scholarly journals Risk factors and leadership in a digitalized working world: effects on the employees’ stress and resources (Preprint)

2020 ◽  
Author(s):  
Anita Bregenzer ◽  
Paulino Jimenez
Keyword(s):  
Risk Factors ◽  
Leadership Behavior ◽  
Well Being ◽  
Technical Support ◽  
Team Work ◽  
Digital Tools ◽  
Work Related ◽  
Distributed Team ◽  
Health Promoting ◽  
Working World

BACKGROUND In today's world of work, the digitalization of work and communication processes is increasing, and will increase even further as a result of the experiences of the Covid-19 lockdown. This increase of digitalization at the workplace brings many new aspects of working life to light, such as working in virtual teams, mobile working, expectations of being constantly available, or the need for support in adapting and learning new digital tools. These changes to the workplace can contain risks than might harm the well-being of employees. Leaders can support the well-being of their employees in protecting and replenishing their work-related resources to cope with critical work demands. This so-called health-promoting leadership could serve as a buffer between risk at the workplace and critical outcomes such as stress by amplifying work-related resources. OBJECTIVE This study’s aims are twofold: First, we want to investigate if risk factors related to a higher digitalization at the workplace can be identified, and if these risk factors have an impairing effect on the well-being of employees (eg, higher stress and lower resources). Second, we want to investigate if the health-impairing effects of these risk factors can be reduced by health-promoting leadership. METHODS A total of 1263 employees from Austria, Germany and Switzerland took part in this online study and provided information on their perceived risks at the workplace, their leaders’ health-promoting behavior and their work-related stress and resources. RESULTS The results of a hierarchical regression analysis showed that all four risk factors of digital work (distributed team work, mobile work, constant availability, and inefficient technical support) are related to higher stress at the workplace. In addition, distributed team work and inefficient technical support are associated with lower work-related resources. A possible buffer effect of health-promoting leadership between these risks and employee well-being was visible for inefficient technical support. In particular, in the case of having fewer support opportunities in learning and using digital tools, leaders can weaken the potential critical effects on stress. As for the other risk factors, leaders might engage in a different leadership behavior to improve their employees’ well-being, as the physical distance between leaders and employees in virtual team work or mobile work could make health-promoting leadership more difficult. CONCLUSIONS In a digitalized working world, solutions are needed to create working conditions that benefit employees. The results of this study strongly support the importance to investigate risk factors due to an increased digitalization at the workplace in addition to traditional risk factors. As for leadership, leaders need to show leadership behavior adapted to a digitalized workplace in order to reduce employee stress and increase work-related resources.

scholarly journals The Social and Health Impact of Accidents at Work: The Analysis of the Italian Case

2021 ◽  
Author(s):  
Di Romano Benini
Keyword(s):  
Risk Factors ◽  
Negative Impact ◽  
Well Being ◽  
Health Impact ◽  
Work Culture ◽  
Organizational Models ◽  
Work Related ◽  
Italian Case ◽  
Increased Risk ◽  
Related Stress

The months of a gradual exit from the pandemic show some significant data and phenomena regarding the phenomenon of accidents at work and occupational diseases. The Italian figure highlights a recovery in injuries and illnesses, but also in the impact of new risk factors deriving from the digitalization of work, which grew with smart working during the pandemic. At the same time, the new organizational models highlight the increased risk of work-related stress diseases. The Italian situation makes clear the need to intervene on the issue of organizational well-being and welfare, to limit the negative impact of risk factors associated with this economic system on society and the health system through a new work culture.

scholarly journals How Do Hospital Medical and Nursing Managers Perceive Work-Related Strain on Their Employees?

2020 ◽  
Vol 17 (13) ◽  
pp. 4660
Author(s):  
Britta Worringer ◽  
Melanie Genrich ◽  
Andreas Müller ◽  
Florian Junne ◽  
Peter Angerer ◽  
...  
Keyword(s):  
Occupational Safety ◽  
Leadership Behavior ◽  
Health Sector ◽  
Well Being ◽  
Treatment Quality ◽  
Supportive Leadership ◽  
Work Related ◽  
Nursing Managers ◽  
Federal Institute ◽  
Key Factor

Health-oriented supportive leadership behavior is a key factor in reducing work stress and promoting health. Employees in the health sector are subject to a heavy workload, and it has been shown that 40% of them show permanent health problems. A supportive leadership behavior requires the manager’s awareness of the employees’ well-being. However, little is yet known about how medical and nursing managers perceive the well-being of their staff. To explore this issue, we conducted a total of 37 semi-standardized interviews with 37 chief physicians (CPs), senior physicians (SPs), and senior nurses (SNs) in one German hospital. The interviews were content-analyzed based on the definitions of strain of the ‘Federal Institute for Occupational Safety and Health’. Results show that hospital managers are aware of fatigue and further consequences such as deterioration of the team atmosphere, work ethics, treatment quality, and an increased feeling of injustice among employees. Most managers reported sick leaves as a result of psychosomatic complaints due to the permanent overstrain situation at work in the hospital. Results of this qualitative study are discussed in the light of health-oriented management relating to relevant stress models and to findings concerning staff shortages.

scholarly journals Quantitative Measures of Physical Risk Factors Associated with Work-Related Musculoskeletal Disorders of the Elbow: A Systematic Review

2019 ◽  
Vol 16 (1) ◽  
pp. 130 ◽  
Author(s):  
David H. Seidel ◽  
Dirk M. Ditchen ◽  
Ulrike M. Hoehne-Hückstädt ◽  
Monika A. Rieger ◽  
Benjamin Steinhilber
Keyword(s):  
Risk Factors ◽  
Risk Factor ◽  
Musculoskeletal Disorders ◽  
Well Being ◽  
Special Focus ◽  
Factors Associated ◽  
Work Related ◽  
Work Related Musculoskeletal Disorders ◽  
Physical Risk ◽  
Physical Risk Factors

Background: Work-related musculoskeletal disorders at the elbow are a common health problem, which highly impacts workers’ well-being and performance. Besides existing qualitative information, there is a clear lack of quantitative information of physical risk factors associated with specific disorders at the elbow (SDEs). Objective: To provide evidence-based quantitative measures of physical risk factors associated with SDEs. Methods: Studies were searched from 2007 to 2017 in Medline, EMBASE, and Cochrane Work. The identified risk factors were grouped in main- and sub-categories of exposure using the Grading of Recommendations, Assessment, Development and Evaluation (GRADE) framework for rating evidence. Results: 133 different risk-factor specifications were identified in 10/524 articles and were grouped into 5 main- and 16 sub-categories of exposure. The risk factors were significantly associated with lateral epicondylitis, medial epicondylitis, or ulnar neuropathy. Significant risk factors such as wrist angular velocity (5°/s, with increasing prevalence ratio of 0.10%/(°/s), or forearm supination (≥45° and ≥5% of time combined with forceful lifting) were found. Conclusions: This review delivers a categorization of work-related physical risk-factor specifications for SDEs with a special focus on quantitative measures, ranked for evidence. These results may build the base for developing risk assessment methods and prospective preventive measures.

Working with the symptom—a new perspective on dealing with low well-being in organisations

2020 ◽  
Vol 20 (1) ◽  
pp. 101-105
Author(s):  
Moritz Senarclens de Grancy ◽  
Caroline Rook
Keyword(s):  
Mental Health ◽  
Mental Health Problems ◽  
Well Being ◽  
Work Related ◽  
The United Kingdom ◽  
Starting Point ◽  
Psychoanalytic Thought ◽  
New Perspective ◽  
Health Burdens ◽  
Working World

The changes in the modern working world bring increasing health burdens for employees. Indeed, stress counts for 44% of all work-related diseases across all industries and professions in the United Kingdom and accounts for 54% of all working days lost due to ill health (Health & Safety Executive, 2019). For many employees, but also for executives, diseases might prove to be the last lifeline in permanently stressful work situations. This article describes how psychoanalytic thought on health in the workplace can help coaches and executives understand how stress and mental health problems provide the starting point for an examination of the organisation's culture and ultimately can help on the journey of developing healthy and productive workplaces.

scholarly journals Work-related life events, psychological well-being and cardiovascular risk factors in male Swedish automotive workers

2006 ◽  
Vol 56 (6) ◽  
pp. 386-392 ◽  
Author(s):  
Gisela Rose ◽  
Lars Kumlin ◽  
Lennart Dimberg ◽  
Calle Bengtsson ◽  
Kristina Orth-Gomer ◽  
...  
Keyword(s):  
Risk Factors ◽  
Cardiovascular Risk ◽  
Cardiovascular Risk Factors ◽  
Life Events ◽  
Well Being ◽  
Psychological Well Being ◽  
Work Related

Digitalisation in the banking industry and workers subjective well-being

2018 ◽  
Vol 11 (6) ◽  
pp. 411-423 ◽  
Author(s):  
Timurs Umans ◽  
Martin Kockum ◽  
Elin Nilsson ◽  
Sofie Lindberg
Keyword(s):  
Life Satisfaction ◽  
Information Management ◽  
Spillover Effect ◽  
Well Being ◽  
Digital Tools ◽  
Subjective Well Being ◽  
Positive Relation ◽  
Life Balance ◽  
Content Type ◽  
Work Related

Purpose The purpose of this paper is to explore how bankers perceive digitalisation relating to their subjective well-being. The paper seeks to further explore how this relation is contingent on the aspect of structural organisation represented by the concept of individualist/collectivist organisational culture. Design/methodology/approach The study is based on the survey distributed to employees of 18 bank offices in the south of Sweden, which 161 employees answered. The analysis of the data was performed by descriptive statistics, principle component analysis, Pearson correlations, multiple linear and moderating multiple linear regression analyses. Findings The study indicates that bankers’ experience digitalisation as a four-faceted construct: a tool for information management, and work optimisation, customer relation management and as a change agent. The study suggests that the use of digital tools for work optimisation has a positive relation to the work- related dimensions of subjective well-being as well as a spillover effect on the life balance and life satisfaction dimensions. It also indicates that the information management dimension has a positive relation to the life satisfaction aspect of subjective well-being. Finally, the study found that increasing the degree of collectivist organisation culture has a positive moderating effect on the relation between the use of digital tools for work optimisation and life balance and subjective well-being, respectively. Originality/value The study reveals a new way of operationalising digitalisation in banks and is the first study of its type to explore the relationship between digitalisation different facets and banker subjective well-being.

scholarly journals Health-Promoting Leadership and Leaders’ Listening Skills Have an Impact on the Employees’ Job Satisfaction and Turnover Intention

2020 ◽  
pp. 232948842096370
Author(s):  
Anita Bregenzer ◽  
Borut Milfelner ◽  
Simona Šarotar Žižek ◽  
Paul Jiménez
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Leadership Behaviors ◽  
Leadership Behavior ◽  
Well Being ◽  
Direct Impact ◽  
Listening Skills ◽  
Online Study ◽  
Health Promoting ◽  
The Relationship

The topic of health-promoting leadership has often been investigated on its impact on health outcomes. However, it is still unclear if healthpromoting leadership has an impact on other well-being parameters at work besides health. Another leadership behavior, the leaders’ listening skills, can benefit well-being parameters at the workplace, such as job satisfaction, which in turn lowers turnover intention. In the present study, we investigate the relationship between health-promoting leadership, the leaders’ listening skills, job satisfaction, and turnover intention to get a clearer picture about the effects of different leadership behaviors on the employees’ well-being. The results of an online-study with 354 Austrian and Slovenian workers showed that both types of leadership behaviors had a direct effect on the employees’ job satisfaction and an indirect effect on turnover intention through job satisfaction. Listening was found to have a stronger direct impact on job satisfaction. The findings indicate that both leadership behaviors are able to support well-being at the workplace.

Mitigating the psychologically detrimental effects of supervisor undermining: Joint effects of voice and political skill

2021 ◽  
pp. 001872672199284
Author(s):  
Shuhua Sun ◽  
Michael Burke ◽  
Huaizhong Chen ◽  
Yinliang (Ricky) Tan ◽  
Jiantong Zhang ◽  
...  
Keyword(s):  
Adverse Effects ◽  
Turnover Intention ◽  
Psychological Empowerment ◽  
Leadership Behavior ◽  
Political Skill ◽  
Well Being ◽  
Employee Voice ◽  
Destructive Leadership ◽  
Social Competencies ◽  
Work Related

It is of growing concern that supervisors sometimes engage in destructive leadership behavior to undermine their subordinates, which exacts a psychological toll on these employees. How can employees mitigate and overcome the adverse psychological effects of supervisor undermining? Invoking theories of personal agency and social competencies, this study addresses this important question by examining the effectiveness of employee voice in buffering the adverse effects of supervisor undermining on employee work-related well-being and turnover intention. Through a three-wave field study, we found that voice plays a buffering role in the relationship between supervisor undermining and these outcome variables only when employees possess high levels of political skill (i.e., three-way interactions), and that this buffering effect is realized through mitigating the adverse effects of supervisor undermining on employee psychological empowerment. In contrast, when employees possess low levels of political skill, engaging in high levels of voice exacerbates the detrimental effects of supervisor undermining on employee psychological empowerment, and subsequently decreases employee work-related well-being and heightens employee turnover intention. The theoretical and practical implications of our findings are discussed.

scholarly journals The Concept of Health-Promoting Collaboration—A Starting Point to Reduce Presenteeism?

2022 ◽  
Vol 12 ◽  
Author(s):  
Rebecca Komp ◽  
Simone Kauffeld ◽  
Patrizia Ianiro-Dahm
Keyword(s):  
Applied Sciences ◽  
Work Ability ◽  
Negative Relationship ◽  
Well Being ◽  
Work Related ◽  
Concept Of Health ◽  
Starting Point ◽  
Significant Negative Relationship ◽  
University Of Applied Sciences ◽  
Health Promoting

Background: Since presenteeism is related to numerous negative health and work-related effects, measures are required to reduce it. There are initial indications that how an organization deals with health has a decisive influence on employees’ presenteeism behavior.Aims: The concept of health-promoting collaboration was developed on the basis of these indications. As an extension of healthy leadership it includes not only the leader but also co-workers. In modern forms of collaboration, leaders cannot be assigned sole responsibility for employees’ health, since the leader is often hardly visible (digital leadership) or there is no longer a clear leader (shared leadership). The study examines the concept of health-promoting collaboration in relation to presenteeism. Relationships between health-promoting collaboration, well-being and work ability are also in focus, regarding presenteeism as a mediator.Methods: The data comprise the findings of a quantitative survey of 308 employees at a German university of applied sciences. Correlation and mediator analyses were conducted.Results: The results show a significant negative relationship between health-promoting collaboration and presenteeism. Significant positive relationships were found between health-promoting collaboration and both well-being and work ability. Presenteeism was identified as a mediator of these relationships.Conclusion: The relevance of health-promoting collaboration in reducing presenteeism was demonstrated and various starting points for practice were proposed. Future studies should investigate further this newly developed concept in relation to presenteeism.

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