scholarly journals The Munik—Reteaming Method is a Way to Rehabilitate Psychosomatic and Work-Related Diseases and a Way to Create Healthy Psychosocial Workplaces

2017 ◽  
Vol 6 ◽  
pp. 117957271774266 ◽  
Author(s):  
Pia von Vultée
Keyword(s):  
Mental Illness ◽  
High Risk ◽  
Work Group ◽  
Work Satisfaction ◽  
Organizational Factors ◽  
Well Being ◽  
Assessment Instrument ◽  
Psychosocial Status ◽  
Work Related ◽  
The Individual

Background: Mental illness and stress are increasing at work. Sick leaves escalate. It is suggested to be due to organizational factors. There are a few methods to identify the organizational factors creating the negative psychosocial atmosphere at work. In Sweden, the work-related diseases have increased by 70% since 2010. Methods: Munik is a validated assessment instrument to identify psychosocial status among employees and find weak and strong organizational factors involved in the individual psychosocial well-being. We measure psychosocial well-being as mental energy, work-related exhaustion, and work satisfaction. Conclusions: In this study, we evaluate the treatment of employees at risk with low values on mental energy, high risk for developing work-related exhaustion, and reporting poor work satisfaction. Originality: We used Ben Furman’s positive solution-based coaching/therapy. This resulted in a more satisfied work group, and even though this group showed a large risk of developing work-related exhaustion in the start, none of the participants got on sick leave during the coaching/therapy period. After 3 months, 8 of 10 reported higher values on all 3 psychosocial levels measured.

scholarly journals Factors affecting retention in the Philippine National Rural Physician Deployment Program from 2012 to 2019: a mixed methods study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Erika Louise L. Flores ◽  
Edric Matthew R. Manahan ◽  
Miguel Paulo B. Lacanilao ◽  
Isabella Ma. Beatriz T. Ladaw ◽  
Mico Martin B. Mallillin ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Healthcare Providers ◽  
Well Being ◽  
The Philippines ◽  
Social Needs ◽  
Factors Affecting ◽  
Work Related ◽  
Universal Healthcare ◽  
The Individual ◽  
Rural Physician

Abstract Background To address the maldistribution of healthcare providers and the shortage of physicians in geographically isolated and disadvantaged areas of the Philippines, the Philippine National Rural Physician Deployment Program, or more commonly known as the Doctors to the Barrios (DTTB) program was established in 1993. However, as of 2011, only 18% of the DTTBs chose to stay in their assigned municipalities after their two-year deployment, termed retention. This study aims to identify the individual, local, work, national, and international factors affecting the retention of DTTBs in their assigned communities after their two-year deployment. Methods A descriptive, mixed-methods, explanatory design was used. For the quantitative part, the modified and updated Stayers Questionnaire was given to all current DTTBs present in a Continuing Medical Education session in the Development Academy of the Philippines. Descriptive statistics were then presented. For the qualitative part, individual, semi-structured key informant interviews were conducted in-person or via phone with current and alumni DTTBs from 2012 to 2019. Proceedings of the interviews were transcribed, translated, and analyzed thematically. Results 102 current DTTBs participated in the quantitative part of our study, while 10 current and former DTTBs participated in the interviews. Demographic factors and location, personal beliefs, well-being, friends and family dynamics, and perceptions about work were the individual factors identified to affect retention. Social working conditions, career development, and infrastructure, medical equipment, and supplies were among the work factors identified to affect retention. Geography, living conditions, local social needs, and technology were among the local factors identified to affect retention. Compensation, the recently signed Universal Healthcare Law, and Safety and Security were identified as national factors that could affect retention. International factors did not seem to discourage DTTBs from staying in their communities. Conclusions A host of individual, work-related, local, national, and international factors influence the DTTB’s decision to be retained in different, complex, interconnected, and dynamic ways. We also identified implementation issues in the DTTB program and suggested interventions to encourage retention.

scholarly journals SKIRTINGĄ DARBO PATIRTĮ TURINČIŲ ASMENŲSOCIALIZACIJOS ORGANIZACIJOJE YPATUMAI

Psichologija ◽  
2008 ◽  
Vol 37 ◽  
pp. 26-43 ◽  
Author(s):  
Irena Žukauskaitė ◽  
Dalia Bagdžiūnienė
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Work Experience ◽  
Organizational Socialization ◽  
Work Group ◽  
Organizational Factors ◽  
Group Climate ◽  
Work Related ◽  
New Employee

Tyrimo tikslas – išanalizuoti organizacijos aplinkos veiksnių sąsajas su naujų darbuotojų socializacijos rodikliais, atsižvelgiant į šių darbuotojų darbo patirtį. Tyrime dalyvavo 33 asmenys, dirbantys pirmoje darbovietėje, ir 38, dirbantys ne pirmame darbe. Tyrimo rezultatai rodo, kad pirmoje ir ne pirmoje darbovietėje dirbančių asmenų socializacijos lygis, pasibaigus bandomajam laikotarpiui, yra vienodas, tačiau šios grupės tarpusavyje skiriasi kitų socializacijos rodiklių įverčiais: nors dirbantieji pirmoje darbovietėje gauna daugiau informacijos apie organizaciją, patiria didesnį nerimą dėl darbo. Taip pat nustatyta, kad skirtingą darbo patirtį turinčių asmenų socializacija susijusi su darbo grupės dydžiu – kuo grupė mažesnė, tuo socializacija spartesnė. Tačiau kitų veiksnių sąsajos su pirmoje ir ne pirmoje darbovietėje dirbančių darbuotojų socializacija yra skirtingos. Pirmoje darbovietėje dirbančių asmenų socializacijos rodiklius geriausiai prognozuoja darbuotojų ir jų vadovų santykių kokybė ir nedidelė inovacinės kultūros raiška. Ne pirmoje darbovietėje dirbančiųjų socializacijos sėkmingumą geriausiai prognozuoja dalyvaujantis vadovavimo stilius. Tai rodytų, kad būtina individualizuoti darbuotojų socializacijos procesą. Pagrindiniai žodžiai: naujas darbuotojas, socializacija organizacijoje, socializacijos veiksniai, darbo patirtis. The Peculiarities of Organizational Socialization among Newcomers with Different Work Experience Irena Žukauskaitė, Dalia Bagdžiūnienė SummaryThe aim of this study was to discover if there are any differences among organizational socialization of newcomers who already have work experience and employees who are new in labour market. And if the differences were found, to establish what organizational factors have the biggest impact on them. 71 participants took part in the study: 33 participants were working in the first jobs, 38 were working in the second or later jobs. Participants fill out the questionnaires at the end of the 3rd month within the organization. They were asked to evaluate their knowledge about the organization, the amount of experienced of work related anxiety, their attitudes towards the organization they work and towards their job, and the position in newcomer – seniority continuum (feeling of being real member of organization). Additionally they were asked to evaluate leadership style of their executives, quality of leader-subordinate relationship, organizational culture and work group climate. Work group size and mentorship system in organization were the variables which also were taken into analysis. As distinct from other surveys, the results showed no correlation between the work related anxiety and other parameters of organizational socialization. Should the longitudinal studies fail to prove the lack of correlations to be the result of unlinear dependability between time spent in organization and lessen job related anxiety, other emotional adjustment measures are to be considered. Despite the fact that newcomers with and without work experience equally rate themselves in newcomer – seniority continuum, this evaluation is the result of different issues. Those who start their work career have much more information about organization (Mann Whitney z = –1.98, p = 0.047) but still they feel stronger anxiety (Mann Whitney z = –2.29, p = 0,022) than those who already have work experience. The analysis of the organizational factors which affect new employee socialization suggests that the size of newcomer’s work group is negatively related to the results of organizational socialization – the bigger the work group, the worse the organizational socialization (regression analysis R = 0.492, R2 = 0.242, p = 0.000). The better leader – member Exchange evaluations, the more favourable group climate, the help of the official mentor during the first months working in organization, the mild exposure of innovative organizational culture, on the other hand, leads to better results of the organizational socialization (stepwise regression analysis R = 0.734, R2 = 0.539, p = 0.000). Yet again different factors contribute differently to the quality of new employee socialization when newcomers with and without previous work experience were analyzed separately. The results add more arguments for the individualized organizational socialization theory vs. Collective one.Key words: new employee, organizational socialization, socialization factors, work experience.

scholarly journals Challenging Cognitive Demands at Work, Related Working Conditions, and Employee Well-Being

2018 ◽  
Vol 15 (12) ◽  
pp. 2911 ◽  
Author(s):  
Sophie-Charlotte Meyer ◽  
Lena Hünefeld
Keyword(s):  
Well Being ◽  
Job Characteristics ◽  
Ordinary Least Squares ◽  
Work Characteristics ◽  
Work Demands ◽  
Working Population ◽  
Cognitive Demands ◽  
Work Related ◽  
Cognitive Work ◽  
The Individual

In times of digitalized workplaces the extent of challenging cognitive demands at work is rising and employees increasingly have to manage new and unlearned tasks. Yet, these work characteristics have received little attention on how they relate to the worker’s well-being. Thus, we analyze associations between cognitive work demands—also in interaction with other job characteristics—and indicators of employee well-being. The analyses are based on the BIBB/BAuA Employment Survey 2018, a cross-section that is representative for the German working population and covers approximately 20,000 employed individuals. Ordinary least squares (OLS) regressions suggest that cognitive demands are associated with a higher probability of feeling fatigued. In contrast, the results with respect to the employees’ self-rated health status and job satisfaction are ambiguous, depending on which cognitive demand is considered. Overall, the findings indicate that cognitive demands might be related to both resource and demand, depending on the individual resources of employees.

Emotional labour and governmentality: Productive power in childcare

2017 ◽  
Vol 18 (3) ◽  
pp. 281-293 ◽  
Author(s):  
Merete Monrad
Keyword(s):  
Qualitative Interviews ◽  
Well Being ◽  
Theoretical Understanding ◽  
The Public ◽  
Emotional Labour ◽  
Work Related ◽  
Lack Of Control ◽  
Potential Benefits ◽  
Childcare Workers ◽  
The Individual

This article examines the interplay between governance and cost-containment efforts in the public sector and the emotional labour and well-being of childcare workers. Care-work researchers have highlighted the complexities of power in emotional labour, such as the fact that emotional labour may simultaneously benefit the individual worker and reproduce inequalities that may be detrimental to workers’ well-being. The goal of this article is to develop a theoretical understanding of power in emotional labour and to show how power is related to emotional labour not only in terms of lack of control, status and resources, but also productively in terms of the subjectivities enabled by organisations. The article draws on the works of Foucault and Rose, particularly the concepts of productive power and governmentality, and suggests that emotional labour may be conceptualised as a technology of the self. The potential benefits of governmentality and productive power in terms of connecting emotional labour to larger structures are illustrated by qualitative interviews with Danish childcare workers, which show how emotional labour may become a form of self-governance that contributes to the individualisation of work-related responsibilities.

scholarly journals The Oxford Handbook of Productivity Analysis

2018 ◽  
Keyword(s):  
Productivity Growth ◽  
Management Practices ◽  
New Technologies ◽  
Global Financial Crisis ◽  
Organizational Factors ◽  
Well Being ◽  
The United States ◽  
Productivity Analysis ◽  
Wide Range ◽  
The Individual

According to the Organisation for Economic Co-operation and Development (OECD), in the two decades preceding 2014 two member countries, Italy and Spain, experienced productivity decline, while just four member countries, Korea, Ireland, Finland, and the United States, managed to achieve rates of productivity growth in excess of one percent per annum. Rates of productivity growth slowed following the global financial crisis in nearly all member countries. These diverse national productivity performances are aggregates of the productivity performances of individual producers, which are influenced by organizational factors such as the quality of management practices and the adoption of new technologies, and also by institutional features such as the stringency of product and labor market and environmental regulations. At the level of the individual producer, productivity has an important impact on financial performance and survival, while at the aggregate level, productivity is a critical determinant of national well-being. The essays collected in the Handbook provide significant contributions to our understanding of the causes and consequences of productivity growth. Part I contains the editors’ introduction. The chapters in Part II address a variety of measurement issues, from both analytical and practical perspectives. The chapters in Part III address a wide range of productivity issues at the level of the individual producer or industry. The chapters in Part IV address a range of aggregate productivity issues, both domestic and international.

Environmental Design and Worker Control for Preventing Wmsds

1994 ◽  
Vol 38 (7) ◽  
pp. 424-428
Author(s):  
Michael J. O'Neill
Keyword(s):  
Physical Environment ◽  
Environmental Control ◽  
Work Group ◽  
Building Design ◽  
Work Related ◽  
Group Environment ◽  
Task Lighting ◽  
Facility Level ◽  
The Individual ◽  
Scale Control

Environmental control is defined as the degree to which the organization, group or individual can exert control over the physical environment as part of the process of accomplishing mission or job-related goals. This paper proposes a model which suggests that control over the physical environment may also be a means of reducing stress and work related musculoskeletal disorders (WMSDs) in office workers. Control is thought to be related to both performance and WMSD issues. The model uses systemic framework, placing the individual within the larger context of the workstation, workspace, and the overall facility. The potential for control exists from the macro (facility level) to the micro (individual workstation) environmental scale. Control can be exercised through several mechanisms, including: flexibility of initial building design (reuseability, ability to expand or downsize), overall layout of the work group environment (group ability to self-manage and reconfigure space) and flexibility of workstation features (such as task lighting, storage, shelving, work surface height, enclosure, VDT, HVAC).

scholarly journals Factors affecting retention in the Doctors to the Barrios Program (Philippines) from 2012 to 2019: A Mixed Methods Study

2021 ◽  
Author(s):  
Erika Louise Lapitan Flores ◽  
Edric Matthew Rivera Manahan ◽  
Miguel Paulo Bernardo Lacanilao ◽  
Isabella Ma. Beatriz Tinio Ladaw ◽  
Mico Martin Baligod Mallillin ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Healthcare Providers ◽  
Well Being ◽  
The Philippines ◽  
Social Needs ◽  
Factors Affecting ◽  
Work Related ◽  
Universal Healthcare ◽  
Shortage Of Physicians ◽  
The Individual

Abstract BACKGROUND: To address the maldistribution of healthcare providers and the shortage of physicians in geographically isolated and disadvantaged areas of the Philippines, the Doctors to the Barrios (DTTB) program was established in 1993. However, as of 2011, only 18% of the DTTBs chose to stay in their assigned municipalities after their two-year deployment, termed retention. This study aims to identify the individual, local, work, national, and international factors affecting the retention of DTTBs in their assigned communities after their two-year deployment. METHODS: A descriptive, mixed-methods design was used. For the quantitative part, the modified and updated Stayers Questionnaire was given to all current DTTBs present in a Continuing Medical Education session in the Development Academy of the Philippines. Descriptive statistics were then presented. For the qualitative part, individual, semi-structured key informant interviews were conducted in-person or via phone with current and alumni DTTBs from 2012 to 2019. Proceedings of the interviews were transcribed, translated, and analyzed thematically. RESULTS: 102 current DTTBs participated in the quantitative part of our study, while 10 current and former DTTBs participated in the interviews. Demographic factors and location, personal beliefs, well-being, friends and family dynamics, and perceptions about work were the individual factors identified to affect retention. Social working conditions, career development, and infrastructure, medical equipment, and supplies were among the work factors identified to affect retention. Geography, living conditions, local social needs, and technology were among the local factors identified to affect retention. Compensation, the recently signed Universal Healthcare Law, and Safety and Security were identified as national factors that could affect retention. International factors did not seem to discourage DTTBs from staying in their communities. CONCLUSIONS: A host of individual, work-related, local, national, and international factors influence the DTTB’s decision to be retained in different, complex, interconnected, and dynamic ways. We also identified implementation issues in the DTTB program and suggested interventions to encourage retention.

scholarly journals THE ROLE OF MEDHYA RASAYANA IN THE MANAGEMENT OF MENTAL DISORDER

2021 ◽  
Vol p5 (5) ◽  
pp. 2993-2997
Author(s):  
Gupta Mohini ◽  
Bansal Harendra ◽  
Sharma Shraddha ◽  
Sharma Vivek
Keyword(s):  
Mental Health ◽  
Mental Illness ◽  
Mental Disorders ◽  
Depressive Disorder ◽  
State Level ◽  
Well Being ◽  
Severe Impairment ◽  
The Individual ◽  
Modest Correlation

WHO has proposed that mental health is - ' A state of well-being in which the individual realizes his or her abili- ties can cope with the normal stresses of life, can work productively and fruitfully and can make a contribution to his or her community.’ Mental disability has become one of the most dreadful conditions across the world. It is prevalent in almost every society and creates an enormous social and economic burden. Mental illness is charac- terized by disturbance in person, emotion, thoughts, or behaviour. The term mental illness (Mental behaviour) includes a wide variety of disorders, ranging from mild distress to severe impairment of social and occupational functioning. In 2017, 197.3 million people had mental disorders in India, including 45.7 million with depressive disorder and 44.9 million with anxiety disorder. A significant, but modest, correlation between the prevalence of depressive disorder and the suicide death rate at the state level for females and males. Medhya Rasayana affects the human psyche and mainly work at the level of neurotransmitters. Daily use of Medhya Rasayana is not only good for memory but also promotion of mental health. So, these media rasayan (Yashtimadhu, Guduchi, Shankhpushpi, Mandukaparni) drugs are effective in the treatment of mental disorders. Keywords: Medhya, Rasayan, Anxiety, Neurotransmitters.

scholarly journals STANDARD PRECAUTION ADHERENCE BY NURSING WORKERS: A MIXED METHODS STUDY

2021 ◽  
Vol 30 ◽  
Author(s):  
Quézia Boeira da Cunha ◽  
Etiane de Oliveira Freitas ◽  
Camila Pinno ◽  
Karen Emanueli Petry ◽  
Rosângela Marion da Silva ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Hiv Transmission ◽  
Organizational Factors ◽  
Structured Interview ◽  
University Hospital ◽  
Standard Precautions ◽  
Related Factors ◽  
Work Related ◽  
Standard Precaution ◽  
The Individual

ABSTRACT Objective: to analyze standard precaution adherence and associated factors of nursing workers at a university hospital. Method: this is a study of mixed methods of convergent parallel strategy, carried out in Southern Brazil. The quantitative stage had 602 participants, using the instrument of sociodemographic and professional variables and the Instrument of Variables Related to Standard Precautions, analyzed using descriptive statistics. In the qualitative stage, a semi-structured interview was conducted with 24 workers, analyzed through content analysis. Results: the data showed an intermediate standard precaution adherence. In the Individual Factors dimension, the Prevention Effectiveness Scale showed high scores and the Risk Personality, Risk Perception and Knowledge about Occupational HIV Transmission scales, intermediate scores. In the dimension Work-related factors, both in the Obstacles to Following Standard Precautions Scale and in the Workload Scale, the scores were intermediate. In the Organizational Factors dimension, low scores were found for Climate of Safety and Training in Prevention of Exposure to the Human Immunodeficiency Virus and intermediate for Personal Protective Equipment Availability. Qualitative data showed that workers often select patients who they think are at greatest risk for occupational transmission to use standard precautions. Conclusion: standard precaution adherence does not occur fully among participants. Data integration allowed to conclude that, among the main elements that influence this phenomenon, is the lack of clarity of participants as to the purpose, indication and principles of standard precautions.

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