scholarly journals Promotion of Worker’s Health in Qualitative Research Approaches: A Scoping Review

2020 ◽  
Author(s):  
Gerferson André Silva Costa ◽  
Fabiana Goulart de Oliveira ◽  
Celina Maria Modena
Keyword(s):  
Qualitative Research ◽  
Health Promotion ◽  
Working Conditions ◽  
Scoping Review ◽  
Workplace Health Promotion ◽  
Organizational Level ◽  
Future Research ◽  
Present Moment ◽  
Individual Level ◽  
The Individual

Abstract BackgroundIt is known that the investment in promoting health, both at the individual level and at the organizational level can bring benefits to all individuals included in this process. This Scoping Review compares the main results addressed in Brazilian qualitative researches and in other countries that addressed the topic of workers’ health promotion.Methods Thirty-three articles were selected for analysis from the SciELO, BVS - BDENF/Index, PubMed, and LILACS databases. Scientific articles that used a qualitative or quantitative-qualitative approach in Portuguese, English or Spanish, during the period from 2009 to the present moment of our Review (October 2019) were included. This Scoping Review was guided by Arksey and O’Malley’s framework.Results The literature review allowed the discussion on the following related topics: worker’s social participation in health decisions, perceptions/meanings about health promotion, working conditions and worker’s suffering, working conditions and the risk of illness, worker’s awareness, and changes in lifestyles, employers’ stereotypes about their workers and health promotion, the use of technology in health promotion interventions, the importance of communication in promoting workers’ health and social support at work for carrying out health promotion actions.ConclusionThis study showed differences in the research analyzed and provided the mapping of the main results that may support future research and changes in worker’s health policies in general. While in Brazil, studies are still focused on workers’ perceptions about health promotion and the assessment of working conditions risks to their health, in other countries, most qualitative research has been used to assess workers’ perceptions after a given workplace health promotion intervention.

scholarly journals Behavioural strategy: Adaptability context

Management ◽  
2016 ◽  
Vol 20 (1) ◽  
pp. 256-276 ◽  
Author(s):  
Katarzyna Piórkowska
Keyword(s):  
Strategic Management ◽  
Organizational Level ◽  
Future Research ◽  
Adaptive Performance ◽  
Research Directions ◽  
Individual Level ◽  
Behavioural Strategy ◽  
Future Research Directions ◽  
Multi Level ◽  
The Individual

SummaryThe paper is embedded in the following fields: strategic management in terms of behavioural strategy concept, adaptability construct, and micro-foundations realm as well as organizational theory and psychology. Moreover, the paper concerns to some extent a multi-level approach in strategic management involving individual, team, and organizational level. The aim of the paper is to contribute to extend, on one hand, the ascertainment set in the field of behavioural strategy as behavioural strategy encompasses a mindboggling diversity of topics and methods and its conceptual unity has been hard to achieve (Powell, Lovallo, Fox 2011, p. 1371), and on the other hand, to order mixed approaches to adaptability especially to gain insights on micro-level adapting processes (individual adaptability and adaptive performance) in terms of the multi-level approach. The method that has been used is literature studies and the interference is mostly deductive. The structure of the manuscript is four-fold. The first part involves the considerations in the field of adaptability and adaptive performance at the individual level. The issues of adaptability and adaptive performance at the team level have been presented in the second part. The third part encompasses the organizational adaptability assertions. Finally, the conclusion, limitations of the considerations highlighted as well as the future research directions have been emphasized. The overarching key finding is that the behavioural strategy concept may constitute the boundary spanner in exploring and explaining adaptability phenomenon at different levels of analysis.

The Context of Terrorism for Managing People in Multinational Enterprises

2021 ◽  
pp. 133-155
Author(s):  
Benjamin Bader ◽  
Carol Reade
Keyword(s):  
Social Identity Theory ◽  
Multinational Enterprises ◽  
Research Field ◽  
Organizational Level ◽  
Future Research ◽  
Stress Theory ◽  
Individual Level ◽  
Theoretical Approaches ◽  
As Stress ◽  
The Individual

A number of research studies have been published in recent years dealing with the implications of terrorism for human resource management (HRM)–related issues, mostly at the individual level. Different theoretical perspectives have been utilized, such as stress theory, social identity theory, and social support theory, and the respective studies have contributed to our knowledge in this important research field. Nonetheless, a comprehensive theoretical approach at the organizational level relevant to HRM in the context of terrorism is lacking. To address this shortcoming, this chapter examines extant literature on the influence of terrorism on HRM-related issues, integrates several theoretical approaches that emerge from this literature, and introduces an HRM terrorism-response theory relevant for companies operating in countries afflicted with terrorism. Avenues for future research are discussed and practical implications are derived.

scholarly journals Mixed Method Evaluation of a College Student Fitness Program Using the RE-AIM Frameword

2010 ◽  
Vol 8 (1) ◽  
pp. 46-59 ◽  
Author(s):  
Michelle L. Bartlett ◽  
Sam J. Zizzi
Keyword(s):  
Health Promotion ◽  
College Student ◽  
Participation Rate ◽  
Student Population ◽  
Organizational Level ◽  
Fitness Program ◽  
Individual Level ◽  
Health Promotion Programs ◽  
The Individual ◽  
College Student Population

Background: The consistently rising obesity rate in college student population illustrates the need for organized and effective interventions. The purposes of this study were to evaluate an eight-week fitness program implemented at university student recreation center using mixed-methods along the reach, effectiveness, and implementation dimensions of the RE-AIM framework for evaluating health-promotion programs and to illustrate how qualitative data can be used to enhance the capabilities of the RE-AIM framework to evaluate such programs via providing recommendations to improve the intervention not possible with just a quantitative RE-AIM evaluation. Methods: Quantitative (participation rate, changes in % body fat, and resting heart rate) and qualitative methods (focus groups, interviews, and surveys) were used in the study. Participants in the evaluation were program users. Results: The program reach (1.5/100) and effectiveness (8.5/100) were low, with moderate implementation on the individual level (45.5/100) and high implementation on the organizational level (79/100). Major qualitative themes illustrated that the program‟s strong points were in facilitating physique improvements (n = 11), increasing knowledge (n = 10) and motivation (n = 7) and program shortcomings were primarily due to the quality of personal training (n = 52) and the program dietician services (n = 14). Implications: Such programs often suffer from diminished effectiveness when delivered in the real world, as evident in the present study. The results of the study evaluation can help in the development of effective health promotion programs for the college student population. Suggestions for practice via the RE-AIM framework in conjunction with qualitative analyses are included.

Corporate Social Responsibility: An Overview From an Organizational and Psychological Perspective

2019 ◽  
Author(s):  
Ante Glavas ◽  
Mislav Radic
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Level ◽  
Future Research ◽  
Firm Level ◽  
Individual Level ◽  
Negative Effect ◽  
The Individual ◽  
Corporate Social ◽  
Level Of Analysis

Corporate social responsibility (CSR) is an important topic for both academics and practitioners because it potentially influences all aspects of an organization—from relationships with stakeholders to strategy to daily routines and practices. Thus, scholars have explored CSR for close to one hundred years. Prior research has been primarily conducted at the organizational and institutional levels, but has largely overlooked the individual-level of analysis, which is a major gap considering that CSR is enacted by and influences people. Recently, this gap has been addressed by an increased focus on the individual level of analysis—also known as “micro-CSR.” However, CSR is a multilevel construct, so even when focusing on the individual level, all levels need to be taken into consideration at the same time. Moreover, CSR is cross-disciplinary. Prior research has often focused on disciplines such as strategy, but fields such as psychology have much to offer—especially because CSR is conducted through and affects individuals. Moreover, due to the historical focus of CSR on the organizational level of analysis, most studies have aggregated CSR to the firm level. These studies have shown mixed results of the effects of CSR. One reason is that when CSR is aggregated, the variance at the individual level of analysis is lost. Employees might react both positively and negatively to CSR. For example, CSR is often extra-role (e.g., volunteering, being part of committees) and can have a negative effect of role strain and stress. For other employees, they might find tension with the way that CSR is carried out. Future research could dive more deeply into the psychology of CSR and how, when, and why employees might react to CSR differently.

scholarly journals An Integrative Literature Review and Future Directions of Decent Work

2020 ◽  
pp. 9-24
Author(s):  
HU Haiming ◽  
Yan Yan
Keyword(s):  
National Level ◽  
Work Behavior ◽  
Organizational Level ◽  
Future Research ◽  
Decent Work ◽  
Work Demand ◽  
Individual Level ◽  
Work Attitude ◽  
Talent Strategy ◽  
The Individual

The aim of decent work is to promote opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security, and human dignity. Previous researches show that decent work has a significant impact on talent strategy on the national level, competitive advantage on organizational level and work demand meeting on the individual level. Thus, it draws much attention to home and abroad scholars. This paper reviews the previous research on decent work definition, dimensions, status quo, and related variables. Based on the research results and combined with the conservation of resource theory, this paper clarifies the definition and structure of decent work from the management perspective. From the perspective of resource gain spiral and resource loss spiral, this research proposes a theoretical framework of "perception of decent work-work attitude-work behavior". Accordingly, this study proposes suggestions for improving decent work by focusing on the definition of decent work on individual perspective, decent work scale development, and relationship among decent work perception, work attitude, and behavior in future research.

scholarly journals Preparing Workplaces for Digital Transformation: An Integrative Review and Framework of Multi-Level Factors

2021 ◽  
Vol 12 ◽  
Author(s):  
Brigid Trenerry ◽  
Samuel Chng ◽  
Yang Wang ◽  
Zainal Shah Suhaila ◽  
Sun Sun Lim ◽  
...  
Keyword(s):  
Business Models ◽  
Well Being ◽  
Digital Transformation ◽  
Organizational Level ◽  
Future Research ◽  
Related Factors ◽  
Individual Level ◽  
Work Related ◽  
Multi Level ◽  
The Individual

The rapid advancement of new digital technologies, such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT), is fundamentally changing the nature of work and increasing concerns about the future of jobs and organizations. To keep pace with rapid disruption, companies need to update and transform business models to remain competitive. Meanwhile, the growth of advanced technologies is changing the types of skills and competencies needed in the workplace and demanded a shift in mindset among individuals, teams and organizations. The recent COVID-19 pandemic has accelerated digitalization trends, while heightening the importance of employee resilience and well-being in adapting to widespread job and technological disruption. Although digital transformation is a new and urgent imperative, there is a long trajectory of rigorous research that can readily be applied to grasp these emerging trends. Recent studies and reviews of digital transformation have primarily focused on the business and strategic levels, with only modest integration of employee-related factors. Our review article seeks to fill these critical gaps by identifying and consolidating key factors important for an organization’s overarching digital transformation. We reviewed studies across multiple disciplines and integrated the findings into a multi-level framework. At the individual level, we propose five overarching factors related to effective digital transformation among employees: technology adoption; perceptions and attitudes toward technological change; skills and training; workplace resilience and adaptability, and work-related wellbeing. At the group-level, we identified three factors necessary for digital transformation: team communication and collaboration; workplace relationships and team identification, and team adaptability and resilience. Finally, at the organizational-level, we proposed three factors for digital transformation: leadership; human resources, and organizational culture/climate. Our review of the literature confirms that multi-level factors are important when planning for and embarking on digital transformation, thereby providing a framework for future research and practice.

Evaluating Structural Change Approaches to Health Promotion: An Exploratory Scoping Review of a Decade of U.S. Progress

2017 ◽  
Vol 45 (2) ◽  
pp. 153-166 ◽  
Author(s):  
Yuka Asada ◽  
Lisa D. Lieberman ◽  
Leah C. Neubauer ◽  
Rosie Hanneke ◽  
Michael C. Fagen
Keyword(s):  
Health Promotion ◽  
Structural Change ◽  
Scoping Review ◽  
English Language ◽  
Environmental Changes ◽  
Evaluation Framework ◽  
Individual Level ◽  
Language Studies ◽  
Wide Range ◽  
The Individual

Structural change approaches—also known as policy and environmental changes—are becoming increasingly common in health promotion, yet our understanding of how to evaluate them is still limited. An exploratory scoping review of the literature was conducted to understand approaches and methods used to evaluate structural change interventions in health promotion and public health literature. Two analysts—along with health sciences librarian consultation—searched PubMed, Web of Science, and EMBASE for peer-reviewed U.S.-based, English language studies published between 2005 and 2016. Data were extracted on the use of evaluation frameworks, study designs, duration of evaluations, measurement levels, and measurement types. Forty-five articles were included for the review. Notably, the majority (73%) of studies did not report application of a specific evaluation framework. Studies used a wide range of designs, including process evaluations, quasi- or nonexperimental designs, and purely descriptive approaches. In addition, 15.6% of studies only measured outcomes at the individual level. Last, 60% of studies combined more than one measurement type (e.g., site observation + focus groups) to evaluate interventions. Future directions for evaluating structural change approaches to health promotion include more widespread use and reporting of evaluation frameworks, developing validated tools that measure structural change, and shifting the focus to health-directed approaches, including an expanded consideration for evaluation designs that address health inequities.

Understanding Telehealth

2011 ◽  
pp. 254-276
Author(s):  
Joachim Jean-Jules ◽  
Alain O. Villeneuve
Keyword(s):  
Conceptual Model ◽  
New Technologies ◽  
Organizational Level ◽  
Future Research ◽  
Healthcare Organizations ◽  
Organizational Learning Theory ◽  
Individual Level ◽  
The Individual ◽  
Operational Issues ◽  
Professional Resources

During the past few decades, many healthcare authorities sought to integrate new methods of delivering care to patients. Among the priorities faced by these organizations, a major issue arose of how to provide healthcare to patients who live in rural or remote regions suffering from a lack of accessible professional resources and services that comply with WHO’s call for providing fair access to healthcare. Many attempts were made to integrate new technologies such as telehealth into the healthcare system, but in many cases, telehealth was not successful due in part to limited assimilation into healthcare organizations and work practices. Telehealth addresses operational issues such as a shortage of professionals in rural or underserved geographical regions. Using a breadth of reference theories such as institutional theory, structuration theory, and organizational learning theory, we propose a conceptual model that integrates the determinants of telehealth assimilation and identifies factors that impinge upon the process of assimilation. We posit that telehealth assimilation can only be understood by taking a multilevel approach to the phenomenon, whereby assimilation starts at the individual level, permeates through other organizational levels such as groups, and finally ends at the organizational and inter-organizational level. Further, assimilation of technological innovations must be considered within their institutional context. Derived from our conceptual model, we make several propositions and hope that our work will significantly guide future research and managerial actions geared toward integrating healthcare in the workplace.

Athletic Expenditures and the Academic Mission of American Schools: A Group-Level Analysis

2008 ◽  
Vol 25 (4) ◽  
pp. 560-578 ◽  
Author(s):  
Russell E. Ward
Keyword(s):  
Academic Success ◽  
Organizational Level ◽  
Future Research ◽  
Group Level ◽  
Individual Level ◽  
Academic Mission ◽  
Level Data ◽  
American Schools ◽  
Positive Correlations ◽  
The Individual

Most studies find positive correlations at the individual level of analysis between athletic participation and academic success. One opportunity for scholarship left largely unexplored concerns the effect of athletics on group-level processes. The author used a resource-based perspective to explore the influence of athletic investment on academic achievement at the organizational level. Data were collected from 227 school districts. Multiple regression analyses revealed negative but insignificant relationships between athletic expenditures and indicators of basic skills and college preparation. Future research might determine whether the nonassociation observed in this study between athletic spending and academic performance generalizes to different school settings.

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox
Keyword(s):  
Research Question ◽  
Qualitative Inquiry ◽  
Growth Mindset ◽  
Organizational Level ◽  
Military Officers ◽  
Individual Level ◽  
Qualitative Research Design ◽  
Professional Pride ◽  
The Individual ◽  
The Military

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

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