scholarly journals Staff perception of Lean, care-giving, thriving and exhaustion: a longitudinal study in primary care

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Monica Kaltenbrunner ◽  
Lars Bengtsson ◽  
Svend Erik Mathiassen ◽  
Hans Högberg ◽  
Maria Engström
Keyword(s):  
Primary Care ◽  
Longitudinal Study ◽  
Job Demands ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Care Staff ◽  
Job Resources ◽  
Care Giving ◽  
Changes Over Time ◽  
Over Time

Abstract Background Lean is commonly adopted in healthcare to increase quality of care and efficiency. Few studies of Lean involve staff-related outcomes, and few have a longitudinal design. Thus, the aim was to examine the extent to which changes over time in Lean maturity are associated with changes over time in care-giving, thriving and exhaustion, as perceived by staff, with a particular emphasis on the extent to which job demands and job resources, as perceived by staff, have a moderated mediation effect. Method A longitudinal study with a correlational design was used. In total, 260 staff at 46 primary care units responded to a web survey in 2015 and 2016. All variables in the study were measured using staff ratings. Ratings of Lean maturity reflect participants’ judgements regarding the entire unit; ratings of care-giving, thriving, exhaustion and job demands and resources reflect participants’ judgements regarding their own situation. Results First, over time, increased Lean maturity was associated with increased staff satisfaction with their care-giving and increased thriving, mediated by increased job resources. Second, over time, increased Lean maturity was associated with decreased staff exhaustion, mediated by decreased job demands. No evidence was found showing that job demands and job resources had a moderated mediation effect. Conclusion The results indicate that primary care staff may benefit from working in organizations characterized by high levels of Lean maturity and that caregiving may also be improved as perceived by staff.

Exploring the interrelationship among job resources, job demands, work and organizational engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alka Rai ◽  
Ginni Chawla
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Job Demands ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Job Resources ◽  
Mediation Process ◽  
Content Type ◽  
Organizational Engagement ◽  
Relationship Of

PurposeThis study aims to test the hypothesized moderated mediation process combining job resources, job demands, work engagement, job satisfaction and organizational engagement, which proposes that work engagement can be considered as a mediator between the relationship of job resources with job satisfaction and organizational engagement, and such mediation effect is moderated by level of job demand.Design/methodology/approachData were collected from Junior Management Grade–Scale I officers of 442 branches of 27 public sector banks situated across four States in North India. The final responses stood at 704. Regression analyses was performed through the SPSS macro (developed by Preacher and Hayes, 2004) for testing of H1 and H2 on the mediation effects. H3 was tested by moderated hierarchical regression analysis. The last two H4 and H5 proposing the moderated mediation mechanism were examined in lines with the four conditions suggested by Muller et al. (2005) and Preacher et al. (2007).FindingsIt is suggested that job demands should ideally be adequate and job resources ample to deal with the former, because a suitable fit between these two aspects is related to work engagement, which would further contribute positively to job satisfaction and organizational engagement.Originality/valueThere is dearth of research hypothesizing the moderated mediation process proposing job demands as a moderator in job resources, work and organizational engagement and other work-related outcome relationships. Resting on various propositions and of job demands–resources (JD-R) model, and empirical outcomes of the studies of JD-R perspective, and research gaps identified, this study attempts to propose a unique model of engagement hypothesizing a moderated mediation process, where work engagement might be a mediator between the relationship of job resources with job satisfaction and organizational engagement; such mediation effect is moderated by the level of job demands.

Exploring Relationships Between Job demands, Job resources, and Recovery Opportunities: A Longitudinal Study

2012 ◽  
Author(s):  
Alfredo Rodriguez-Munoz ◽  
Ana Isabel Sanz-Vergel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Resources

scholarly journals Is continuity of primary care declining in England? Practice-level longitudinal study, 2012-2017

2020 ◽  
pp. BJGP.2020.0935
Author(s):  
Peter Tammes ◽  
Richard Morris ◽  
Mairead Murphy ◽  
Chris Salisbury
Keyword(s):  
Primary Care ◽  
Longitudinal Study ◽  
Continuity Of Care ◽  
Multilevel Modelling ◽  
Population Characteristics ◽  
Urban Location ◽  
Practice Level ◽  
Level Data ◽  
Appointment System ◽  
Over Time

Background: Continuity of care is a core principle of primary care and related to improved patient outcomes and reduced healthcare costs. Evidence suggests continuity of care is declining. Aim: (i) to confirm reports of declining continuity of care, (ii) to explore differences in decline according to practice characteristics, (iii) to examine associations between practice populations or appointment provision and changes in continuity of care. Design and Setting: Longitudinal study of aggregated practice-level data from repeated questions in GP-Patient surveys between 2012-2017 on having a preferred GP, seeing this GP always/often (usually), appointment system and practice population characteristics, linked to rural/urban location and deprivation. Method: Multilevel modelling; time (level-1) and practices (level-2). Results: 56.7% of patients had a preferred GP in 2012, declining by 9.4%-points (95%CI -9.6 to -9.2) by 2017. 66.4% of patients with a preferred GP saw this GP usually in 2012, which declined by 9.7%-points (95%CI -10.0 to -9.4) by 2017. This decline was visible in all types of practices, irrespective of baseline continuity, rural/urban location, or deprivation. At practice-level, an increase over time in the percentage of patients reporting good overall experience of making appointments was associated with an increase in both the percentage of patients having a preferred GP, and the percentage of patients being able to see that GP usually. Conclusion: Patients reported a steady decline in continuity of care over time, which should concern clinicians and policymakers. The ability of practices to offer patients a satisfactorily working appointment system could partly counteract this decline.

Longitudinal study of adverse behaviour of undocked pigs in two different housing systems

2004 ◽  
Vol 31 ◽  
pp. 165-168
Author(s):  
H. A. Van de Weerd ◽  
C. M. Docking ◽  
J .E. L. Day ◽  
K. Breuer ◽  
S. A. Edwards
Keyword(s):  
Body Weight ◽  
Longitudinal Study ◽  
Flow System ◽  
Housing System ◽  
Finishing Pigs ◽  
Housing Systems ◽  
Tail Biting ◽  
Changes Over Time ◽  
Over Time ◽  
Biting Behaviour

AbstractThe development of adverse behaviour in group–housed growing/ finishing pigs with intact tails was studied in a straw–flow housing system and in a part–slatted system with a commercial enrichment object. Food intake, body weight and behaviour were monitored over the finishing period, with tail biting outbreaks defined as an occasion where three or more pigs within a group had freshly damaged tails and tail biting behaviour was ongoing. Data from the two systems were analysed to identify tail–biting outbreaks and behavioural changes over time. Levels of pig manipulation were higher in the part–slatted system. Over time, pigs in both systems showed reduced interest in the enrichment provided, but not in each other. Despite the presence of the enrichment device, tail biting occurred in all groups in the part–slatted system, but only 1/12 groups in the straw–flow system. The amount of time occupied by manipulation of the enrichment provided was very significantly higher for straw than for the commercial object. Better design of enrichment strategies is therefore needed and should be based on species–relevant requirements.

Personal Resources Influence Job Demands, Resources, and Burnout: A One-year, Three-wave Longitudinal Study

2016 ◽  
Vol 44 (2) ◽  
pp. 247-258 ◽  
Author(s):  
Yansong Wang ◽  
Jie Huang ◽  
Xuqun You
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Personal Resources ◽  
Mediating Role ◽  
One Year ◽  
The Relationship ◽  
Job Demands And Resources

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.

scholarly journals PROCESSES OF LOCALIZATION AND INSTITUTIONALIZATION OF LOCAL MANAGERS IN ECONOMIC FUNCTIONS IN DANISH OWNED SUBSIDIARIES IN ESTONIA, LATVIA AND LITHUANIA AROUND THE 21ST CENTURY

2008 ◽  
Vol 9 (4) ◽  
pp. 279-287 ◽  
Author(s):  
Jeanette Thomsen
Keyword(s):  
Longitudinal Study ◽  
Transition Economies ◽  
21St Century ◽  
Informal Institutions ◽  
Primary Data ◽  
Institutional Changes ◽  
Specific Context ◽  
Formal And Informal Institutions ◽  
Changes Over Time ◽  
Over Time

This study identifies interplay between the localization processes and formal as well as informal institutions in a specific context. Particularly the changes over time in institutions and localization processes are in focus. A longitudinal study of institutional changes in local management has been conducted from 1997 to 2002 among local CEOs, chief accountants and production managers in a Danish SME, using mainly qualitative methods. Data have been compared to primary data from similar companies in Estonia, Latvia and Lithuania. The study has resulted in establishing a model for comparing interplay between localization processes in SMEs and the formal and informal institutions in different transition and post‐transition economies.

scholarly journals Prostate Volume Changes Over Time: Results From the Baltimore Longitudinal Study of Aging

2009 ◽  
Vol 182 (4) ◽  
pp. 1458-1462 ◽  
Author(s):  
Stacy Loeb ◽  
Anna Kettermann ◽  
H. Ballentine Carter ◽  
Luigi Ferrucci ◽  
E. Jeffrey Metter ◽  
...  
Keyword(s):  
Longitudinal Study ◽  
Prostate Volume ◽  
Volume Changes ◽  
Baltimore Longitudinal Study ◽  
Changes Over Time ◽  
Over Time

scholarly journals The Perceived Risk of Being Infected With COVID-19 at Work, Communication, and Employee Health: A Longitudinal Application of the Job Demands-Resources Model

2021 ◽  
Author(s):  
Alessandra Falco ◽  
Damiano Girardi ◽  
Alessandro De Carlo ◽  
Elvira Arcucci ◽  
Laura Dal Corso
Keyword(s):  
Perceived Risk ◽  
Protective Factor ◽  
Job Demands ◽  
Job Resources ◽  
Quality Information ◽  
Team Members ◽  
Work Related ◽  
Job Demand ◽  
Related Stress ◽  
Over Time

The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results did not change after controlling for age, gender, and type of contract. Overall, this study suggests that PRIW and communication can be considered as a risk and a protective factor for work-related stress, respectively. Hence, to promote more sustainable working conditions, interventions should encourage organizations to optimize the balance between job demands and job resources related to COVID-19.

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