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.

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.

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.

The impact of job characteristics on work-related well- being of handicapped employees in relation to pain

1995 ◽  
Vol 9 (3) ◽  
pp. 254-261 ◽  
Author(s):  
Clarine J van Oel ◽  
Sonja H Schmidt ◽  
Dorothee Oort-Marburger ◽  
Theo F Meijman
Keyword(s):  
Well Being ◽  
Job Characteristics ◽  
Work Related ◽  
The Impact

scholarly journals Job characteristics, work-nonwork interference and the role of recovery strategies amongst employees in a tertiary institution

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Jani Oosthuizen ◽  
Karina Mostert ◽  
Frieda E. Koekemoer
Keyword(s):  
Tertiary Education ◽  
Well Being ◽  
Job Characteristics ◽  
Specific Work ◽  
Work Characteristics ◽  
Cross Sectional Survey ◽  
Psychological Detachment ◽  
Recovery Strategies ◽  
Recovery Experiences ◽  
The Impact

Orientation: Although work characteristics and recovery strategies are associated with work- family interference, the influence on specific types of work-nonwork interference (W-NWI) has not been investigated. Research purpose: The aim of this study was to investigate the impact of work characteristics and recovery strategies on four types of W-NWI.Motivation for the study: It is clear from the literature that job characteristics and W-NWI have adverse effects on employees’ health and well-being. It is therefore important to identify work characteristics and recovery strategies associated with W-NWI.Research design, approach and method: A cross-sectional survey design was used in this study. The target population was married employees with children working at a Tertiary Education Institution (TEI) in the North West Province (N = 366).Main findings: Work pressure and emotional demands significantly predicted all the work-nonwork role interference dimensions. A lack of autonomy predicted work-parent interference and work-religion and/or spirituality interference, whilst a lack of development possibilities predicted work-religion and/or spirituality interference. Relaxation and mastery recovery experiences significantly predicted lower work-parent interference. A lack of psychological detachment and relaxation were significantly associated with lower work- spouse interference. Relaxation and control significantly predicted lower work-domestic interference, whilst psychological detachment significantly predicted lower work-religion and/or spirituality interference.Practical/managerial implications: The results give managers insight into the specific work characteristics and recovery experiences that play a role in W-NWI, upon which interventions can be based to address these issues.Contribution/value-add: This study provides information on the relationship between work characteristics, recovery experiences and the effect on different types of W-NWI.

scholarly journals Not Extent of Telecommuting, But Job Characteristics as Proximal Predictors of Work-Related Well-Being

2017 ◽  
Vol 59 (10) ◽  
pp. e180-e186 ◽  
Author(s):  
Tinne Vander Elst ◽  
Ronny Verhoogen ◽  
Maarten Sercu ◽  
Anja Van den Broeck ◽  
Elfi Baillien ◽  
...  
Keyword(s):  
Well Being ◽  
Job Characteristics ◽  
Work Related

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 Work Related Discomforts from Perception of Optometrists, in Saudi Arabia

2015 ◽  
Vol 1 (2) ◽  
Author(s):  
Hessa Al-Anzi
Keyword(s):  
Demographic Data ◽  
Well Being ◽  
Work Demands ◽  
Contributing Factors ◽  
Face To Face ◽  
Work Related ◽  
Personal Consequences ◽  
Quantitative Analyses ◽  
Physical Comfort ◽  
Health And Well Being

Work-related discomfort is a growing problem around the world that affects not only the health and well-being of optometrists, but also the productivity. Work-related discomfort arises where work demands of various types and combinations exceed the person’s capacity and capability to cope. In addition, stress can be caused by various events. For example, a person might feel under pressure if the demands of their job (such as hours or responsibilities) are greater than they can comfortably manage. Work-related physical discomfort reported in Saudis optometrists. The purpose of this paper is to explore the personal consequences of work-related discomfort. 129 optometrists with self-reported work-related discomfort participated in a 30-minute telephone or face-to-face interview related to ergonomics and physical comfort. The questionnaire gathered demographic data as well as information on occurrence of musculoskeletal complaints in the previous 12 months. Four avenues were investigated; namely, description of discomfort, non-work contributing factors, whether the participant has ever stopped work due to discomfort, and the treatments accessed to alleviate discomfort. These data were subject to qualitative and quantitative analyses. Reported discomfort ranged from mild to severe. 21participants (16.3) hospitalized because of discomfort. Moreover, 108 participants (83.7) never been hospitalized because of discomfort. In addition, the results highlighted that 110 participants (85.3%) ever had to change jobs or duties because of this discomfort.19 participants (14.7%) never had to change jobs or duties because of this discomfort. Although their work related discomfort, 62.8% expressed that their discomfort did not prevent them from performing certain tasks. While 37.2% % expressed that their discomfort prevented them from performing certain tasks.

scholarly journals ‘It’s like juggling fire daily’: Well-being, workload and burnout in the British NHS - A survey of 721 physicians

Work ◽  
2021 ◽  
pp. 1-9
Author(s):  
Catherine Dominic ◽  
Dipesh P Gopal ◽  
Amandip Sidhu
Keyword(s):  
Care Delivery ◽  
National Level ◽  
Physical Space ◽  
Well Being ◽  
Research Literature ◽  
System Level ◽  
Work Related ◽  
High Workload ◽  
The Individual ◽  
Almost All

BACKGROUND: Physicians are at higher risk for burnout than workers in other fields. Burnout negatively impacts physician health, care delivery and healthcare cost. Existing studies quantify the workforce affected by burnout whilst qualitative studies use specific specialty groups limiting generalisability of solutions. This is important given increased stress during the COVID-19 pandemic. OBJECTIVE: The study aimed to understand the causes of work-related burnout, identify what supportive resources physicians utilise, and to propose solutions. METHODS: A questionnaire was circulated between March and May 2019 via the ‘Doctors’ Association UK’ website and social media. RESULTS: 721 responses were received. 94%of respondents worked in the NHS, with over half being either general practitioners (GPs) or consultants. One in two (53%) respondents felt unable to raise workplace concerns regarding wellbeing, stress or workload. Almost all respondents (97%) felt the NHS has a culture of viewing excessive stress and workload as the norm. Three themes emerged from qualitative analysis: negative workplace culture; high workload and lack of resources; and generational change. CONCLUSIONS: Respondents described system-level factors which negatively impacted their wellbeing whilst organisations focused on physician-level factors. The research literature supports multi-level change beyond the individual tackling work unit and organisational factors. These include providing infrastructure to allow delegation of administrative work and physical space for relaxation and flexible work with time for leave. At a national level, there is greater urgency for an increase in healthcare funding and resourcing especially during increased clinician workloads during a pandemic where burnout rates will increase.

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