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Work Environment (work + environment)
Kinds of Work Environment Selected AbstractsCreativity and Work Environment in a High-Tech ContextCREATIVITY AND INNOVATION MANAGEMENT, Issue 1 2003Jozée Lapierre Creativity is essential for success in business, especially in the high-tech field where knowledge is the key resource. This study addresses the ways in which creativity is fostered in high-tech organizations. It melds the different perspectives on organizational creativity into one six-dimensional model that defines the creativity work environment. Those dimensions are: work atmosphere; vertical collaboration; autonomy/freedom; respect; alignment; and lateral collaboration. They are valid, reliable predictors of the creativity achieved in high-tech organizations. [source] The Stigma of Psychological Problems in a Work Environment: Evidence From the Screening of Service Members Returning From Bosnia,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2000Thomas W. Britt The present research examined the stigma associated with psychological problems among service members returning from the United States peacekeeping mission to Bosnia. The results show that admitting a psychological problem in the military is perceived as muchmore stigmatizing than admitting a medical problem. Service members had more concerns about stigmatization and felt more uncomfortable discussing psychological problems than medical problems, and these feelings were magnified when service members were being screened with their units rather than alone. Service members also reported a lesser likelihood of following through with a psychological referral than with a medical referral. However, participants who discussed psychological issues with a therapist felt the screening was more beneficial than those who did not discuss their responses. The results address the neglected topic of the stigma associated with psychological problems in the workplace. [source] Cross-national Similarities and Differences in Employee Perceptions of Issues in the Work EnvironmentPERFORMANCE IMPROVEMENT QUARTERLY, Issue 1 2006David Ripley This exploratory study examines cross-national similarities and differences in employee perceptions of issues in the work environment in 17 organizational work settings in seven Asia-Pacific countries; Australia, Malaysia, New Zealand, Singapore, South Korea, Taiwan, and the United States. Employees at these 17 sites indicated their degree of agreement with statements about 60 work environment issues which previous research has shown impact performance. Resulting data were compared using coefficients of concordance as described by Gibbons (1971) at three levels of analysis. Analysis indicated that differences and similarities in responses did not reflect those one would expect to find based on previous well-known research concerning cultural differences in those same countries (Hall, 1976; Hofstede, 1980, 2001). This suggests that relying primarily on national cultural differences is not a sufficient guide for the design of performance improvement interventions in various countries and that other context factors need to be taken into account. Possible hypotheses for future research are offered. [source] A Review of the Effect of the Psychosocial Working Environment on Physiological Changes in Blood and UrineBASIC AND CLINICAL PHARMACOLOGY & TOXICOLOGY, Issue 2 2009Ĺse M. Hansen Literature databases (PubMed, Toxline, Biosis and Embase) were screened using the key words job, work-related and stress in combination with selected physiological parameters. In total, 51 work place studies investigated the associations between the psychosocial working environment and physiological changes, of which 20 were longitudinal studies and 12 population-based studies. The studied exposures in work place/population-based studies included: job demands (26/8 studies), job control (24/10 studies), social support and/or leadership behaviour (12/3 studies), effort,reward imbalance (three/one studies), occupational changes (four studies), shift work (eight studies), traumatic events (one study) and other (five studies). The physiological responses were catecholamines (adrenaline, noradrenaline) (14 studies), cortisol (28 studies), cholesterol (23 studies), glycated haemoglobinA1c (six studies), testosterone (nine studies), oestrogens (three studies), dehydroepiandrosterone (six studies), prolactin (14 studies), melatonin (one study), thyroxin (one study), immunoglobulin (Ig) A (five studies), IgG (four studies), IgM (one study) and fibrinogen (eight studies). In general, fibrinogen and catabolic indicators, defined as energy releasing, were increased, whereas the anabolic indicators defined as constructive building up energy resources were decreased when the psychosocial working environment was perceived as poor. In conclusion, in this review the association between an adverse psychosocial working environment and HbA1c, testosterone and fibrinogen in serum was found to be a robust and potential candidate for a physiological effect of the psychosocial working environment. Further, urinary catecholamines appear to reflect the effects of shift work and monotonous work. [source] A reflection on unintended consequences of workplace mediationCONFLICT RESOLUTION QUARTERLY, Issue 1 2005Jean Poitras This article conceptualizes the risk of inflated disciplinary action in the workplace, which may be associated with use of mediation as part of a dispute resolution system. It argues that some characteristics of mediation may compound with some features of the work environment to create such a risk. [source] Creativity and Work Environment in a High-Tech ContextCREATIVITY AND INNOVATION MANAGEMENT, Issue 1 2003Jozée Lapierre Creativity is essential for success in business, especially in the high-tech field where knowledge is the key resource. This study addresses the ways in which creativity is fostered in high-tech organizations. It melds the different perspectives on organizational creativity into one six-dimensional model that defines the creativity work environment. Those dimensions are: work atmosphere; vertical collaboration; autonomy/freedom; respect; alignment; and lateral collaboration. They are valid, reliable predictors of the creativity achieved in high-tech organizations. [source] The incidence of anxiety and depression among employees,the role of psychosocial work characteristicsDEPRESSION AND ANXIETY, Issue 11 2009Helene Andrea Ph.D. Abstract Background: Anxiety and depression are prevalent among employees and are associated with functional disability and work impairment. To date, little is known about the incidence and possible risk factors for developing anxiety and depression in the working population. Study aims were to (a) determine the incidence of subclinical anxiety and depression in a general working population and (b) identify the psychosocial work characteristics associated with the onset of subclinical anxiety and depression. Methods: This prospective study is based on 3,707 employees participating in the Maastricht Cohort Study on Fatigue at Work. Psychosocial work characteristics were measured in May 2000; anxiety and depression were measured with the Hospital Anxiety and Depression Scale in April 2002. Results: The cumulative 23-month incidence for subclinical anxiety and depression was 4.6 and 3.3%, respectively. High psychological job demands increased the risk for both subsequent anxiety and depression. Moreover, low social support was predictive for the onset of anxiety, whereas job insecurity increased the risk for the onset of depression. These prospective associations were independent of potential confounding variables and the other psychosocial work characteristics. Conclusions: Adverse psychosocial work characteristics are significant predictors for the onset of subclinical anxiety and depression in the general working population. These findings encourage intervention studies testing whether modifying the psychosocial work environment reduces both anxiety and depressive symptoms among employees. Depression and Anxiety 26:1040,1048, 2009. © 2009 Wiley-Liss, Inc. [source] Emergency Department Orientation Utilizing Web-based Streaming VideoACADEMIC EMERGENCY MEDICINE, Issue 8 2004Swaminatha V. Mahadevan MD Abstract To assure a smooth transition to their new work environment, rotating students and housestaff require detailed orientations to the physical layout and operations of the emergency department. Although such orientations are useful for new staff members, they represent a significant time commitment for the faculty members charged with this task. To address this issue, the authors developed a series of short instructional videos that provide a comprehensive and consistent method of emergency department orientation. The videos are viewed through Web-based streaming technology that allows learners to complete the orientation process from any computer with Internet access before their first shift. This report describes the stepwise process used to produce these videos and discusses the potential benefits of converting to an Internet-based orientation system. [source] Managing talent in a global work environmentEMPLOYMENT RELATIONS TODAY, Issue 3 2007Ann M. Bohara First page of article [source] Emotions in a Rational Profession: The Gendering of Skills in ICT WorkGENDER, WORK & ORGANISATION, Issue 1 2008Elisabeth K. Kelan Information communication technology (ICT) work is rarely seen as a work environment where emotional and social skills are key. However, the ideal ICT worker is increasingly said to possess a range of emotional and social skills that are often associated with femininity. This raises the question of how skills are discursively gendered in ICT work. This article firstly shows which skills ICT workers identify as those needed by the ideal ICT worker. Secondly, it highlights how ICT workers construct their own skills. Thirdly, some light is shed on how the gendering of emotional and social skills shifts with different discursive contexts and it is shown what the implications of this are. It is suggested that there is a dynamic at work through which men can appear as a new ideal ICT worker with more ease than women, despite the fact that women are more often associated with social and emotional skills. [source] How Cadforce makes quality part of the bottom line for its distributed work teamsGLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 2 2009Cliff Moser When state-of-the-art technology and explicit work processes could not assure the quality of its deliverables, a drafting outsourcing firm turned to other tools to bridge critical learning and communication gaps between project teams on opposite sides of the world, as well as making the client part of the quality equation. Cadforce eliminated a layer of onshore project management and clarified accountabilities for quality; made training a core part of the project work flow; and synchronized onshore and offshore work cycles through a results-oriented work environment that incorporates new media, supplemented with a "human touch," to enhance collaboration and expedite communication between teams. Cadforce also involved clients in trade-off decisions by making the cost of quality an explicit part of its pricing strategy. © 2009 Wiley Periodicals, Inc. [source] Tools and techniques for transferring know-how from boomers to gamers,GLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 5 2007Karl M. Kapp How well boomers transfer their knowledge to younger employees (gamers, may well determine which organizations maintain their competitive edge during the next decade. But boomers' and gamers' preferred learning styles are as different as night and day, and conventional approaches may hinder rather than aid knowledge transfer. Fortunately, companies can learn a lot from gamers about sharing knowledge. Instant messaging, blogs, wikis, RSS feeds, and podcasts,technologies gamers already use extensively outside the work environment to obtain information,are efficient, low-cost tools for informal learning that companies can incorporate into an enterprise strategy for capturing and distributing business- and job-critical know-how before it's too late. © 2007 Karl M. Kapp. [source] Comprehensive Inpatient Treatment of Refractory Chronic Daily HeadacheHEADACHE, Issue 4 2009Alvin E. Lake III PhD Objective., (1) To assess outcome at discharge for a consecutive series of admissions to a comprehensive, multidisciplinary inpatient headache unit; (2) To identify outcome predictors. Background., An evidence-based assessment (2004) concluded that many refractory headache patients appear to benefit from inpatient treatment, underscoring the need for more research, including outcome predictors. Methods., The authors completed a retrospective chart review of 283 consecutive admissions over 6 months. The inpatient program (mean length of stay = 13.0 days) included intravenous and oral medication protocols, drug withdrawal when indicated, cognitive-behavior therapy, and other services when needed, including anesthesiological intervention. Patient-reported pain levels and consensus of medical staff determined outcome status. Results., The 267 completers (94%) included 212 women and 55 men (mean age = 40.3 years, range = 13-74) from 43 states and Canada. The modal diagnosis was intractable, chronic daily headache (85%), predominantly migraine. Most (59%) had medication overuse headache (MOH), involving opioids (48%), triptans (16%), or butalbital-containing analgesics (10%). Psychiatric diagnoses included stress-related headache (82%), mood disorders (70%), anxiety disorders (49%), and personality disorders (PD, 26%). More patients with a PD (62%) had opioid-related MOH than those with no PD (38%), P < .005. Of the completers, 78% had moderate to significant pain reduction, with comparable improvement in mood, function, and behavior. Clinical factors predicting moderate-significant headache improvement were limited to MOH (84% vs 69%, P < .007) and presence of a PD (68% vs 81%, P < .03). Conclusions., Most patients (78%) improved following aggressive, comprehensive inpatient treatment. Maintenance of improvement is likely to depend on multiple post-discharge factors, including continuity of care, compliance, and home or work environment. [source] Research to practice: Effectiveness of controlled workplace interventions to reduce musculoskeletal disorders in the manufacturing environment,critical appraisal and meta-analysisHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 2 2008Setenay Tuncel Previous studies on the effectiveness of interventions in reducing musculoskeletal disorders (MSD) in manufacturing facilities had contradictory results, indicating a need for a quality assessment of these studies followed by a quantitative assessment of the overall effectiveness of the interventions. These assessments may also provide suggestions for practical implementations. The first objective of this study is to assess the effectiveness of controlled workplace interventions to reduce the occurrence of MSD in the manufacturing environment by utilizing meta-analysis integrated with the study quality score. The second objective is to translate the research findings into practical guidelines. Two hypotheses were tested pertinent to the first objective: (1) Controlled workplace interventions are effective in reducing the occurrence of MSD in different body regions among manufacturing workers and (2) the study quality scores do not depend on the evaluator. The study quality was assessed for all articles, however, meta effect size (meta-OR) was calculated only for the articles that reported prevalence of low back disorders (LBDs), using the Mantel,Haenszel method. The effect of study quality was included into meta-OR. The chi-square test of independence was employed to test the second hypothesis. Seven articles were identified. Study quality was poor (0.39 out of 2) to moderate (0.97). Insignificant reduction in LBDs prevalence (meta-OR = 0.925; 95% CI: 0.566,1.512) was found. Integration of the study quality did not have a substantial effect on the meta-OR (meta-OR = 0.933; 95% CI: 0.571,1.525). Each evaluator's study quality scores were not independent from the agreed quality scores (p < 0.01). The results suggested that practitioners should consider scientific evidence during design and implementation of an intervention, especially in terms of study duration, confounders, outcome measures, and data analysis. The articles reviewed exhibited the following: (1) the statistical insignificance of the meta-OR; (2) the relatively low methodological quality of studies; and (3) the small number of studies included in the meta-OR. The extent of the generalizability of meta-OR for LBD to other body regions was also in question. Future research should consider the following: (1) the physical and nonphysical work environment should be assessed to determine the workplace-specific needs, and the intervention should be structured around these needs; (2) group comparability, participation rate, subject loss, and randomization of subjects should be taken into account; (3) exposure and outcome measurement methods should be reported, as well as blinding of the observers and subjects, when applicable, to ensure reliability and validity; and (4) data analysis should be conducted adjusting for covariates and confounders, different lengths of follow-up, and level of exposure. © 2008 Wiley Periodicals, Inc. [source] Effect of forklift operation on lower back pain: An evidence-based approachHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 2 2008Heriberto Barriera Viruet Most studies on the occupational hazards associated with forklift operation have examined risks of fatalities and traumatic injuries. Few studies have examined the magnitude of risk of lower back pain. This research deals with an evidence-based approach designed to examine if there is a relationship between whole-body vibration and driver postures with lower back pain among forklift operators and to offer some recommendations to minimize the risk of lower back pain. To accomplish the study goal, an evidence-based approach was adopted from evidence-based medicine. The basic steps of this evidence-based approach were: (1) formulation of a clear research question from a worker-occupational problem; (2) search of the literature for the best evidence with which to answer the question; (3) critically appraise the evidence; and (4) implement useful findings in occupational health and safety practices. In addition, the metarelative risk was calculated and the biological plausibility between whole body vibration (WBV) and operator posture with lower back pain was investigated. Six observational articles satisfied the inclusion criteria adopted in this research. The methodological qualities of the published studies ranged from marginal to average. The metarelative risk was 2.1, indicating that operators exposed to driving forklifts are greater than twice the risk of those not exposed to driving forklifts to experience lower back pain. There are biological mechanisms by which WBV and operator postures could develop lower back pain. Some aspects of the work environment that influenced vibration are seat, speed, track, and tires. Awkward postures and static postures are affected by cab design, seat, time spent seated, and the task performed. It appears that there is a causal relationship between forklift operation and lower back pain. The evidence examined shows a strong association and consistency between all studies and this relationship is biologically plausible. It is recommended that intervention studies be conducted to determine the effectiveness of ergonomic controls. © 2008 Wiley Periodicals, Inc. [source] Integrating ergonomics into engineering: Empirical evidence and implications for the ergonomistsHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 4 2007Ole Broberg Engineering design is a strong determinant of workplace ergonomics. A survey among 680 engineers in 20 Danish enterprises indicated that engineers are not aware that they influence the work environment of other people. Ergonomics had a low rating among engineers, perhaps because neither management nor safety organizations expressed any expectations in this area. The study further indicated that effects of ergonomics training in engineering schools were very limited. The engineering cultures in enterprises, together with other organizational factors, are suggested to be of greater importance than the professional training. The implications for industrial ergonomists might be an acknowledgement of the role as change agent when trying to integrate ergonomics into engineering. In doing so, they need also to acknowledge that engineers are widely different. They have different backgrounds and a "sensitivity" to ergonomics depending on their current engineering domain, tasks, organizational position, and the industrial branch of their organization. © 2007 Wiley Periodicals, Inc. Hum Factors Man 17: 353,366, 2007. [source] Sustainable development of a suggestion system: Factors influencing improvement activities in a confectionary companyHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 1 2007Cecilia Rapp Although the use of continuous improvement (CI) is widespread today, many organizations face problems maintaining high and sustained employee involvement in such programs. The purpose of this study was to identify factors influencing employee involvement in submitting suggestions within a suggestion system in a Swedish production company. The company had maintained a successful suggestion system for about 10 years. The study builds on a database containing all the suggestions submitted (2343 in number) within the suggestion system. The following factors were identified to influence employee involvement in submitting suggestions and hence the sustainability of the suggestion system as well: (a) Situations when the employees had a personal benefit from submitting suggestions, e.g., concerning their own work environment, contributed to long-term sustainability of the system; (b) campaigns emphasizing different themes encouraged employees to become more active within the suggestion system; (c) employees having some of their suggestions rejected were more active in submitting suggestions than employees having most suggestions rejected or accepted; (d) a high monetary reward (80 euros and above) was not found favorable for submitting new suggestions, compared to lower rewards; (e) increased support of group suggestions contributed to a sustained and high level of activity of the suggestion system. © 2007 Wiley Periodicals, Inc. Hum Factors Man 17: 79,94, 2007. [source] Coping with job stress in industries: A cognitive approachHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 3 2001Sun-Kyu Lee This study examined the roles of the coping strategies used by individuals to cope with job stress. The coping strategy was formed throughout the cognitive appraisal of the stressful events. It was found that direct action coping strategy shows negative relations with job stressors, whereas there are positive relations between stressors and other coping strategies. This implies that direct action coping strategy is used to alleviate the job stress by affirmatively changing the deleterious effects of job stressors in the work environment, while other coping strategies led to the positive impact on job stress or negative impact on job performance. To secure the usability and applicability of the model in practice, more considerations in the future should be made on the mediating variables such as personality type and social support, which are possible variables impacting the selection of coping strategy. © 2001 John Wiley & Sons, Inc. [source] Self-awareness of mastery and improvability of entrepreneurial competence in small businesses in the agrifood sectorHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2010Thomas Lans An important assumption of entrepreneurial competence is that (at least part of) it can be learned and developed. However, human resources development (HRD) practices aimed at further strengthening and developing small-business owner,managers' entrepreneurial competence are complex and underdeveloped. A multisource assessment of owner,managers' entrepreneurial competence in a well-defined sector was conducted to provide an answer to the research question: How do self-assessments about mastery and improvability of entrepreneurial competence made by owner,managers relate to the same assessments made by significant others in the small-business work environment? The data show that owner,managers rate their own mastery of entrepreneurial competence significantly lower than internal assessors in their work environment do. Furthermore, the assessors indicate many possible areas for improvement of owner,managers' entrepreneurial competence. Nonetheless, mastery and improvability patterns differ considerably between the assessors. Multisource assessments as adopted in this study can help owner,managers raise their self-awareness, and consequently help them bypass some of their often costly trial-and-error learning. [source] Understanding the experience of college graduates during their first year of employmentHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2004Janet L. Polach A company's college recruitment practices, as well as its socialization processes for graduates once they have joined the organization, can be improved when there is understanding of college graduates' experience during the first year of employment. This study recorded the experiences of eight college graduates who were employed by a medical device manufacturer in the Midwest. Nine themes common to all participants are identified and grouped into three categories: work environment, friendship, and performance. Related research on college graduates and first-job experiences, Generations X and Y, job expectations, and new-hire socialization is also reviewed. Recommendations are offered for consideration by the organization that employs the study's participants to improve college graduates' experience. Further research implications are also discussed. [source] Posttraining interventions to enhance transfer: The moderating effects of work environmentsHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2001Wendy L. Richman-Hirsch The study reported on in this article examined the effectiveness of two posttraining interventions,goal-setting and self-management training,and moderating effects of the work environment on improving training transfer. The findings indicate that training in goal-setting was effective in improving the extent to which trainees applied their skills to the job. Further, both interventions were found to be more effective in supportive work environments. Implications for training research and human resource practices are discussed. [source] The effect of human resource management practices on the job retention of former welfare clientsHUMAN RESOURCE MANAGEMENT, Issue 4 2006John R. Deckop Why should an employer hire a former welfare client?What human resource management practices can help employers retain former welfare clients? This study addresses these questions against the backdrop of changes in welfare legislation in the United States that have lessened support to welfare clients and their families and emphasized movement into the workplace. We conducted a large-scale empirical study of the effectiveness of a wide range of HRM practices and found that higher wages, better financial and health benefits, and development opportunities were positively associated with job retention. Unexpectedly, supervisory training had no relationship to retention, and appraising supervisors on providing a supportive and inclusive work environment showed a negative relationship. We provide suggestions to employers for improving the job retention of former welfare recipients along with directions for additional research. © 2006 Wiley Periodicals, Inc. [source] Employee perceptions and their influence on training effectivenessHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 1 2003Amalia Santos Studies of the benefits of human resource development (HRD) for organisations have assumed a direct connection between training strategy and a hierarchy of performance outcomes: learning, behavioural change and performance improvement. The influence of workplace practices and employees' experiences on training effectiveness has received little attention. This study investigates evaluation strategies designed to elicit greater training effectiveness, and explores the influence of trainees' perceptions and work environment factors on this. Drawing on detailed case study findings, the authors highlight the importance of management practices, trainees' perceptions of the work environment and systems of reward in explaining behaviour change after training. [source] Balancing Work and Family: The Role of High-Commitment EnvironmentsINDUSTRIAL RELATIONS, Issue 2 2003Peter Berg Recently, researchers have begun to recognize that the nature of jobs, the workplace environment, and more generally, the culture of the workplace can have a significant impact on the ability of workers to balance their work and family lives. This article examines the effect of high-performance work practices, job characteristics, and the work environment on workers' views about whether the company helps them balance work and family. Using data from a survey of workers across three manufacturing industries, we show that a high-commitment environment,characterized by high-performance work practices, intrinsically rewarding jobs, and understanding supervisors,positively influences employees' perceptions that the company is helping them achieve this balance. This article reinforces the view that helping workers balance work and family responsibilities is not just a matter of benefits and formal family-friendly policies. Rather, it also depends on the characteristics of jobs within the business enterprise. [source] Dental hygienists' work environment: motivating, facilitating, but also tryingINTERNATIONAL JOURNAL OF DENTAL HYGIENE, Issue 3 2010A Candell To cite this article: Int J Dent Hygiene,8, 2010; 204,212 DOI: 10.1111/j.1601-5037.2009.00420.x Candell A, Engström M. Dental hygienists' work environment: motivating, facilitating, but also trying Abstract:, The aim of the present study was to describe dental hygienists' experiences of their physical and psychosocial work environment. The study was descriptive in design and used a qualitative approach. Eleven dental hygienists participated in the study and data were collected during spring 2008 using semi-structured interviews. The material was analysed using qualitative content analysis. The results showed that the dental hygienists experienced their work environment as motivating and facilitating, but at the same time as trying. The three categories revealed a theme: Being controlled in a modern environment characterized by good relationships. Motivating factors were the good relationship with co-workers, managers and patients, seeing the results of your work, having your own responsibility and making your own decisions. The new, pleasant and modern clinics, good cooperation between co-workers and varying duties were described as facilitating factors. The trying factors, as described by the dental hygienists, were above all being controlled by time limits or by some elements of the work, such as teamwork. The dental hygienists also felt stress because appointments were too-short. To conclude, the participants described their work environment as trying in several ways, despite the modern clinics and good relationships. [source] Systematic review on embracing cultural diversity for developing and sustaining a healthy work environment in healthcareINTERNATIONAL JOURNAL OF EVIDENCE BASED HEALTHCARE, Issue 1 2007Alan Pearson RN, FRCN, FRCNA Abstract Objectives, The objective of this review was to evaluate evidence on the structures and processes that support development of effective culturally competent practices and a healthy work environment. Culturally competent practices are a congruent set of workforce behaviours, management practices and institutional policies within a practice setting resulting in an organisational environment that is inclusive of cultural and other forms of diversity. Inclusion criteria, This review included quantitative and qualitative evidence, with a particular emphasis on identifying systematic reviews and randomised controlled trials. For quantitative evidence, other controlled, and descriptive designs were also included. For qualitative evidence, all methodologies were considered. Participants were staff, patients, and systems or policies that were involved or affected by concepts of cultural competence in the nursing workforce in a healthcare environment. Types of interventions included any strategy that had a cultural competence component, which influenced the work environment, and/or patient and nursing staff in the environment. The types of outcomes of interest to this review included nursing staff outcomes, patient outcomes, organisational outcomes and systems level outcomes. Search strategy, The search sought both published and unpublished literature written in the English language. A comprehensive three-step search strategy was used, first to identify appropriate key words, second to combine all optimal key words into a comprehensive search strategy for each database and finally to review the reference lists of all included reviews and research reports. The databases searched were CINAHL, Medline, Current Contents, the Database of Abstracts of Reviews of Effectiveness, The Cochrane Library, PsycINFO, Embase, Sociological Abstracts, Econ lit, ABI/Inform, ERIC and PubMed. The search for unpublished literature used Dissertation Abstracts International. Methodological quality, Methodological quality was independently established by two reviewers, using standardised techniques from the Joanna Briggs Institute (JBI) System for the Unified Management, Assessment and Review of Information (SUMARI) package. Discussion with a third reviewer was initiated where a low level of agreement was identified for a particular paper. Following inclusion, data extraction was conducted using standardised data extraction tools from the JBI SUMARI suite for quantitative and qualitative research. Data synthesis was performed using the JBI Qualitative Assessment and Review Instrument and JBI Narrative, Opinion and Text Assessment and Review Instrument software to aggregate findings by identifying commonalities across texts. Quantitative data were presented in narrative summary, as statistical pooling was not appropriate with the included studies. Results, Of the 659 identified papers, 45 were selected for full paper retrieval, and 19 were considered to meet the inclusion criteria for this review. The results identified a number of processes that would contribute to the development of a culturally competent workforce. Appropriate and competent linguistic services, and intercultural staff training and education, were identified as key findings in this review. Conclusions, The review recommends that health provider agencies establish links with organisations that can address needs of culturally diverse groups of patients, include cultural competence in decision support systems and staff education as well as embed them in patient brochures and educational materials. The review also concluded that staff in-service programs consider the skills needed to foster a culturally competent workforce, and recruitment strategies that also explicitly address this need. [source] Incontinence: prevalence, management, staff knowledge and professional practice environment in rehabilitation unitsINTERNATIONAL JOURNAL OF OLDER PEOPLE NURSING, Issue 1 2009Geraldine McCarthy MSc Background., Bladder and bowel incontinence is a major health care problem, which adversely affects the lives of many individuals living at home or in health service facilities. Current approaches to continence care emphasize comfort, safety and reduction of risk, rather than detailed individualized assessment and management. The literature illustrates a gap between evidence and actual practice and emphasizes the context of care as being a key element for successful implementation of evidence based practice. Aims., To identify prevalence of bowel and bladder incontinence and its management, investigate continence knowledge and describe the professional practice environment within a rehabilitation unit for older people. Method., An integrated evaluation of continence prevalence, staff knowledge and the work environment was adopted. Results., Findings revealed a high incidence of incontinence (60% urinary, 3% faecal, 37% mixed) a lack of specific continence assessment and specific rationale for treatment decisions or continuation of care. The focus was on continence containment rather than on proactive management. Staff demonstrated a reasonable knowledge of incontinence causation and treatment as measured by the staff knowledge audit. The evaluation of the work environment indicated a low to moderate perception of control over practice (2.39), autonomy in practice (2.87), nurse doctor relationship (2.67) and organizational support (2.67). [source] Burnout, psychosomatic symptoms and job satisfaction among Dutch nurse anaesthetists: a surveyACTA ANAESTHESIOLOGICA SCANDINAVICA, Issue 5 2010V. MEEUSEN Background: To meet the increasing demand for healthcare providers, it is crucial to recruit and retain more nurse anaesthetists (NAs). The majority of NAs in the Netherlands are >45 years old, and retaining them in their jobs is very important. This study investigates the relationships among burnout, physical health and job satisfaction among Dutch NAs. Methods: Two thousand NAs working in Dutch hospitals were invited to participate in this online questionnaire. We tested the relationships among burnout, psychosomatic symptoms, sickness absence, perceived general health and job satisfaction. Results: Nine hundred and twenty-three questionnaires were completed and analysed (46% response rate). Burnout and psychosomatic symptoms were negatively associated with job satisfaction, and predicted 27% of job satisfaction. Perceived general health was positively and sickness absence was negatively related to job satisfaction. Older NAs had a higher incidence of burnout than their younger counterparts. Conclusions: The results confirmed the importance of a healthy psychosocial work environment for promoting job satisfaction. To prevent burnout, further research is necessary to determine the factors causing stress. These findings may also apply to anaesthesiologists who share many tasks and work in close cooperation with NAs. [source] Work, health and welfare: new challenges,INTERNATIONAL JOURNAL OF SOCIAL WELFARE, Issue 2006Johannes SiegristArticle first published online: 19 JUN 200 Gainful employment is a core prerequisite of individual autonomy and the well-being of a majority of adult people, preventing them from economic dependence on welfare transfer. Yet, the quality of work and employment acts as an important determinant of work ability and health. This contribution offers an extended framework for analysing quality of work by introducing a theoretical approach towards assessing an adverse psychosocial work environment. Two models are briefly described, the demand-control and effort-reward imbalance models, and selected empirical evidence demonstrating their health-adverse effects is summarised. Importantly, poor quality of work in addition reinforces employees' intentions to leave their job as soon as possible. Results from a recent survey in ten European countries support this observation. In view of these findings and their relevance for occupational health and the prevention of early retirement, policy implications aimed at improving quality of work are discussed. [source] The effects of training design, individual characteristics and work environment on transfer of trainingINTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 4 2007Raquel Velada This study aims to gain insight into some of the factors that determine the transfer of training to the work context. The present research examined the relationship between three types of predictors on transfer of training, including training design, individual characteristics and work environment. Data was collected at two points in time from 182 employees in a large grocery organization. The results indicated that transfer design, performance self-efficacy, training retention and performance feedback were significantly related to transfer of training. Contrary to expectation, supervisory support was not significantly related to transfer of training. These results suggest that in order to enhance transfer of training, organizations should design training that gives trainees the ability to transfer learning, reinforces the trainee's beliefs in their ability to transfer, ensures the training content is retained over time and provides appropriate feedback regarding employee job performance following training activities. [source] | |||||||||||||||||||||||||