Workplace Violence in Social Care Settings: Traumatic Stress and Burnout in Staff

The aim of this study was to examine the relationship between frequency of exposure to physical violence/aggression and traumatic stress and burnout in social care workers (SCWs). One hundred SCWs were surveyed using non-experimental, cross-sectional, quantitative correlational study design with three questionnaires: Demographic Questionnaire, Revised Impact of Events Scale and Maslach Burnout Inventory. Responses were analysed using SPSS quantitative software and utilised descriptive statistics, and non-parametric correlational tests. Results indicated statistically significant positive relationships between the frequency of exposure to physical aggression/violence and traumatic stress and burnout measures. Results also indicated significant positive correlations between traumatic stress and burnout. Furthermore, exposure to workplace violence/aggression, traumatic stress, and burnout also positively correlated with SCWs desire to leave the profession in the next five years. Finally, results indicated a significant relationship between frequency of self-care and levels of traumatic stress and burnout subscales in SCWs.)

The Management and Administrative Practices Resulting in the Exit of Nurses from the Irish Healthcare System – a Review

The exit of nurses from the Irish healthcare system is a growing concern especially coupled with the ageing population of Ireland. The article explores the many reasons nurses are leaving the country: mainly the disrespect by management, unfair compensation and the shortage of staff leading to professionals being overworked and eventually experiencing burnout. For many professionals, it has become an issue of their own physical and mental well-being. There are a few recommendations discussed to solve the issue of nurses, which includes a strong push to change perspectives of management and a change of policy by the government. These include retraining healthcare management, an emphasis on hiring and retaining nurses by increasing incentives and making the workload easier to carry.

An Investigation into the Transferable Skills of Non-Commissioned Officers (NCOs) in the Defence Forces of Ireland (Army Only) on Retirement

The Irish Defence Forces currently employs approximately 8,750 personnel, with some 7,300 employed in the army. Approximately 3,139 Non-Commissioned Officers (NCOs) have changed career paths into civilian roles between the years 2000-2015. Many of these individuals found the transition from a military career to a civilian career challenging, despite having obtained some useful transferable skills. One of the most pertinent challenges has been the lack of any appreciation by employers of the range of transferrable skills that were gained by NCOs during their military careers. This paper aims to identify what transferable skills contribute to the transition from a military career to a civilian career from the perspective of a small sample of former army NCOs. The methodology consists of a qualitative study involving semi-structured interviews with key personnel who previously served in the Irish Defence Forces. The findings indicate that the range of transferable skills gained in a military career have important and timely relevance to careers in a civilian context. Recommendations are proposed in relation to how the Defence Forces might assist retiring personnel to target civilian employers and jobs.

Consumers’ Purchasing Decisions for Confectionery and Savoury Snack Food Items on and off Promotion

Food retail outlets, by making food accessible, available and affordable, contribute significantly to consumers’ food choices, including snack food choices, and ultimately their longer-term health status. Therefore, the food retail environment may represent an opportune place to harness marketing power to implement anti-obesity measures. The study aimed to understand consumers’ purchasing decisions for confectionery and savoury snack food items both on and off promotion. Associated objectives sought to identify what influences consumers’ food buying decisions and understand if these differ by food product category or promotional status, particularly in respect of single versus multi-pack confectionery/savoury snack food items, to inform retail promotional strategies and anti-obesity policymaking. In order to gain an insight into consumers’ motivations, attitudes and behaviours, an ethically compliant, quantitative survey was designed which collected data from 302 respondents aged 18-75. Three-quarters (76%) of those surveyed believed promotions are more prevalent for less healthy foods compared to healthy foods. Promotions were found to have a significant impact on consumer behaviour, causing 64% to purchase greater volume of an item and 76.5% to purchase confectionery and savoury snacks more readily. Respondents made unintended purchases regularly with the highest incidence among those shopping four to six times per week, while 72% of all unintended purchases were attributed to promotional activity. Findings highlight the clear effect promotions have on consumers’ buying behaviour. The main enabler reported to encourage consumers to make healthier food choices was “if healthy food was cheaper”. Additionally, the findings also suggest that increasing the price of less healthy foods (such as confectionery and savoury snacks) could also impact positively on consumers’ purchasing behaviours. The research indicates the potential for future supermarket health promotion initiatives to encourage consumers to make healthier food choices which could play a vital role in improving public health and subsequently reduce obesity levels.

Building Confidence in Employees with Dyslexia and other Neurodiverse Conditions: An Interview with Nicola James, CEO and Founder of Lexxic

I first met Nicola James when, at the invitation of a student, she ran a free workshop on Building Confidence in Students with Disabilities at Dublin Business School in February 2017. At this workshop, Nicola described her own experiences as a student with undiagnosed dyslexia, how she began to thrive academically after diagnosis and how this experience led to her founding Lexxic. Lexxic is a specialist consultancy that employs a team of psychologists to run workshops and interventions with neurodiverse employees within companies, providing them with strategies and techniques to build confidence in order to drive performance. Lexxic has now grown to a flourishing business whose clients include Deloitte, AXA Healthcare, the NHS, the UK Cabinet Office, and the General Medical Council, among many others. Lexxic recently launched the Neurotalent Unlocked online learning platform. Nicola has continued to deliver a free workshop in DBS annually.

Work-Life Balance versus Work-Life Merge: a Comparative and Thematic Analysis of Workplace Well-Being

The aim of this mixed-methods research study was to test the traditional concept of work-life balance, which suggests workers can experience better well-being by being able to psychologically switch on and off. Participants were 133 full-time workers, split into two groups according to where their job was performed strictly at their place of business, or from a combination of workplace and home. Each participant completed quantitative online surveys that measured their perceived stress, life satisfaction and job satisfaction. Results indicated participants who worked from a combination of the workplace and home had significantly greater job and life satisfaction levels than their workplace-based counterparts. However, no significant difference was found between the two groups on perceived stress. Participants also answered qualitative questions about how their job impacted their personal life, how their job might be changed to improve personal time, and what motivated them to work. A strong emergent theme centred around time. Many complained of long working hours, giving them very little time to spend with family, friends or on personal pursuits. For some, stress and worry about their jobs bled into their home life, culminating in moodiness and difficulty in psychologically switching off. Whilst others were happy with the balance between their working and private lives, many wished for fewer and more flexible working hours. Conclusions drawn suggest there is real merit in offering flexible constructs to today’s workers in order to harvest better psychological well-being in the workplace.

Employees with Asperger’s Syndrome and their Experiences within the Work Environment

This qualitative study gathered experiences of employees with Asperger’s Syndrome (AS) within their workplaces. Data were collected by conducting six semi-structured interviews: three face-to-face, one by phone and two by Skype with audio only. A thematic analysis with an inductive approach was applied. Four main themes with multiple sub-themes emerged: Competence and Work Performance; Self-improvement and Career Progression; Supportive Work Environment; and AS in the Workplace. Findings revealed that these employees were team-oriented, productive and highly skilled professionals with a strong work ethic. Furthermore, their diagnoses did not hinder fulfilling careers. They emphasised knowledge sharing and factual communication while cooperating with their work colleagues. However, decoding workplace politics presented a major hurdle to their job satisfaction. Also, the traditional hiring process, as well as bright fluorescent overhead lights and noisy surroundings (for example canteens, office spaces) were sources of distraction and distress. Therefore, the essential role of HR would be to re-visit and adjust the interview process. Whereas managers should, perhaps, reflect on their leadership and communication styles, show some recognition for their employees’ quality-consciousness and become advocates of a more inclusive culture. Finally, enabling career-progression and providing sufficient learning opportunities for these employees should also be prioritised by managers.

Psychometrics at Work: How to Ensure Test Results You Can Trust

Psychometric testing is considered as the intersection of the fields of psychology and business, with potential benefits to both employees and employers. Recommendations for maximising contributions of occupational testing are presented. These are evaluated across five phases of the assessment process. The first is choosing a test, bearing in mind both psychometric and practical qualities of measures. Next, ways to increase positive responses to testing are discussed. The process of administration is examined, with suggestions for improved accuracy. Recommendations for score interpretation are provided, taking measurement error into account. Finally, implications for communicating test results are drawn. It is explained that these facets of psychometric testing are key in ensuring accurate, meaningful and trustworthy workplace measurement.