positively related to work-family balance, while the latter, in turn, is positively associated with parental self-efficacy. Furthermore, sex and being the main income provider in the household shows differential effects in both participation in family work and perception of parental self-efficacy. These results, we conclude, suggest the persistence of some elements of traditional gender patterns. This underlines the need to examine organizational policies from a gender perspective and to analyze the impact of public policy on organizational practices.

A Study on the Balance Between Work and Family of Nepali Army Officers

Unity Journal ◽  
2021 ◽  
Vol 2 ◽  
pp. 105-115
Author(s):  
Laxmi Bilas Koirala
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Research Papers ◽  
Family Relation ◽  
Family Balance ◽  
Army Officers ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This study tries to explore and examine the relationships of work-family balance among army officers of the Nepal Army.The objectives of the study is to discover the issues and consequences of the work family confl ict by examining and discussing the impact of time, stress and job satisfaction on work-family relation and to suggest some recommendations to maintain the balance between the two. This study is simply base on desk review of research papers and information on work-family relation of army officers. Unprecedented problems of work family conflict are a common phenomenon within modern organizations. Stress, low performance, absenteeism, quitting from the force and committing suicide are the consequences of the work-family conflict So, the organizations are compelled to manage all causes of conflict before escalating the adverse effects. The study has followed a step-by-step approach to undertake review of the research papers. The results of this study reveal that work-life conflict and stress have a significant positive relationship. The findings of the study will encourage the Nepal Army for further research on work family balance and the additional examination may provide better understanding of truth. It is also hope that the results and recommendations gleaned from this study may assist the Nepal Army in making policies and programs related to work family conflict in future. Should the Nepal Army leadership fail to work proactively to ensure this balance, this may provide ground for a new kind of conflict.

Work–Family Balance and Alternative Work Schedules

2016 ◽  
Vol 45 (4) ◽  
pp. 382-404 ◽  
Author(s):  
Lori L. Wadsworth ◽  
Rex L. Facer
Keyword(s):  
Age Groups ◽  
Work Schedules ◽  
Organizational Changes ◽  
Traditional Schedules ◽  
Positive Attitudes ◽  
Family Balance ◽  
Work Family Balance ◽  
Traditional Work ◽  
Work Family ◽  
The Impact

In 2008, the State of Utah implemented a 4-day workweek for their employees. This article examines the impact on employees using a postimplementation survey. For employees on the 4-day schedule, there were no significant differences by gender on work–family balance or on the impact of the schedule. However, women did demonstrate slightly more positive attitudes toward the 4-day schedule. Employees with children at home reported lower work–family balance and greater impact of the 4-day schedule. In contrast, no difference in attitudes toward the 4-day schedule was found by age, although work–family balance differed among age groups. There were differences in work–family balance between employees on the 4-day schedule and those on traditional schedules; however, the more substantial factor was whether an employee selected his or her schedule. The current study highlights the importance of engaging employees when making significant organizational changes, such as transitioning from traditional work schedules to alternative schedules.

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