Work-family conflict and job performance in nurses: the moderating effects of social support.

Science.gov (United States)

Wang, Mei-Ling; Tsai, Li-Jane

2014-09-01

A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.

Work addiction and presenteeism: The buffering role of managerial support.

Science.gov (United States)

Mazzetti, Greta; Vignoli, Michela; Schaufeli, Wilmar B; Guglielmi, Dina

2017-08-08

The current study examined the mediating effect of presenteeism and moderating effect of managerial support in the relation between workaholism and work-family conflict. A sample of 1065 white-collar employees from an Italian company filled in an online survey and hypotheses were tested using a bootstrapping procedure. Results showed that presenteeism mediated the association between workaholism and work-family conflict. Moreover, the mediating effect of presenteeism was moderated by managerial support: for employees reporting lower levels of support workaholism was stronger related to presenteeism than for those experiencing higher support. Presenteeism, in turn, was related to greater levels of work-family conflict. The present study sheds light into the protective role played by managerial support in preventing workaholic employees from forcing themselves to attend work also when feeling sick. Accordingly, early intervention aimed at buffering the negative association between workaholism and work-family conflict should focus on training managers to develop supportive leadership skills. © 2017 International Union of Psychological Science.

Are there spillover effects of a family supportive work environment on employees without childcare responsibilities?

OpenAIRE

Feierabend, Anja; Mahler, Philippe; Staffelbach, Bruno

2011-01-01

This paper focuses on the effects of a family supportive work environment on employees' attitudes and behaviors. We therefore differentiate between employees with childcare responsibilities and those without. As the implementation of family supportive services is financially costly, it is important to know if and how a family-friendly work policy affects the attitudes and behaviors of the entire workforce. Using a survey of results taken from 1260 randomly selected employees in Switzerland, w...

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family Supportive Supervisor Behaviors

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Hammer, Leslie B.; Kossek, Ellen E.; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2010-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. PMID:20853943

The effects of family support and work engagement on organizationally valued job outcomes

OpenAIRE

Karatepe, Osman M.

2015-01-01

There are calls for more empirical research about the antecedents and outcomes of work engagement in frontline service jobs in the hospitality management literature. With this realization, using the precepts of the motivational process of the Job Demands-Resources model, the present study aims to develop and test a conceptual model that examines work engagement as a mediator of the effect of family support on organizationally relevant and valued job outcomes. Turnover intentions, job performa...

Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance.

Science.gov (United States)

Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B

2017-04-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Supported employment and education in comprehensive, integrated care for first episode psychosis: Effects on work, school, and disability income.

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Rosenheck, Robert; Mueser, Kim T; Sint, Kyaw; Lin, Haiqun; Lynde, David W; Glynn, Shirley M; Robinson, Delbert G; Schooler, Nina R; Marcy, Patricia; Mohamed, Somaia; Kane, John M

2017-04-01

Participation in work and school are central objectives for first episode psychosis (FEP) programs, but evidence effectiveness has been mixed in studies not focused exclusively on supported employment and education (SEE). Requirements for current motivation to work or go to school limit the generalizability of such studies. FEP participants (N=404) at thirty-four community treatment clinics participated in a cluster randomized trial that compared usual Community Care (CC) to NAVIGATE, a comprehensive, team-based treatment program that included ≥5h of SEE services per week, , grounded in many of the principles of the Individual Placement and Support model of supported employment combined with supported education services. All study participants were offered SEE regardless of their initial interest in work or school. Monthly assessments over 24months recorded days of employment and attendance at school, days of participation in SEE, and both employment and public support income (including disability income). General Estimation Equation models were used to compare CC and NAVIGATE on work and school participation, employment and public support income, and the mediating effect of receiving ≥3 SEE visits on these outcomes. NAVIGATE treatment was associated with a greater increase in participation in work or school (p=0.0486) and this difference appeared to be mediated by SEE. No group differences were observed in earnings or public support payments. A comprehensive, team-based FEP treatment approach was associated with greater improvement in work or school participation, and this effect appears to be mediated, in part, by participation in SEE. Published by Elsevier B.V.

Policies to support women’s paid work

OpenAIRE

Giannelli, Gianna Claudia

2015-01-01

Engaging in paid work is generally difficult for women in developing countries. Many women work unpaid in family businesses or on farms, are engaged in low-income self-employment activities, or work in low-paid wage employment. In some countries, vocational training or grants for starting a business have been effective policy tools for supporting women’s paid work. Mostly lacking, however, are job and business training programs that take into account how mothers’ employment affects child welf...

The supportive spouse at work: Does being work-linked help?

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Ferguson, Merideth; Carlson, Dawn; Kacmar, K Michele; Halbesleben, Jonathon R B

2016-01-01

Using a sample of 639 dual-career couples, we examined the role of work-related spousal support on work-family balance and subsequent outcomes for both the job incumbent as well as his or her spouse. We further investigated whether the resource of work-related spousal support contributed to greater balance for those couples who were work-linked (work in same organization, same occupation, or both) and those who were not. We found work-related spousal support contributed to work-family balance and subsequent improved family satisfaction and job satisfaction of the job incumbent. Furthermore, support crossed over to the spouse through increased work-family balance to decrease stress transmission to enhance family satisfaction and reduce relationship tension of the spouse. Implications for researchers and organizational leaders are discussed. (c) 2016 APA, all rights reserved).

[Study of the work and of working in Family Health Care Support Center].

Science.gov (United States)

Lancman, Selma; Gonçalves, Rita Maria de Abreu; Cordone, Nicole Guimarães; Barros, Juliana de Oliveira

2013-10-01

To understand the organization of and the working conditions in family health care support centers, as well as subjective experiences related to work in two of these centers. This was a case study carried out during 2011 and 2012 in two family health care support centers in Sao Paulo, Southeastern Brazil. Data were collected and analyzed using two theoretical-methodological references from ergonomics and work psychodynamics influenced, respectively, by ergonomic work analysis, developed based on open observations of a variety of tasks and on interviews and in practice in work psychodynamics, carried out using think tanks about the work. The work of the Family Health Care Support Centers in question is constituted on the bases of complex, diversified actions to be shared among the various professionals and teams involved. Innovative technological tools, which are not often adopted by primary health care professionals, are used and the parameters and productivity measures do not encompass the specificity and the complexity of the work performed. These situations require constant organizational rearrangement, especially between the Family Health Care Support Centers and the Family Health Care Teams, causing difficulties in carrying out the work as well as in constituting the identity of the professionals studied. The study attempts to lend greater visibility to the work processes at the Family Health Care Support Centers in order to contribute to advances in public policy on primary healthcare. It is important to stress that introducing changes at work, which affect both its organization and work conditions, is above all a commitment, which to be effective, must be permanent and must involve the different levels of hierarchy.

Effect of Evidence-Based Supported Employment vs Transitional Work on Achieving Steady Work Among Veterans With Posttraumatic Stress Disorder: A Randomized Clinical Trial.

Science.gov (United States)

Davis, Lori L; Kyriakides, Tassos C; Suris, Alina M; Ottomanelli, Lisa A; Mueller, Lisa; Parker, Pamela E; Resnick, Sandra G; Toscano, Richard; Scrymgeour, Alexandra A; Drake, Robert E

2018-04-01

Posttraumatic stress disorder (PTSD) often interferes with a person's ability to obtain or sustain employment, which leads to premature exit from the labor force and reduced income. To determine whether individual placement and support (IPS)-supported employment is more effective than stepwise vocational rehabilitation involving transitional work assignments at helping veterans with PTSD attain steady, competitive employment. The Veterans Individual Placement and Support Toward Advancing Recovery (VIP-STAR) study was a prospective, multisite, randomized clinical trial that included 541 unemployed veterans with PTSD at 12 Veterans Affairs medical centers. Data were collected from December 23, 2013, to May 3, 2017. Intent-to-treat analysis was performed. Individual placement and support is a supported employment intervention that rapidly engages people with disabilities in community job development to obtain work based on their individual job preferences. Transitional work is a stepwise vocational rehabilitation intervention that assigns people temporarily to noncompetitive jobs as preparation for competitive employment in the community. A priori hypotheses were that, compared with those in transitional work, more participants in the IPS group would become steady workers (primary) and earn more income from competitive jobs (secondary) over 18 months. Steady worker was defined as holding a competitive job for at least 50% of the 18-month follow-up period. A total of 541 participants (n = 271 IPS; n = 270 transitional work) were randomized. Mean (SD) age was 42.2 (11) years; 99 (18.3%) were women, 274 (50.6%) were white, 225 (41.6%) were African American, and 90 (16.6%) were of Hispanic, Spanish, or Latino ethnicity. More participants in the IPS group achieved steady employment than in the transitional work group (105 [38.7%] vs 63 [23.3%]; odds ratio, 2.14; 95% CI, 1.46-3.14). A higher proportion of IPS participants attained any competitive job (186 [68.6%] vs

A meta-analysis of work-family conflict and social support.

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French, Kimberly A; Dumani, Soner; Allen, Tammy D; Shockley, Kristen M

2018-03-01

The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-analysis based on 1021 effect sizes and 46 countries to dissect the social support and work-family conflict relationship. Using social support theory as a theoretical framework, we challenge the assumption that social support measures are interchangeable by comparing work/family support relationships with work-family conflict across different support forms (behavior, perceptions), sources (e.g., supervisor, coworker, spouse), types (instrumental, emotional), and national contexts (cultural values, economic factors). National context hypotheses use a strong inferences paradigm in which utility and value congruence theoretical perspectives are pitted against one another. Significant results concerning support source are in line with social support theory, indicating that broad sources of support are more strongly related to work-family conflict than are specific sources of support. In line with utility perspective from social support theory, culture and economic national context significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful. The results suggest that organizational support may be the most important source of support overall. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Clarifying Relationships among Work and Family Social Support, Stressors, and Work-Family Conflict

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Michel, Jesse S.; Mitchelson, Jacqueline K.; Pichler, Shaun; Cullen, Kristin L.

2010-01-01

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and…

Managers' social support: Facilitators and hindrances for seeking support at work.

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Lundqvist, Daniel; Fogelberg Eriksson, Anna; Ekberg, Kerstin

2018-01-01

Previous research has shown that social support is important for health and performance at work, but there is a lack of research regarding managers' social support at work, and if it needs to be improvedOBJECTIVE:To investigate managers' perception of work-related social support, and facilitators and hindrances that influence their seeking of social support at work. Semi-structured interviews with sixty-two managers in two Swedish organizations. Work-related support, which strengthened their managerial image of being competent, was sought from sources within the workplace. Sensitive and personal support, where there was a risk of jeopardizing their image of being competent, was sought from sources outside the workplace. Access to arenas for support (location of the workplace, meetings, and vocational courses) and the managerial role could facilitate their support-seeking, but could also act as hindrances. Because attending different arenas for support were demanding, they refrained from seeking support if the demands were perceived as too high. Different supportive sources are distinguished based on what supportive function they have and in which arenas they are found, in order to preserve the confidence of the closest organization and to maintain the image of being a competent and performing manager.

Dual-earner couples' weekend recovery support, state of recovery, and work engagement: Work-linked relationship as a moderator.

Science.gov (United States)

Park, YoungAh; Haun, Verena C

2017-10-01

Despite growing recovery research, little is known about couple-dyadic processes of recovery from work. Given that dual-earner couples experience most of their recovery opportunities during nonwork times when they are together, partners in a couple relationship may substantially affect recovery and work engagement. In this study, we propose a couple-dyadic model in which weekend partner recovery support (reported by the recipient partner) is positively related to the recipient partner's state of recovery after the weekend which, in turn, increases the recipient's work engagement the following week (actor-actor mediation effect). We also test the effect of one's state of recovery on the partner's subsequent work engagement (partner effect). Additionally, work-linked relationship status is tested as a moderator of the partner effect. Actor-partner interdependence mediation modeling is used to analyze the data from 167 dual-earner couples who answered surveys on 4 measurement occasions. The results support the indirect effect of partner recovery support on work engagement through the postweekend state of recovery. Multigroup analysis results reveal that the partner effect of state of recovery on work engagement is significant for work-linked couples only and is absent for non-work-linked couples. Theoretical and practical implications, limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Family to work conflict and the usefulness of workplace support.

Science.gov (United States)

Hancock, F; Page, F

2013-07-01

While much is known about the effect of work stress on an employee's home life, less is known about the opposite effect, that of domestic worries upon work performance. To investigate employee perceptions about the effect of family to work conflict (FWC) on work. An online anonymous survey tool was developed and sent to all employees reporting to a single onsite human resources (HR) department at a UK research and development plant. FWC included family and other domestic stressors. Work effects studied included those on business travel, work performance and the awareness and usefulness of work-provided support. The sample size was 286 and response rate was 58%. Approximately two-thirds of respondents reported requiring time away from work for domestic reasons in the previous 5 years. The role of domestic stressors not related to care giving was significant. Support from line-managers and colleagues was important, and the perceived usefulness of in-house occupational health (OH) by business travellers was significant. Only 53% of the workforce said they knew of the Employee Assistance Programme (EAP), although 70% of users found it beneficial and usage was higher in females. All forms of FWC affected work performance, including when on business travel. FWC arose from caring responsibilities but also from financial and relationship problems, which are potentially amenable to help from EAPs. Line-managers and colleagues were the primary sources of workplace support. The in-house OH service and the EAP were underutilized and they may require popularizing with employees.

A Case Study of Effective Support Working Resistance and Roof Support Technology in Thick Seam Fully-Mechanized Face Mining with Hard Roof Conditions

Directory of Open Access Journals (Sweden)

Wei-bin Guo

2017-06-01

Full Text Available This paper presents the engineering geological properties and roof control tecnology for a thick coal seam fully-mechanized face mining with hard roof conditions (THC at the Jinhuagong Coal Mine (JCM, northwest China. The effective support working resistance and appropriate roof control technology are two critical factors for safe and productive mining in the THC. The load-estimate-method (LOEM is the effective method to determine the support working resistance for normal working conditions (the mining height less than 3.5 m. In order to prevent support crushing accidents from happening and to ensure the safety and high-efficiency in the THC, the LOEM was modified based on the structure of the overlying strata in the THC. The strata which can form the voussoir beam structure in normal working conditions and will break in the form of cantilever beam in the THC is defined as the key strata in the immediate roof. Therefore, the hanging length of the key strata in the immediate roof was considered in the LOEM. Furthermore, a method for calculating the hanging length of the key strata in the immediate roof and its influencing factors were proposed using cantilever beam theory analysis of the structure of the overlying strata. Moreover, in order to fully fill the goaf area with caving roof to reduce the energy accumulation of main roof movement, it was decided to apply destress blasting technique (DEBT at the JCM to control the large hanging length of the hard roof, so as to reduce the impact of the hard main roof movement on the working face. The key technique parameters of the roof caving borehole were also proposed. The obtained results demonstrated that the theoretical analysis is reasonable, and the chosen support type and the DEBT could meet the roof control requirements. The THC has achieved safety and high-efficiency mining.

Support in work context and employees’ wellbeing: the mediation role of the work-family conflict

Directory of Open Access Journals (Sweden)

Claúdia Sousa

2018-03-01

Full Text Available Changes in families and in the structure of the workforce have contributed to a change in traditional roles, leading to an increase of the number of men and women who simultaneously have family and work responsibilities. Because the workforce has different sources of support in the labor environment – organizational, supervisor, and coworker support – it becomes important to study the impacts that each of these sources of support has on workers’ general well-being and to understand whether the existent work-family conflict explains this relationship. Indeed, the present research aims to examine the relationship between perceived support and general well-being as well as the mediating effect of work-life conflict on this relationship. The data were collected from a company from the textile industry, composing a sample of 821 store operators. The results show that work-life conflict helps explain the relationship between support from the organization and coworkers and workers’ general well-being. However, supervisor support did not relate to work-family conflict. Based on the specific managerial characteristics of this company, some plausible explanations for these results are provided. Practical implications related to the results obtained are presented, in addition to the research limitations and suggestions for future research.

Daily work-family conflict and alcohol use: testing the cross-level moderation effects of peer drinking norms and social support.

Science.gov (United States)

Wang, Mo; Liu, Songqi; Zhan, Yujie; Shi, Junqi

2010-03-01

In the current study, we conducted daily telephone interviews with a sample of Chinese workers (N = 57) for 5 weeks to examine relationships between daily work-family conflict and alcohol use. Drawn from the tension reduction theory and the stressor-vulnerability model, daily work-family conflict variables were hypothesized to predict employees' daily alcohol use. Further, social variables (i.e., peer drinking norms, family support, and coworker support) were hypothesized to moderate the relationship between work-family conflict and alcohol use. Results showed that daily work-to-family conflict but not family-to-work conflict had a significant within-subject main effect on daily alcohol use. In addition, there was significant between-subject variation in the relationship between work-to-family conflict and alcohol use, which was predicted by peer drinking norms, coworker support, and family support. The current findings shed light on the daily health behavior consequences of work-family conflict and provide important theoretical and practical implications. 2010 APA, all rights reserved

Work Stress and Depression among Direct Support Professionals: The Role of Work Support and Locus of Control

Science.gov (United States)

Gray-Stanley, J. A.; Muramatsu, N.; Heller, T.; Hughes, S.; Johnson, T. P.; Ramirez-Valles, J.

2010-01-01

Background: Although work stress can impede the capacity of direct support professionals and contribute to mental health challenges, external (i.e. work social support) and internal resources (i.e. an internal locus of control) have been shown to help DSPs cope more actively. We examined how work stress was associated with depression, with a…

Family supportive supervisor behaviors and organizational culture:Effects on work engagement and performance

OpenAIRE

Rofcanin, Yasin; Heras , Mireia Las; Bakker, Arnold B

2017-01-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico ...

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals.

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Zheng, Junwei; Wu, Guangdong

2018-02-15

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

Science.gov (United States)

2018-01-01

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility. PMID:29462860

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

Directory of Open Access Journals (Sweden)

Junwei Zheng

2018-02-01

Full Text Available Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

Job Endings and Work Trajectories of Persons Receiving Supported Employment and Cognitive Remediation.

Science.gov (United States)

Teixeira, Carina; Mueser, Kim T; Rogers, E Sally; McGurk, Susan R

2018-05-02

This study examined job endings and work trajectories among participants in a study comparing the effects of adding cognitive remediation to supported employment among individuals who had not benefited from supported employment. Data were from a controlled trial of 107 persons with serious mental illness enrolled in supported employment but who had not obtained or sustained competitive work. Participants were randomly assigned to enhanced supported employment only (with employment specialists trained to recognize cognitive difficulties and teach coping strategies) or to the Thinking Skills for Work program (enhanced supported employment plus cognitive remediation). For the 52 participants who worked, the two groups were compared on types of job endings, reasons for job endings, successful versus unsuccessful jobs, and work trajectories over the two-year study period. The two groups did not differ in types of job ending, although participants in Thinking Skills for Work were less likely than those in enhanced supported employment only to cite dissatisfaction with the job as a reason for the job ending. Participants in Thinking Skills for Work were also less likely to have an overall unsuccessful work trajectory, more likely to have only successful jobs, and more likely to be employed at the end of the study. The Thinking Skills for Work program appeared to help participants who had not benefited from supported employment stick with and master their jobs more effectively than those in enhanced supported employment only, resulting in better work trajectories over the course of the study.

The effects of supervisors' supportive role, job stress, and work-family conflicts on the nurses' attitudes.

Science.gov (United States)

Farhadi, Payam; Sharifian, Roxana; Feili, Ardalan; Shokrpour, Nasrin

2013-01-01

This study developed and tested a research model that examined the effects of supervisor support (SUPPORT), work-family conflict (W-FCON), family-work conflict (F-WCON), and job stress (JSTRESS) on a number of selected consequences using data collected from nurses and nurse axillaries in Shiraz University of Medical Sciences hospitals in Fars province (south of Iran). The results demonstrated that W-FCON and F-WCON exerted a significant positive influence on JSTRESS. Contrary to the study hypothesis, the results did not provide any empirical support for the significant negative relationship between W-FCON, F-WCON, and JSTRESS with family satisfaction (FSAT). The findings further revealed that higher JSTRESS led to lower life satisfaction (LSAT). As expected, high levels of FSAT resulted in increased LSAT. However, this study failed to find significant negative relationships between conflicts in the work-family interface and LSAT. The results also revealed that JSTRESS was not significantly associated with LSAT. Consonant with the study hypotheses, W-FCON, F-WCON, and JSTRESS were found to be significant for turnover intentions, whereas LSAT did not. Implications for managers and future research directions are presented.

Work Stress Adaptation: Roles of Gender, Social Support and ...

African Journals Online (AJOL)

Workers in Nigeria are faced with many stress factors such as work-related, domestic, after job, age or retirement problem to cope with or managed. In view of this, the present study examined the effects of gender, social support and personality (Type A and Type B) on work stress adaptation. Using random and accidental ...

Examining the premises supporting the empirically supported intervention approach to social work practice.

Science.gov (United States)

McBeath, Bowen; Briggs, Harold E; Aisenberg, Eugene

2010-10-01

Federal, state, and local policymakers and funders have increasingly organized human service delivery functions around the selection and implementation of empirically supported interventions (ESIs), under the expectation that service delivery through such intervention frameworks results in improvements in cost-effectiveness and system performance. This article examines the validity of four premises undergirding the ESI approach: ESIs are effective, relevant to common client problems and needs, culturally appropriate, and replicable and sustainable in community-based settings. In reviewing available literature, the authors found insufficient support for the uniform application of an ESI approach to social work practice in the human service sector, particularly as applied within agency contexts serving ethnic minority clients. The authors recommend that greater attention be devoted to the development and dissemination of social work interventions that respond to needs that are broadly understood and shared across diverse cultural groups, have proven clinical efficacy, and can be translated successfully for use across different agency and cultural environments. Such attention to the research and development function of the social work profession is increasingly necessary as policymakers and human service system architects require reduced costs and improved performance for programs serving historically oppressed client populations.

Work support, psychological well-being and safety performance among nurses in Hong Kong.

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Wong, Kenchi C K

2018-02-06

This study investigated the mediating role of psychological well-being between work support and safety performance of 314 Hong Kong nurses, using self-reported questionnaires. Results showed that psychological well-being mediated the effects of work support on safety performance. The findings illustrate that work support was an important element to improve psychological well-being. This could generate better safety performance of the nurses. Implications and limitations are discussed.

Relationships between organizational and individual support, nurses' ethical competence, ethical safety, and work satisfaction.

Science.gov (United States)

Poikkeus, Tarja; Suhonen, Riitta; Katajisto, Jouko; Leino-Kilpi, Helena

2018-03-12

Organizations and nurse leaders do not always effectively support nurses' ethical competence. More information is needed about nurses' perceptions of this support and relevant factors to improve it. The aim of the study was to examine relationships between nurses' perceived organizational and individual support, ethical competence, ethical safety, and work satisfaction. A cross-sectional questionnaire survey was conducted. Questionnaires were distributed to nurses (n = 298) working in specialized, primary, or private health care in Finland. Descriptive statistics, multifactor analysis of variance, and linear regression analysis were used to test the relationships. The nurses reported low organizational and individual support for their ethical competence, whereas perceptions of their ethical competence, ethical safety, and work satisfaction were moderate. There were statistically significant positive correlations between both perceived individual and organizational support, and ethical competence, nurses' work satisfaction, and nurses' ethical safety. Organizational and individual support for nurses' ethical competence should be strengthened, at least in Finland, by providing more ethics education and addressing ethical problems in multiprofessional discussions. Findings confirm that organizational level support for ethical competence improves nurses' work satisfaction. They also show that individual level support improves nurses' sense of ethical safety, and both organizational and individual support strengthen nurses' ethical competence. These findings should assist nurse leaders to implement effective support practices to strengthen nurses' ethical competence, ethical safety, and work satisfaction.

Effect of the clinical support nurse role on work-related stress for nurses on an inpatient pediatric oncology unit.

Science.gov (United States)

Chang, Ann; Kicis, Jennifer; Sangha, Gurjit

2007-01-01

High patient acuity, heavy workload, and patient deaths can all contribute to work-related stress for pediatric oncology nurses. A new leadership role, the clinical support nurse (CSN), was recently initiated on the oncology unit of a large Canadian pediatric hospital to support frontline staff and reduce some of the stresses related to clinical activity. The CSN assists nurses with complex patient care procedures, provides hands-on education at the bedside, and supports staff in managing challenging family situations. This study explores the effect of the CSN role on the nurses' work-related stress using the Stressor Scale for Pediatric Oncology Nurses. A total of 58 nurses participated in this study for a response rate of 86%. The results show that the intensity of work-related stress experienced by nurses in this study is significantly less (P < .001) on shifts staffed with a CSN compared with shifts without a CSN.

A longitudinal study of the effects of dual-earner couples' utilization of family-friendly workplace supports on work and family outcomes.

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Hammer, Leslie B; Neal, Margaret B; Newsom, Jason T; Brockwood, Krista J; Colton, Cari L

2005-07-01

Little research exists on the effects of the utilization of workplace supports on work-family conflict and job satisfaction. With family systems theory as a framework, 2 waves of national survey data were collected from 234 couples (N = 468) caring for children and for aging parents. Data were analyzed with structural equation modeling techniques. Longitudinal results indicate that individuals' use of workplace supports was related to work-family conflict in the direction opposite to expectations and was related to job satisfaction in the direction consistent with expectations. Differential effects for wives versus husbands were found. In addition, couples' use of workplace supports was only minimally related to wives' outcomes. Results are discussed in terms of gender differences, family systems theory, and methodological and measurement issues related to the longitudinal study of utilization of workplace supports. Copyright 2005 APA, all rights reserved.

Impact of value congruence on work-family conflicts: the mediating role of work-related support.

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Pan, Su-Ying; Yeh, Ying-Jung Yvonne

2012-01-01

Based on past research regarding the relationship between person-environment fit and work-family conflict (WFC), we examined the mediating effects of perceived organization/supervisor support on the relationship between person-organization/supervisor value congruence and WFC. A structural equation model was used to test three hypotheses using data collected from 637 workers in Taiwan. Person-organization value congruence regarding role boundaries was found to be positively correlated with employee perception of organizational support, resulting in reduced WFC. Person-supervisor value congruence regarding role boundaries also increased employee perception of organizational support, mediated by perceived supervisor support. Research and managerial implications are discussed.

Effect on return to work or education of individual placement and support modified for people with mood and anxiety disorders

DEFF Research Database (Denmark)

Hellström, Lone; Bech, Per; Hjorthøj, Carsten

2017-01-01

disorders (IPS-MA) on return to work and education compared with services as usual (SAU). Methods: In a randomised clinical superiority trial, 326 participants with mood and anxiety disorders were centrally randomised to IPS-MA, consisting of individual mentor support and career counselling (n=162) or SAU......Objectives: The effect of Individual Placement and Support (IPS) on return to work or education among people with mood or anxiety disorders is unclear, while IPS increases return to work for people with severe mental illness. We examined the effect of IPS modified for people with mood and anxiety...... returned to work or education compared with 37.8% (62/164) following SAU (OR=1.34, 95% CI: 0.86 to 2.10, p=0.20). We found no difference in mean number of weeks in employment or education (IPS-MA 32.4 weeks vs SAU 26.7 weeks, p=0.14), level of depression (Hamilton Depression 6-Item Scale score IPS-MA 5...

Supporting clinician educators to achieve “work-work balance”

Directory of Open Access Journals (Sweden)

Jerry M Maniate

2016-10-01

Full Text Available Clinician Educators (CE have numerous responsibilities in different professional domains, including clinical, education, research, and administration. Many CEs face tensions trying to manage these often competing professional responsibilities and achieve “work-work balance.” Rich discussions of techniques for work-work balance amongst CEs at a medical education conference inspired the authors to gather, analyze, and summarize these techniques to share with others. In this paper we present the CE’s “Four Ps”; these are practice points that support both the aspiring and established CE to help improve their performance and productivity as CEs, and allow them to approach work-work balance.

The role of communication and support in return to work following cancer-related absence.

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Yarker, J; Munir, F; Bains, M; Kalawsky, K; Haslam, C

2010-10-01

Many cancer survivors experience difficulties returning to work. However, there have been relatively few attempts to understand why problems with employer support and work adjustment occur. This paper aims to extend previous work in two ways: first, through exploring the way in which communication and support at work effect cancer survivors on their return to work and during the post-return period; and second, by drawing on a research sample working in the United Kingdom. In all, 26 cancer survivors took part in a semi-structured telephone interview. Interviews were transcribed and analysed using thematic analysis. The analysis revealed three key findings. First, the central role of communication and support from (and between) occupational health, line managers, and colleagues was highlighted. Second, two discrete processes or periods of return to work were identified: the experience of return to work during the initial period of return and the experiences of post-return to work. Third, during the post-return period, the importance of the delayed impact of cancer on the ability to work, the lack of follow-up and monitoring, and the wear-off effect of empathy and support were highlighted as contributing to return-to-work difficulties. This qualitative study highlights the importance of communication within the workplace with regard to the return-to-work process and the need to provide better support and guidance to cancer survivors, line managers and colleagues. Research is required in delineating how employers without occupational health or human resources support manage the return-to-work process. Copyright © 2009 John Wiley & Sons, Ltd.

Hardiness and support at work as predictors of work stress and job satisfaction.

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McCalister, Katherine T; Dolbier, Christyn L; Webster, Judith A; Mallon, Mark W; Steinhardt, Mary A

2006-01-01

To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and job satisfaction and replicating the relationship of work stress to job satisfaction while accounting for the potential influence of negative affectivity. A cross-sectional research design using survey data collected from two convenience samples. Two worksites: (1) a high-tech company and (2) a government agency. High-tech employees (N = 310; response rate, 73.8%) and government agency employees (N = 745; response rate, 49.7%). The Dispositional Resilience Scale measured hardiness and the Positive and Negative Affect Schedule measured negative affectivity. Coworker and supervisor support were measured using the Coworker Support Scale and the Supervisor Support Scale, respectively. The Perceived Work Stress Scale measured work stress, and a single item from the Job Satisfaction Scale assessed overall job satisfaction. A multiple-group path analysis examined the proposed model. Similar patterns of association were found for both samples and suggested a more parsimonious model without the path from negative affectivity to job satisfaction. The model supports the protective nature of hardiness and support at work with regard to work stress and job satisfaction. Explanations of relationships depicted in the model, practical implications for reducing work stress and enhancing job satisfaction, limitations and future directions are discussed.

Instant messaging at the hospital: supporting articulation work?

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Iversen, Tobias Buschmann; Melby, Line; Toussaint, Pieter

2013-09-01

Clinical work is increasingly fragmented and requires extensive articulation and coordination. Computer systems may support such work. In this study, we investigate how instant messaging functions as a tool for supporting articulation work at the hospital. This paper aims to describe the characteristics of instant messaging communication in terms of number and length of messages, distribution over time, and the number of participants included in conversations. We also aim to determine what kind of articulation work is supported by analysing message content. Analysis of one month's worth of instant messages sent through the perioperative coordination and communication system at a Danish hospital. Instant messaging was found to be used extensively for articulation work, mostly through short, simple conversational exchanges. It is used particularly often for communication concerning the patient, specifically, the coordination and logistics of patient care. Instant messaging is used by all actors involved in the perioperative domain. Articulation work and clinical work are hard to separate in a real clinical setting. Predefined messages and strict workflow design do not suffice when supporting communication in the context of collaborative clinical work. Flexibility is of vital importance, and this needs to be reflected in the design of supportive communication systems. Copyright © 2013 Elsevier Ireland Ltd. All rights reserved.

Work-family conflict, perceived organizational support, and organizational commitment among employed mothers.

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Casper, Wendy J; Martin, Jennifer A; Buffardi, Louis C; Erdwins, Carol J

2002-04-01

This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.

Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination.

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Orgambídez-Ramos, Alejandro; de Almeida, Helena

2017-08-01

Job Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. The aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. We conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. Job satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. A climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff. Copyright © 2017 Elsevier Inc. All rights reserved.

Conflict management style, supportive work environments and the experience of work stress in emergency nurses.

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Johansen, Mary L; Cadmus, Edna

2016-03-01

To examine the conflict management style that emergency department (ED) nurses use to resolve conflict and to determine whether their style of managing conflict and a supportive work environment affects their experience of work stress. Conflict is a common stressor that is encountered as nurses strive to achieve patient satisfaction goals while delivering quality care. How a nurse perceives support may impact work stress levels and how they deal with conflict. A correlational design examined the relationship between supportive work environment, and conflict management style and work stress in a sample of 222 ED nurses using the expanded nurse work stress scale; the survey of perceived organisational support; and the Rahim organisational conflict inventory-II. Twenty seven percent of nurses reported elevated levels of work stress. A supportive work environment and avoidant conflict management style were significant predictors of work stress. Findings suggest that ED nurses' perception of a supportive work environment and their approach to resolving conflict may be related to their experience of work stress. Providing opportunities for ED nurses in skills training in constructive conflict resolution may help to reduce work stress and to improve the quality of patient care. © 2015 John Wiley & Sons Ltd.

The Effect of Work-family Balance Policy on Childbirth and Women's Work

OpenAIRE

Mizuochi, Masaaki

2012-01-01

This study examines the effect of Japan's 2005 work-family legislation?the Act on Advancement of Measures to Support Raising Next-Generation Children? on childbirth and women's job continuity. This Act requires firms to support their employees in bearing and rearing children. In particular, it helps working women to continue their careers, thereby reducing the opportunity cost of having children and boosting childbirth. Although the Act requires large firms to support their employees in this ...

Enhanced Co-Worker Social Support in Isolated Work Groups and Its Mitigating Role on the Work-Family Conflict-Depression Loss Spiral

Directory of Open Access Journals (Sweden)

Wesley P. McTernan

2016-03-01

Full Text Available This paper examines a loss spiral model (i.e., reciprocal relationships between work-family conflict and depression, moderated by co-worker support. We expected that the moderation effect due to co-worker support would be evident among those working in isolation (i.e., mining workers due to a greater level of intragroup attraction and saliency attributable to the proximity effects. We used a two wave panel study and data from a random population sample of Australian employees (n = 2793, [n = 112 mining, n = 2681 non-mining]. Using structural equation modelling we tested the reciprocal three way interaction effects. In line with our theory, co-worker support buffered the reciprocal relationship between WFC and depression, showing a protective effect in both pathways. These moderation effects were found in the mining industry only suggesting a proximity component moderates the social support buffer hypothesis (i.e., a three way interaction effect. The present paper integrates previous theoretical perspectives of stress and support, and provides insight into the changing dynamics of workplace relationships.

Enhanced Co-Worker Social Support in Isolated Work Groups and Its Mitigating Role on the Work-Family Conflict-Depression Loss Spiral.

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McTernan, Wesley P; Dollard, Maureen F; Tuckey, Michelle R; Vandenberg, Robert J

2016-03-29

This paper examines a loss spiral model (i.e., reciprocal relationships) between work-family conflict and depression, moderated by co-worker support. We expected that the moderation effect due to co-worker support would be evident among those working in isolation (i.e., mining workers) due to a greater level of intragroup attraction and saliency attributable to the proximity effects. We used a two wave panel study and data from a random population sample of Australian employees (n = 2793, [n = 112 mining, n = 2681 non-mining]). Using structural equation modelling we tested the reciprocal three way interaction effects. In line with our theory, co-worker support buffered the reciprocal relationship between WFC and depression, showing a protective effect in both pathways. These moderation effects were found in the mining industry only suggesting a proximity component moderates the social support buffer hypothesis (i.e., a three way interaction effect). The present paper integrates previous theoretical perspectives of stress and support, and provides insight into the changing dynamics of workplace relationships.

Effects of work burden, job strain and support on depressive symptoms and burnout among Japanese physicians

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Yasuaki Saijo

2014-12-01

Full Text Available Objectives: Days off, on call, night duty, working hours and job stress can affect physicians’ mental health, and support from supervisors and co-workers may have a buffering effect. This study elucidates whether job strain and job factors affect physicians’ mental health, and whether support from supervisors and co-workers has a protective effect on their mental health. Material and Methods: The subjects included 494 physicians. The Brief Job Stress Questionnaire (BJSQ was used to evaluate job demand, job control and support. High job strain was defined as a combination of high job demand and low job control. Depressive symptoms were assessed using the Patient Health Questionnaire-9. The Maslach Burnout Inventory- General Survey was used to evaluate burnout. Possible confounder adjusted logistic regression analyses were performed to obtain odds ratios for depressive symptoms and burnout. Results: As per the analysis, high job strain had significantly higher odds ratios, and support from co-workers had significant protective odds ratios for depressive symptoms. High job strain and having only 2–4 days off per month (compared to > 8 days off per month had significantly higher odds ratios, and support from co-workers had significant protective odds ratios for burnout. Conclusions: High job strain was related to depressive symptoms and burnout, and support from co-workers had a buffering effect on depressive symptoms and burnout. An inadequate number of days off was related to burnout. Assessment of job strain may be a good tool to measure physicians’ mental health, and a sufficient number of days off may be needed to prevent burnout.

Workplace rehabilitation and supportive conditions at work: a prospective study.

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Ahlstrom, Linda; Hagberg, Mats; Dellve, Lotta

2013-06-01

To investigate the impact of rehabilitation measures on work ability and return to work (RTW), specifically the association between workplace rehabilitation/supportive conditions at work and work ability and RTW over time, among women on long-term sick leave. Questionnaire data were collected (baseline, 6 and 12 months) from a cohort of women (n = 324). Linear mixed models were used for longitudinal analysis of the repeated measurements of work ability index (WAI), work ability score and working degree. These analyses were performed with different models; the explanatory variables for each model were workplace rehabilitation, supportive conditions at work and time. The individuals provided with workplace rehabilitation and supportive conditions (e.g. influence at work, possibilities for development, degree of freedom at work, meaning of work, quality of leadership, social support, sense of community and work satisfaction) had significantly increased WAI and work ability score over time. These individuals scored higher work ability compared to those individuals having workplace rehabilitation without supportive conditions, or neither. Additionally, among the individuals provided with workplace rehabilitation and supportive conditions, working degree increased significantly more over time compared to those individuals with no workplace rehabilitation and no supportive conditions. The results highlight the importance of integrating workplace rehabilitation with supportive conditions at work in order to increase work ability and improve the RTW process for women on long-term sick leave.

Work accommodations and natural supports for maintaining employment.

Science.gov (United States)

Corbière, Marc; Villotti, Patrizia; Lecomte, Tania; Bond, Gary R; Lesage, Alain; Goldner, Elliot M

2014-06-01

Job tenure for people with severe mental disorders, even for those enrolled in supported employment programs, is typically brief. Few studies to date have investigated the relationship between accommodations and natural supports available in the workplace, and job tenure for this population. The main objectives of this study were to develop and to validate a new measure to describe work accommodations and natural supports available in the workplace and to determine which of them are significantly related to job tenure for participants enrolled in supported employment services. In total, 124 people with a severe mental disorder enrolled in supported employment programs and who obtained only one competitive employment at the 9-month follow-up answered the Work Accommodation and Natural Support Scale (WANSS). They also provided information regarding their disclosure (or non-) of mental disorders in the workplace and the length of their job tenure. Confirmatory factor analysis conducted on the WANSS showed 40 items distributed on 6 dimensions (e.g., Schedule flexibility). Correlation results showed that disclosure was significantly related to the number of work accommodations and natural supports available in the workplace. Survival analyses indicated that one WANSS dimension was more salient in predicting job tenure: Supervisor and coworker supports. The WANSS is a valid and useful tool to assess work accommodations and natural supports available in the workplace that employment specialists could use in their practice.

Adverse Childhood Experiences, Support, and the Perception of Ability to Work in Adults with Disability.

Science.gov (United States)

Schüssler-Fiorenza Rose, Sophia Miryam; Eslinger, Jessica G; Zimmerman, Lindsey; Scaccia, Jamie; Lai, Betty S; Lewis, Catrin; Alisic, Eva

2016-01-01

To examine the impact of adverse childhood experiences (ACEs) and support on self-reported work inability of adults reporting disability. Adults (ages 18-64) who participated in the Behavioral Risk Factor Surveillance System in 2009 or 2010 and who reported having a disability (n = 13,009). The study used a retrospective cohort design with work inability as the main outcome. ACE categories included abuse (sexual, physical, emotional) and family dysfunction (domestic violence, incarceration, mental illness, substance abuse, divorce). Support included functional (perceived emotional/social support) and structural (living with another adult) support. Logistic regression was used to adjust for potential confounders (age, sex and race) and to evaluate whether there was an independent effect of ACEs on work inability after adding other important predictors (support, education, health) to the model. ACEs were highly prevalent with almost 75% of the sample reporting at least one ACE category and over 25% having a high ACE burden (4 or more categories). ACEs were strongly associated with functional support. Participants experiencing a high ACE burden had a higher adjusted odds ratio (OR) [95% confidence interval] of 1.9 [1.5-2.4] of work inability (reference: zero ACEs). Good functional support (adjusted OR 0.52 [0.42-0.63]) and structural support (adjusted OR 0.48 [0.41-0.56]) were protective against work inability. After adding education and health to the model, ACEs no longer appeared to have an independent effect. Structural support remained highly protective, but functional support only appeared to be protective in those with good physical health. ACEs are highly prevalent in working-age US adults with a disability, particularly young adults. ACEs are associated with decreased support, lower educational attainment and worse adult health. Health care providers are encouraged to screen for ACEs. Addressing the effects of ACEs on health and support, in addition to

Adverse Childhood Experiences, Support, and the Perception of Ability to Work in Adults with Disability.

Directory of Open Access Journals (Sweden)

Sophia Miryam Schüssler-Fiorenza Rose

Full Text Available To examine the impact of adverse childhood experiences (ACEs and support on self-reported work inability of adults reporting disability.Adults (ages 18-64 who participated in the Behavioral Risk Factor Surveillance System in 2009 or 2010 and who reported having a disability (n = 13,009.The study used a retrospective cohort design with work inability as the main outcome. ACE categories included abuse (sexual, physical, emotional and family dysfunction (domestic violence, incarceration, mental illness, substance abuse, divorce. Support included functional (perceived emotional/social support and structural (living with another adult support. Logistic regression was used to adjust for potential confounders (age, sex and race and to evaluate whether there was an independent effect of ACEs on work inability after adding other important predictors (support, education, health to the model.ACEs were highly prevalent with almost 75% of the sample reporting at least one ACE category and over 25% having a high ACE burden (4 or more categories. ACEs were strongly associated with functional support. Participants experiencing a high ACE burden had a higher adjusted odds ratio (OR [95% confidence interval] of 1.9 [1.5-2.4] of work inability (reference: zero ACEs. Good functional support (adjusted OR 0.52 [0.42-0.63] and structural support (adjusted OR 0.48 [0.41-0.56] were protective against work inability. After adding education and health to the model, ACEs no longer appeared to have an independent effect. Structural support remained highly protective, but functional support only appeared to be protective in those with good physical health.ACEs are highly prevalent in working-age US adults with a disability, particularly young adults. ACEs are associated with decreased support, lower educational attainment and worse adult health. Health care providers are encouraged to screen for ACEs. Addressing the effects of ACEs on health and support, in addition to

The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

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Didem Rodoplu Şahin

2014-03-01

Full Text Available The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

Design of a multicentre randomized controlled trial to evaluate the effectiveness of a tailored clinical support intervention to enhance return to work for gastrointestinal cancer patients.

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Zaman, AnneClaire G N M; Tytgat, Kristien M A J; Klinkenbijl, Jean H G; Frings-Dresen, Monique H W; de Boer, Angela G E M

2016-05-10

Gastrointestinal (GI) cancer is frequently diagnosed in people of working age, and many GI cancer patients experience work-related problems. Although these patients often experience difficulties returning to work, supportive work-related interventions are lacking. We have therefore developed a tailored work-related support intervention for GI cancer patients, and we aim to evaluate its cost-effectiveness compared with the usual care provided. If this intervention proves effective, it can be implemented in practice to support GI cancer patients after diagnosis and to help them return to work. We designed a multicentre randomized controlled trial with a follow-up of twelve months. The study population (N = 310) will include individuals aged 18-63 years diagnosed with a primary GI cancer and employed at the time of diagnosis. The participants will be randomized to the intervention or to usual care. 'Usual care' is defined as psychosocial care in which work-related issues are not discussed. The intervention group will receive tailored work-related support consisting of three face-to-face meetings of approximately 30 min each. Based on the severity of their work-related problems, the intervention group will be divided into groups receiving three types of support (A, B or C). A different supportive healthcare professional will be available for each group: an oncological nurse (A), an oncological occupational physician (B) and a multidisciplinary team (C) that includes an oncological nurse, oncological occupational physician and treating oncologist/physician. The primary outcome measure is return to work (RTW), defined as the time to a partial or full RTW. The secondary outcomes are work ability, work limitations, quality of life, and direct and indirect costs. The hypothesis is that tailored work-related support for GI cancer patients is more effective than usual care in terms of the RTW. The intervention is innovative in that it combines oncological and

Relationships between work outcomes, work attitudes and work environments of health support workers in Ontario long-term care and home and community care settings.

Science.gov (United States)

Berta, Whitney; Laporte, Audrey; Perreira, Tyrone; Ginsburg, Liane; Dass, Adrian Rohit; Deber, Raisa; Baumann, Andrea; Cranley, Lisa; Bourgeault, Ivy; Lum, Janet; Gamble, Brenda; Pilkington, Kathryn; Haroun, Vinita; Neves, Paula

2018-03-22

Our overarching study objective is to further our understanding of the work psychology of Health Support Workers (HSWs) in long-term care and home and community care settings in Ontario, Canada. Specifically, we seek novel insights about the relationships among aspects of these workers' work environments, their work attitudes, and work outcomes in the interests of informing the development of human resource programs to enhance elder care. We conducted a path analysis of data collected via a survey administered to a convenience sample of Ontario HSWs engaged in the delivery of elder care over July-August 2015. HSWs' work outcomes, including intent to stay, organizational citizenship behaviors, and performance, are directly and significantly related to their work attitudes, including job satisfaction, work engagement, and affective organizational commitment. These in turn are related to how HSWs perceive their work environments including their quality of work life (QWL), their perceptions of supervisor support, and their perceptions of workplace safety. HSWs' work environments are within the power of managers to modify. Our analysis suggests that QWL, perceptions of supervisor support, and perceptions of workplace safety present particularly promising means by which to influence HSWs' work attitudes and work outcomes. Furthermore, even modest changes to some aspects of the work environment stand to precipitate a cascade of positive effects on work outcomes through work attitudes.

Work adjustment of cancer survivors: An organisational support framework

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Loraine Clur

2017-11-01

Full Text Available Orientation: Medical advancements increase incidents of cancer survivors returning to work. Work adjustment of cancer survivors is essential for job satisfaction and productivity and should be supported and facilitated by the organisation. Research purpose: The purpose of the study was to explore cancer survivors’ return to work experience in order to explicate organisational support needed to facilitate their successful work adjustment. Motivation for the study: Despite the growing awareness of cancer survivorship, the challenges, expectations and management of the return to work process remain under researched. Research approach, design and method: Heidegger’s hermeneutic phenomenology formed the methodological foundation to the study. Purposive sampling was used to select eight participants from an oncology unit and cancer support organisation in the Southern Cape and Little Karoo regions. Participants, diagnosed with various types of cancer, were regarded as cancer survivors as they completed treatment and have returned to work. Data were collected using unstructured interviews and analysed through thematic analysis based on Ricoeur’s hermeneutic phenomenological theory of interpretation. Main findings: Results highlight four themes representing cancer survivors’ needs for organisational support. The support needs are presented in the context of the theory of work adjustment in a hierarchical schema that evolves from a basic need for emotion-focussed support to the need for knowledge and for practical guidance. Support needs culminate in the need for self-actualisation through meaning-making. An organisational support framework is proposed consisting of four integrated functions aimed at addressing the needs that emerged from the data. Practical and managerial implications: The organisational support framework provides guidance to develop an organisational policy and intervention strategy aimed at managing the successful work

Facilitating Support Groups for Professionals Working with People with AIDS.

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Grossman, Arnold H.; Silverstein, Charles

1993-01-01

Describes support groups for health care professionals who work with people with human immunodeficiency virus (HIV) or Acquired Immune Deficiency Syndrome (AIDS) and who are experiencing burnout from excessive demands on their energy, strength, and resources. Discusses group administration, effective intervention techniques, and issues of health…

Using Cognitive Work Analysis to fit decision support tools to nurse managers' work flow.

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Effken, Judith A; Brewer, Barbara B; Logue, Melanie D; Gephart, Sheila M; Verran, Joyce A

2011-10-01

To better understand the environmental constraints on nurse managers that impact their need for and use of decision support tools, we conducted a Cognitive Work Analysis (CWA). A complete CWA includes system analyses at five levels: work domain, decision-making procedures, decision-making strategies, social organization/collaboration, and worker skill level. Here we describe the results of the Work Domain Analysis (WDA) portion in detail then integrate the WDA with other portions of the CWA, reported previously, to generate a more complete picture of the nurse manager's work domain. Data for the WDA were obtained from semi-structured interviews with nurse managers, division directors, CNOs, and other managers (n = 20) on 10 patient care units in three Arizona hospitals. The WDA described the nurse manager's environment in terms of the constraints it imposes on the nurse manager's ability to achieve targeted outcomes through organizational goals and priorities, functions, processes, as well as work objects and resources (e.g., people, equipment, technology, and data). Constraints were identified and summarized through qualitative thematic analysis. The results highlight the competing priorities, and external and internal constraints that today's nurse managers must satisfy as they try to improve quality and safety outcomes on their units. Nurse managers receive a great deal of data, much in electronic format. Although dashboards were perceived as helpful because they integrated some data elements, no decision support tools were available to help nurse managers with planning or answering "what if" questions. The results suggest both the need for additional decision support to manage the growing complexity of the environment, and the constraints the environment places on the design of that technology if it is to be effective. Limitations of the study include the small homogeneous sample and the reliance on interview data targeting safety and quality. Copyright © 2011

Women-friendly Support Services and Work Performance: The Role ...

African Journals Online (AJOL)

The study titled 'Women-friendly Support Services (WFFS) and Work Performance: The role of Marital Status', investigated the role of marital status in the work performance of female employees who are beneficiaries of Women friendly Support Services in work organizations. The study's participants consisted of a total of ...

Brain-computer interface supported collaborative work: Implications for rehabilitation.

Science.gov (United States)

Nam, C S; Lee, J; Bahn, S

2013-01-01

Working together and collaborating in a group can provide greater benefits for people with severe motor disability. However, it is still not clear how collaboration should be supported by BCI systems. The present study explored BCI-supported collaborative work by investigating differences in performance and brain activity between when a pair of users performs a task jointly with each other and when they do alone only through means of their brain activity. We found differences in performance and brain activity between different work conditions. The results of this research should provide fundamental knowledge of BCI-supported cooperative work.

Breastfeeding Support in the Workplace: The Relationships Among Breastfeeding Support, Work-Life Balance, and Job Satisfaction.

Science.gov (United States)

Jantzer, Amanda M; Anderson, Jenn; Kuehl, Rebecca A

2018-05-01

Women are increasingly faced with decisions about how to combine breastfeeding with work, but few researchers have directly measured how breastfeeding relates to the work-life interface. Research aim: The authors examined how perceptions of work enhancement of personal life and work interference with personal life were influenced by workplace breastfeeding support, including organizational, manager, and coworker support, as well as adequate time to express human milk. Then, we examined how workplace breastfeeding support predicted work-life variables and job satisfaction. Using a self-report, survey design, the authors analyzed online surveys from 87 women in a rural, community sample who indicated that they had pumped at work or anticipated needing to pump in the future. According to regression results, provision of workplace breastfeeding support, particularly providing adequate time for human milk expression, predicted work enhancement of personal life. Conversely, we found that as workplace support diminished, employees perceived greater work interference with personal life. Results of path analysis further suggested that providing time for expressing milk improved job satisfaction via a partially mediated relationship where work enhancement of personal life acted as a mediator. These results suggest that employers can enhance the lives of their breastfeeding employees both at work and at home by providing workplace breastfeeding support, especially through providing time for expressing human milk in the workplace.

Work engagement in cancer care: The power of co-worker and supervisor support.

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Poulsen, Michael G; Khan, Asaduzzaman; Poulsen, Emma E; Khan, Shanchita R; Poulsen, Anne A

2016-04-01

Co-worker and supervisor support can provide knowledge, advice and expertise which may improve motivation, confidence and skills. This exploratory study aimed to examine the association of co-worker and supervisor support, and other socio-demographic and practice variables with work engagement for cancer workers. The study surveyed 573 cancer workers in Queensland (response rate 56%). Study participants completed surveys containing demographics and psychosocial questionnaires measuring work engagement, co-worker and supervisor support. Of these respondents, a total of 553 responded to the items measuring work engagement and this forms the basis for the present analyses. Oncology nurses represented the largest professional group (37%) followed by radiation therapists (22%). About 54% of the workforce was aged >35 years and 81% were female. Multiple regression analysis was performed to identify explanatory variables independently associated with work engagement for cancer workers. After adjusting for the effects of other factors, co-worker and supervisor support were both significantly associated with work engagement. Having 16 years or more experience, being directly involved in patient care, having children and not being a shift worker were positively associated with work engagement. Annual absenteeism of six days or more was associated with low work engagement. The fitted model explained 23% of the total variability in work engagement. This study emphasises that health care managers need to promote co-worker and supervisor support in order to optimise work engagement with special attention to those who are not directly involved in patient care. Crown Copyright © 2015. Published by Elsevier Ltd. All rights reserved.

Work-related discrimination and change in self-stigma among people with mental illness during supported employment.

Science.gov (United States)

Rüsch, Nicolas; Nordt, Carlos; Kawohl, Wolfram; Brantschen, Elisabeth; Bärtsch, Bettina; Müller, Mario; Corrigan, Patrick W; Rössler, Wulf

2014-12-01

The relationship of work-related discrimination to the change in self-stigma and stigma stress was assessed among supported employment participants in Switzerland. Self-stigma and the cognitive appraisal of mental illness stigma as a stressor were measured at baseline among supported employment participants (N=116). These variables and work-related discrimination in the past year were assessed one year later (N=96). Compared with participants who did not find employment (N=30), those who worked without experiencing discrimination (N=25) had lower levels of self-stigma and stigma stress at one year. Among those who worked and reported work-related discrimination (N=38), these measures did not decrease significantly. Experiencing discrimination at work may determine whether employment has positive effects in terms of self-stigma and stigma stress among individuals with mental illness. Interventions to reduce discrimination in work settings and to improve coping resources of these individuals could augment the positive effects of supported employment.

The importance of autonomy support and the mediating role of work motivation for well-being: testing self-determination theory in a Chinese work organisation.

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Nie, Youyan; Chua, Bee Leng; Yeung, Alexander Seeshing; Ryan, Richard M; Chan, Wai Yen

2015-08-01

We examine relations between perceived organisational autonomy support and different types of work motivation and well-being outcomes in 266 teachers from two government schools in China. We hypothesised that greater autonomy support would be associated with more autonomous forms of employee motivation, and that teacher motivation would in turn mediate the effects of autonomy support on indicators of work well-being (i.e., job satisfaction, work stress and physical ill symptoms). Results generally supported the hypothesised relations between perceived autonomy support and SDT's five types of motivations. Findings also showed that perceived autonomy support predicted job satisfaction directly and indirectly through the mediating roles of intrinsic motivation, identified regulation, introjected regulation and external regulation. Perceived autonomy support predicted work stress directly and indirectly through the mediating roles of external regulation and amotivation. Autonomy support also predicted illness symptoms via the mediating roles of intrinsic motivation, introjected regulation and amotivation. The current findings highlight how perceived organisational support for autonomy relates to motivational differences in a Chinese work context, and the potential relevance of autonomy support for employee well-being. © 2014 International Union of Psychological Science.

Who benefits from family support? Work schedule and family differences.

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Jennings, Kristen S; Sinclair, Robert R; Mohr, Cynthia D

2016-01-01

Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work-family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. (c) 2016 APA, all rights reserved).

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship between Family-Friendly Workplace Supports and Job Satisfaction

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Sahibzada, Khatera; Hammer, Leslie B.; Neal, Margaret B.; Kuang, Daniel C.

2005-01-01

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute's 1997 archival…

Promoting recovery through peer support: possibilities for social work practice.

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Loumpa, Vasiliki

2012-01-01

The Recovery Approach has been adopted by mental health services worldwide and peer support constitutes one of the main elements of recovery-based services. This article discusses the relevancy of recovery and peer support to mental health social work practice through an exploration of social work ethics and values. Furthermore, it provides an exploration of how peer support can be maximized in groupwork to assist the social work clinician to promote recovery and well-being. More specifically, this article discusses how the narrative therapy concepts of "retelling" and "witnessing" can be used in the context of peer support to promote recovery, and also how social constructionist, dialogical, and systemic therapy approaches can assist the social work practitioner to enhance peer support in recovery oriented groupwork. Copyright © Taylor & Francis Group, LLC

Working and learning with electronic performance support systems: An effectiveness study

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Bastiaens, T.J.; Nijhof, W.J.; Streumer, Jan; Abma, Harmen J.

1997-01-01

In this study the effectiveness of electronic performance support systems (EPSS) is reported. Some of the expected advantages of EPSS, such as an increase in productivity and improved learning are evaluated with insurance agents using laptop computers. Theoretical statements, research design and

Process Support for Cooperative Work on the World Wide Web

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Sikkel, Nicolaas; Neumann, Olaf; Sachweh, Sabine

The World Wide Web is becoming a dominating factor in information technology. Consequently, computer supported cooperative work on the Web has recently drawn a lot of attention. Process Support for Cooperative Work (PSCW) is a Web based system supporting both structured and unstructured forms of

Working with NASA's OSS E/PO Support Network

Science.gov (United States)

Miner, E. D.; Lowes, L. L.

2001-11-01

With greater and greater emphasis on the inclusion of a public engagement component in all government-supported research funding, many members of the DPS are finding it difficult to find sufficient time and funding to develop a wide-reaching and effective E/PO program. NASA's Office of Space Science, over the last five years, has built a Support Network to assist its funded scientists to establish partnerships with local and/or national science formal or informal education organizations, who are anxious to connect with and use the expertise of space scientists. The OSS Support Network consists of four theme-based 'Forums,' including the Solar System Exploration (SSE) Forum, specifically designed for working with planetary scientists, and seven regional 'Brokers-Facilitators' who are more familiar with partnership and other potential avenues for involvement by scientists. The services provided by the Support Network are free to both the scientists and their potential partners and is not limited to NASA-funded scientists. In addition to its assistance to space scientists, the Support Network is involved in a number of other overarching efforts, including support of a Solar System Ambassador Program, a Solar System Educator Program, Space Place (web and e-mail science products for libraries and small planetariums and museums), an on-line Space Science Resource Directory, annual reports of Space Science E/PO activity, identifying and filling in 'holes' and 'over-populations' in a solar system E/PO product matrix of grade level versus product versus content, research on product effectiveness, and scientific and educational evaluation of space science products. Forum and Broker-Facilitator contact information is available at http://spacescience.nasa.gov/education/resources/ecosystem/index.htm. Handouts with additional information will be available at the meeting.

Basic support for cooperative work on the World Wide Web

NARCIS (Netherlands)

Bentley, R.; Appelt, W.; Busbach, U.; Hinrichs, E.; Kerr, D.; Sikkel, Nicolaas; Trevor, J.; Woetzel, G.

The emergence and widespread adoption of the World Wide Web offers a great deal of potential in supporting cross-platform cooperative work within widely dispersed working groups. The Basic Support for Cooperative Work (BSCW) project at GMD is attempting to realize this potential through development

Work, Family and Community Support as Predictors of Work-Family Conflict: A Study of Low-Income Workers

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Griggs, Tracy Lambert; Casper, Wendy J.; Eby, Lillian T.

2013-01-01

This study examines relationships between support from work, family and community domains with time- and strain-based work-family conflict in a sample of low-income workers. Results reveal significant within-domain and cross-domain relationships between support from all three life domains with work--family conflict. With respect to family support,…

Predictors of Spousal Support for the Work Commitments of Husbands.

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Pittman, Joe F.; Orthner, Dennis K.

1988-01-01

Examined antecedents of spousal support of husbands' work commitment from perspective of wives. Found spousal support influenced directly only by satisfaction with quality of life made possible by local work organization and length of involvement with organization. Marital and social adjustment, and perceptions of husband's work environment…

Ergonomic solutions to support forced static positions at work

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Suszyński Marcin

2017-01-01

Full Text Available The article analyzes the available ergonomic constructions used for the support of the musculoskeletal system during static, prolonged work performed in forced positions. Possible evaluation methods are presented as well as ergonomic considerations of work performed in inclined positions, where there is no possibility of influencing the working plane. As a result of the presented work, a set of criteria has been proposed and the requirements for methods which can be used to evaluate the technical constructions supporting the worker during tasks performed in forced and static positions.

Effects of Social Support on Professors' Work Stress

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Moeller, Christin; Chung-Yan, Greg A.

2013-01-01

Purpose: The purpose of this paper is to examine how various types of workplace social support from different support sources interact with occupational stressors to predict the psychological well-being of university professors. Design/method/approach: A total of 99 full-time professors participated via an online or paper questionnaire. Findings:…

Effects of work-family-school role conflicts and role-related social support on burnout in Registered Nurses: a structural equation modelling approach.

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Goong, Hwasoo; Xu, Lijuan; Li, Chun-Yu

2016-11-01

To examine the effects of work-family-school role conflicts and role-related social support (RRSS) on burnout of nurses pursuing an advanced degree. A predictive correlational cross-sectional study design was used. Nurses were found to be a high-risk group for burnout, even more so among nurses pursuing an advanced degree. When nurses with a professional career marry and decide to become students, inter-role conflicts and burnout are possible outcomes of the resulting multiple roles. Using convenience sampling, data were collected from October 2011-May 2012. A questionnaire about work-family-school role conflicts, RRSS, burnout and general information was completed by 286 nurses pursuing an advanced degree at 12 hospitals in Korea. Data were analysed using SPSS and structural equation modelling with the Analysis of Moment Structures program. The proposed model provided a good fit to the obtained data. Work-family-school role conflicts and social support exerted significant effects on burnout. Role-related social support was found to play a partial mediating role between work-family-school role conflicts and burnout. The findings of this study imply that RRSS significantly directly and indirectly influences burnout among the nurses pursuing an advanced degree. It is necessary for nursing managers to consider implementing family- and school-friendly policies (e.g. flexible work schedules) to help nurses to manage their multiple roles and thereby decrease their burnout rate. © 2016 John Wiley & Sons Ltd.

The Role of Identity and Work-Family Support in Work-Family Enrichment and Its Work-Related Consequences

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Wayne, Julie Holliday; Randel, Amy E.; Stevens, Jaclyn

2006-01-01

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and…

Reducing Work-Family Conflict through Different Sources of Social Support

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van Daalen, Geertje; Willemsen, Tineke M.; Sanders, Karin

2006-01-01

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were…

When Family-Supportive Supervision Matters: Relations between Multiple Sources of Support and Work-Family Balance

Science.gov (United States)

Greenhaus, Jeffrey H.; Ziegert, Jonathan C.; Allen, Tammy D.

2012-01-01

This study examines the mechanisms by which family-supportive supervision is related to employee work-family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family…

Space for Teaching Support and Innovation: Three Years of Collaborative Work

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Hansen, Gisela R.; Lalanza, Jaume F.; Sibilla, Ivan; Muñoz, Juan

2014-01-01

The teaching assistants in the School of Psychology at the Autonomous University of Barcelona are a group of students who provide support to the teaching staff. After three years, collaborative work has proven to be an effective method for the execution of the teaching assistants' responsibilities. The results of two satisfaction surveys, one…

Effective Administrative Support for Able Teachers.

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Willing, Delight C.

1979-01-01

The continuing education administrator should provide support that will enable teachers to perform effectively. By using Herzberg's motivation-hygiene theory as a framework, the administrator can develop a positive working environment and seek ways of providing motivation to the teacher. (SK)

Use of information and communication technologies to support effective work practice innovation in the health sector: a multi-site study

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Georgiou Andrew

2009-11-01

Full Text Available Abstract Background Widespread adoption of information and communication technologies (ICT is a key strategy to meet the challenges facing health systems internationally of increasing demands, rising costs, limited resources and workforce shortages. Despite the rapid increase in ICT investment, uptake and acceptance has been slow and the benefits fewer than expected. Absent from the research literature has been a multi-site investigation of how ICT can support and drive innovative work practice. This Australian-based project will assess the factors that allow health service organisations to harness ICT, and the extent to which such systems drive the creation of new sustainable models of service delivery which increase capacity and provide rapid, safe, effective, affordable and sustainable health care. Design A multi-method approach will measure current ICT impact on workforce practices and develop and test new models of ICT use which support innovations in work practice. The research will focus on three large-scale commercial ICT systems being adopted in Australia and other countries: computerised ordering systems, ambulatory electronic medical record systems, and emergency medicine information systems. We will measure and analyse each system's role in supporting five key attributes of work practice innovation: changes in professionals' roles and responsibilities; integration of best practice into routine care; safe care practices; team-based care delivery; and active involvement of consumers in care. Discussion A socio-technical approach to the use of ICT will be adopted to examine and interpret the workforce and organisational complexities of the health sector. The project will also focus on ICT as a potentially disruptive innovation that challenges the way in which health care is delivered and consequently leads some health professionals to view it as a threat to traditional roles and responsibilities and a risk to existing models of care

Use of information and communication technologies to support effective work practice innovation in the health sector: a multi-site study.

Science.gov (United States)

Westbrook, Johanna I; Braithwaite, Jeffrey; Gibson, Kathryn; Paoloni, Richard; Callen, Joanne; Georgiou, Andrew; Creswick, Nerida; Robertson, Louise

2009-11-08

Widespread adoption of information and communication technologies (ICT) is a key strategy to meet the challenges facing health systems internationally of increasing demands, rising costs, limited resources and workforce shortages. Despite the rapid increase in ICT investment, uptake and acceptance has been slow and the benefits fewer than expected. Absent from the research literature has been a multi-site investigation of how ICT can support and drive innovative work practice. This Australian-based project will assess the factors that allow health service organisations to harness ICT, and the extent to which such systems drive the creation of new sustainable models of service delivery which increase capacity and provide rapid, safe, effective, affordable and sustainable health care. A multi-method approach will measure current ICT impact on workforce practices and develop and test new models of ICT use which support innovations in work practice. The research will focus on three large-scale commercial ICT systems being adopted in Australia and other countries: computerised ordering systems, ambulatory electronic medical record systems, and emergency medicine information systems. We will measure and analyse each system's role in supporting five key attributes of work practice innovation: changes in professionals' roles and responsibilities; integration of best practice into routine care; safe care practices; team-based care delivery; and active involvement of consumers in care. A socio-technical approach to the use of ICT will be adopted to examine and interpret the workforce and organisational complexities of the health sector. The project will also focus on ICT as a potentially disruptive innovation that challenges the way in which health care is delivered and consequently leads some health professionals to view it as a threat to traditional roles and responsibilities and a risk to existing models of care delivery. Such views have stifled debate as well as wider

Development of decommissioning engineering support system for fugen. Development of support system during actual dismantlement works

International Nuclear Information System (INIS)

Masanori Izumi; Yukihiro Iguchi; Yoshiki Kannehira

2005-01-01

The Advanced Thermal Reactor, Fugen Nuclear Power Station was permanently shut down in March 2003, and is now preparing for decommissioning. We have been developing Decommissioning Engineering Support System (DEXUS) aimed at planning optimal dismantlement process and carrying out dismantlement work safely and precisely. DEXUS consists of 'decommissioning planning support system' and 'dismantling support system'. The dismantling support system is developed aiming at using during actual dismantling work. It consists of three subsystems such as 'Worksite Visualization System', 'Dismantling Data Collection System' and 'Generated Waste Management System'. 'Worksite Visualization System' is a support system designed to provide the necessary information to workers during actual dismantlement works. And this system adopts AR (Augmented Reality) technology, overlapping calculation information into real world. 'Dismantling Data Collection System' is to collect necessary data for improving accuracy of decommissioning planning by evaluating work content and worker equipage, work time for dismantlement works. 'Generated Waste Management system' is a system recording necessary information by attaching the barcode to dismantled wastes or the containers. We can get the information of generated waste by recording generation place, generated time, treatment method and the contents. These subsystems enable to carry out reasonable and safe decommissioning of Fugen. In addition, we expect that those systems will be used for decommissioning of other nuclear facilities in the future. (authors)

WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

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Meera Komarraju

2006-01-01

Full Text Available As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results from stepwise regression analyses showed that across all employees, work-family conflict was the most significant predictor of work satisfaction. More specifically, for male employees, spousal support was the most important predictor of work satisfaction followed by work-family conflict. Interestingly, for female employees, work-family conflict was the most significant predictor followed by organizational support. These results suggest that dual-career employees who find family responsibilities intruding into their work activities are likely to experience lesser work satisfaction. Dual-career employees receiving support and encouragement from a spouse or from the employing organization are more likely to experience increased work satisfaction.

Do TRPC channels support working memory? Comparing modulations of TRPC channels and working memory through G-protein coupled receptors and neuromodulators.

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Reboreda, Antonio; Theissen, Frederik M; Valero-Aracama, Maria J; Arboit, Alberto; Corbu, Mihaela A; Yoshida, Motoharu

2018-03-01

Working memory is a crucial ability we use in daily life. However, the cellular mechanisms supporting working memory still remain largely unclear. A key component of working memory is persistent neural firing which is believed to serve short-term (hundreds of milliseconds up to tens of seconds) maintenance of necessary information. In this review, we will focus on the role of transient receptor potential canonical (TRPC) channels as a mechanism underlying persistent firing. Many years of in vitro work have been suggesting a crucial role of TRPC channels in working memory and temporal association tasks. If TRPC channels are indeed a central mechanism for working memory, manipulations which impair or facilitate working memory should have a similar effect on TRPC channel modulation. However, modulations of working memory and TRPC channels were never systematically compared, and it remains unanswered whether TRPC channels indeed contribute to working memory in vivo or not. In this article, we review the effects of G-protein coupled receptors (GPCR) and neuromodulators, including acetylcholine, noradrenalin, serotonin and dopamine, on working memory and TRPC channels. Based on comparisons, we argue that GPCR and downstream signaling pathways that activate TRPC, generally support working memory, while those that suppress TRPC channels impair it. However, depending on the channel types, areas, and systems tested, this is not the case in all studies. Further work to clarify involvement of specific TRPC channels in working memory tasks and how they are affected by neuromodulators is still necessary in the future. Copyright © 2018 Elsevier B.V. All rights reserved.

Effectiveness of a Hospital-Based Work Support Intervention for Female Cancer Patients – A Multi-Centre Randomised Controlled Trial

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Tamminga, Sietske J.; Verbeek, Jos H. A. M.; Bos, Monique M. E. M.; Fons, Guus; Kitzen, Jos J. E. M.; Plaisier, Peter W.; Frings-Dresen, Monique H. W.; de Boer, Angela G. E. M.

2013-01-01

Objective One key aspect of cancer survivorship is return-to-work. Unfortunately, many cancer survivors face problems upon their return-to-work. For that reason, we developed a hospital-based work support intervention aimed at enhancing return-to-work. We studied effectiveness of the intervention compared to usual care for female cancer patients in a multi-centre randomised controlled trial. Methods Breast and gynaecological cancer patients who were treated with curative intent and had paid work were randomised to the intervention group (n = 65) or control group (n = 68). The intervention involved patient education and support at the hospital and improvement of communication between treating and occupational physicians. In addition, we asked patient's occupational physician to organise a meeting with the patient and the supervisor to make a concrete gradual return-to-work plan. Outcomes at 12 months of follow-up included rate and time until return-to-work (full or partial), quality of life, work ability, work functioning, and lost productivity costs. Time until return-to-work was analyzed with Kaplan-Meier survival analysis. Results Return-to-work rates were 86% and 83% (p = 0.6) for the intervention group and control group when excluding 8 patients who died or with a life expectancy of months at follow-up. Median time from initial sick leave to partial return-to-work was 194 days (range 14–435) versus 192 days (range 82–465) (p = 0.90) with a hazard ratio of 1.03 (95% CI 0.64–1.6). Quality of life and work ability improved statistically over time but did not differ statistically between groups. Work functioning and costs did not differ statistically between groups. Conclusion The intervention was easily implemented into usual psycho-oncological care and showed high return-to-work rates. We failed to show any differences between groups on return-to-work outcomes and quality of life scores. Further research is needed to study which aspects of

Resilience amid Academic Stress: The Moderating Impact of Social Support among Social Work Students

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Scott E. Wilks

2008-12-01

Full Text Available Purpose: The purpose of this study was to examine the relationship between academic stress and perceived resilience among social work students, and to identify social support as a protective factor of resilience on this relationship. A conceptual model of moderation was used to test the role of social support as protective. Methods: The sample consisted of 314 social work students (BSW=144; MSW=170 from three accredited schools/programs in the southern United States. Voluntary survey data were collected on demographics and constructs of academic stress, family support, friend support, and resilience. Hierarchical regression analysis was conducted to show the composite impact of demographic and model factors on the resilience outcome. Moderation was tested using a traditional regression series as guidelines of moderation with continuous variables. Path analyses illustrated main effects and moderation in the study’s conceptual model. Results: The sample reported moderate levels of academic stress and social support, and a fairly high level of resilience. Academic stress negatively related to social support and resilience. Social support positively influenced resilience. Academic stress accounted for the most variation in resilience scores. Friend support significantly moderated the negative relationship between academic stress and resilience. Conclusion: The current study demonstrated the likelihood that friend support plays a protective role with resilience amid an environment of academic stress. Implications for social work faculty and internship agency practitioners are discussed.

Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

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Nicolaas W.H. Smit

2016-08-01

Full Text Available Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa. Motivation for the study: The mining industry in general is often faced with hazardous and physically demanding working environments, where employees work under constant pressure. Work stressors, job insecurity, union support and job satisfaction are considered key variables when investigating effective means of managing safety. Research design, approach and method: A cross-sectional survey design was utilised to collect the data. A convenience sample of employees in the iron ore mining industry of South Africa (N = 260 were included. Structural equation modelling and bootstrapping resampling analysis were used to analyse the data. Main findings: Work stressors and job insecurity were found to be negatively associated with job satisfaction. Conversely, perceived union support was positively associated with job satisfaction and safety motivation and behaviour. Furthermore, job satisfaction mediated the relationship between union support and safety motivation and behaviour. Practical/managerial implications: Mining organisations can, by placing the focus on reducing work stressors, and promoting job security and union support, achieve higher levels of safety motivation and behaviour through job satisfaction. Contribution/value-add: A great deal of independent research on work stressors, job insecurity, union support, job satisfaction as well as safety motivation and behaviour has already been done. To date, very little empirical research exists that simultaneously considers all these constructs. This

Health and well-being at work: The key role of supervisor support.

Science.gov (United States)

Hämmig, Oliver

2017-12-01

This study aims to explore whether and in what way social support from different sources and domains makes an additional or different and independent contribution to various health and work-related outcomes. Cross-sectional data were used from an employee survey among the workforces of four service companies from different industries in Switzerland. The study sample covered 5,877 employees of working age. The lack of social support from a spouse, relatives, friends, direct supervisors, closest colleagues at work and other co-workers in case of problems at work and at home were assessed and studied individually and jointly as risk factors with respect to a total number of eight outcomes. Health-related outcomes covered poor self-rated health, musculoskeletal disorders, stress feelings and burnout symptoms. Work-related outcomes included feeling overwhelmed at work, difficulty with switching off after work, job dissatisfaction and intention to turnover. Social support from multiple sources in contrast to only individual sources in both life domains was found to be more frequent in women than in men and proved to be most protective and beneficial with regard to health and well-being at work. However, after mutual adjustment of all single sources of social support from both domains, a lack of supervisor support turned out to be the only or the strongest of the few remaining support measures and statistically significant risk factors for the studied outcomes throughout and by far. Being unable to count on the support of a direct supervisor in case of problems at work and even at home was shown to involve a substantially increased risk of poor health and work-related outcomes (aOR = up to 3.8). Multiple sources of social support, and particularly supervisor support, seem to be important resources of health and well-being at work and need to be considered as key factors in workplace health promotion.

Effects of Work-Related Stress on Work Ability Index among Iranian Workers.

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Gharibi, Vahid; Mokarami, Hamidreza; Taban, Abrahim; Yazdani Aval, Mohsen; Samimi, Kazem; Salesi, Mahmood

2016-03-01

Work Ability Index (WAI) is a well-known and valid self-report tool that has been widely used in various studies to identify and avoid early retirement and work-related disability. Nevertheless, very few studies have been carried out to evaluate work ability in Iran. We aimed to investigate the WAI and the effect of work-related stress on it among Iranian workers. A cross-sectional, descriptive and analytic study was carried out among 449 workers from five working sectors in three big cities of Iran. Work ability and work-related stress were measured using the Persian version of WAI and the Persian version of Health and Safety Executive Stress Indicator Tool. More than a third of the workers surveyed (34.70%) did not have an appropriate level of work ability (WAI work-related stress and the mean score of WAI. Furthermore, the variables of body mass index, sleep quality, exercise activity, job tenure, and three subscales of work-related stress including demands, supervisor support, and role were significant predictors of WAI. According to the results of this study, the interventional programs must be focused on improving supervisors support, eliminating ambiguity and conflicts in the role of workers in their job and organization, reducing job demands, improving sleep quality, and increasing exercise activity.

Toward a mediation model for nurses' well-being and psychological distress effects of quality of leadership and social support at work.

Science.gov (United States)

Van der Heijden, Beatrice I J M; Mulder, Regina H; König, Christoph; Anselmann, Veronika

2017-04-01

Given the lack of active nurses in industrialized countries throughout the world, in combination with demographic changes, it is of utmost importance to protect nurses' well-being and to prevent psychological distress, because of their strong association with premature occupational leave. The aim of this study was to investigate the effects of quality of leadership and social support at work on well-being and psychological distress of nurses and to determine whether nurses' overcommitment mediates the relationship between the abovementioned determinants and the outcomes. A cross-sectional survey design was used to gather our data. This study utilized part of the database of the Nurses' Early Exit Study. A total of 34,771 nurses (covering all nurse qualifications) working in hospitals, nursing homes, and home-care institutions in 8 European countries filled out a questionnaire (response rate = 51.4%). For all model variables (job satisfaction, satisfaction with salary, positive affectivity, personal burnout, negative affectivity, quality of leadership, social support from immediate supervisor, social support from near colleagues, and overcommitment), psychometrically sound, that is, valid and reliable measures were used. Outcomes from testing a structural equation mediation model indicated that, respectively, positive and negative influences of leadership quality and social support from supervisor and colleagues on nurses' well-being and psychological distress are partially mediated, that is, reduced, by nurses' overcommitment. Social work environment is highly important in relation to nurses' well-being and psychological distress.

Coping, social support, job satisfaction, and work/life imbalance / Mianda Smith

OpenAIRE

Smith, Mianda

2006-01-01

This mini dissertation focuses on the effects of coping on job satisfaction when job insecurity is being experienced by a group of managers in a South African mining company. The second part of the dissertation deals with role conflict, goal clarity, and how social support affects work/life imbalance. Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Improving Work Outcome in Supported Employment for Serious Mental Illness: Results From 2 Independent Studies of Errorless Learning.

Science.gov (United States)

Kern, Robert S; Zarate, Roberto; Glynn, Shirley M; Turner, Luana R; Smith, Kellie M; Mitchell, Sharon S; Sugar, Catherine A; Bell, Morris D; Liberman, Robert P; Kopelowicz, Alex; Green, Michael F

2018-01-13

Heterogeneity in work outcomes is common among individuals with serious mental illness (SMI). In 2 studies, we sought to examine the efficacy of adding errorless learning, a behavioral training intervention, to evidence-based supported employment to improve SMI work outcomes. Work behavior problems were targeted for intervention. We also explored associations between early work behavior and job tenure. For both studies (VA: n = 71; community mental health center: n = 91), randomization occurred at the time of job obtainment with participants randomized (1:1) to either errorless learning plus ongoing supported employment or ongoing supported employment alone and then followed for 12 months. Dependent variables included job tenure, work behavior, and hours worked and wages earned per week. For the primary intent-to-treat analyses, data were combined across studies. Findings revealed that participants in the errorless learning plus supported employment group stayed on their jobs significantly longer than those in the supported employment alone group (32.8 vs 25.6 wk). In addition, differential treatment effects favoring errorless learning were found on targeted work behavior problems (50.5% vs 27.4% improvement from baseline to follow-up assessment). There were no other differential treatment effects. For the prediction analyses involving work behavior, social skills explained an additional 18.3% of the variance in job tenure beyond levels of cognition, symptom severity, and past work history. These data support errorless learning as an adjunctive intervention to enhance supported employment outcomes and implicate the relevance of workplace social difficulties as a key impediment to prolonged job tenure. Published by Oxford University Press on behalf of the Maryland Psychiatric Research Center 2017.

Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

Science.gov (United States)

Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

2011-01-01

This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

Working memory training in older adults: Bayesian evidence supporting the absence of transfer.

Science.gov (United States)

Guye, Sabrina; von Bastian, Claudia C

2017-12-01

The question of whether working memory training leads to generalized improvements in untrained cognitive abilities is a longstanding and heatedly debated one. Previous research provides mostly ambiguous evidence regarding the presence or absence of transfer effects in older adults. Thus, to draw decisive conclusions regarding the effectiveness of working memory training interventions, methodologically sound studies with larger sample sizes are needed. In this study, we investigated whether or not a computer-based working memory training intervention induced near and far transfer in a large sample of 142 healthy older adults (65 to 80 years). Therefore, we randomly assigned participants to either the experimental group, which completed 25 sessions of adaptive, process-based working memory training, or to the active, adaptive visual search control group. Bayesian linear mixed-effects models were used to estimate performance improvements on the level of abilities, using multiple indicator tasks for near (working memory) and far transfer (fluid intelligence, shifting, and inhibition). Our data provided consistent evidence supporting the absence of near transfer to untrained working memory tasks and the absence of far transfer effects to all of the assessed abilities. Our results suggest that working memory training is not an effective way to improve general cognitive functioning in old age. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

What makes generalist mental health professionals effective when working with people with an intellectual disability? A family member and support person perspective.

Science.gov (United States)

Weise, Janelle; Fisher, Karen R; Trollor, Julian N

2018-05-01

Generalist mental health professionals are inadequately equipped to meet the rights of people with intellectual disability. A better understanding of the attributes of effective professionals may assist in the development of workforce capacity in this area. Twenty-eight family/support persons of people with intellectual disability participated in four focus groups. Thematic analysis was undertaken applying the Intellectual Disability Mental Health Core Competencies Framework. Participants described attributes that aligned with current professional expectations such as working together and new attributes such as differentiating between behaviour and mental health. An unexpected finding was the need for professionals to be able to infer meaning by interpreting multiple sources of information. Participants also wanted professionals to acknowledge their professional limitations and seek professional support. Family/support persons identified a range of attributes of effective mental health professionals to support people with intellectual disability. Further research is necessary, particularly from the perspective of people with intellectual disability. © 2017 John Wiley & Sons Ltd.

Cognitive System Engineering Approach to Design of Work Support Systems

DEFF Research Database (Denmark)

Rasmussen, Jens

1995-01-01

The problem of designing work support systems for flexible, dynamic work environments is discussed and a framework for analysis of work in terms of behavior shaping constraints is described. The application of 'ecological interfaces' presenting to the user a map of the relational structure...... of the work space is advocated from the thesis that a map is a better guidance of discretionary tasks than is a route instruction. For the same reason, support of system design is proposed in terms of maps of the design territory, rather than in terms of guidelines....

Use of family-friendly work arrangements and work-family conflict: Crossover effects in dual-earner couples.

Science.gov (United States)

Schooreel, Tess; Verbruggen, Marijke

2016-01-01

This study uses a dyadic approach to examine how an employee's work-family conflict is affected when his or her partner makes use of family-friendly work arrangements. We focused on 2 types of family-friendly practices, that is, reduced work hours and schedule or workplace flexibility. Hypotheses were tested with multilevel structural equation modeling using information of 186 dual-earner couples. In line with our hypotheses, we found support for both a positive and a negative crossover effect, though the results showed differences between the 2 types of family-friendly work arrangements. First, a positive crossover effect was found for both reduced work hours and schedule or workplace flexibility; however, the specific mechanisms explaining this effect differed per type of arrangements. In particular, employees whose partner made use of reduced work hours were found to experience less home demands, which was in turn associated with lower family-to-work conflict, whereas employees whose partner made use of schedule or workplace flexibility experienced a similar positive crossover effect but through an increase in the social support they perceived. Second, a negative crossover effect was found only for reduced work hours and not for schedule or workplace flexibility. Specifically, employees whose partner made use of reduced work hours were found to work on average more hours a week, which was in turn related with more work-to-family conflict, whereas employees whose partner made use of schedule or workplace flexibility worked on average fewer hours a week and consequently experienced lower work-to-family conflict. Implications for literature and practice are discussed. (c) 2016 APA, all rights reserved).

Experience of Social Support among Working Mothers: A Concept Map

Science.gov (United States)

Phang, A. Young; Lee, Ki-Hak

2009-01-01

The purpose of the study was to identify, categorize, and provide a model for the understanding of social support among Korean working mothers. The participants were interviewed and asked what kind of social support they received that allowed them to maintain work and family life. Using multidimensional scaling and hierarchical clustering analysis…

Why Does Mentoring Work? The Role of Perceived Organizational Support

Science.gov (United States)

Baranik, Lisa E.; Roling, Elizabeth A.; Eby, Lillian T.

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship,…

Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being.

Science.gov (United States)

Lapierre, Laurent M; Allen, Tammy D

2006-04-01

Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities. (c) 2006 APA, all rights reserved.

Health and well-being at work: The key role of supervisor support

Directory of Open Access Journals (Sweden)

Oliver Hämmig

2017-12-01

Full Text Available This study aims to explore whether and in what way social support from different sources and domains makes an additional or different and independent contribution to various health and work-related outcomes. Cross-sectional data were used from an employee survey among the workforces of four service companies from different industries in Switzerland. The study sample covered 5,877 employees of working age. The lack of social support from a spouse, relatives, friends, direct supervisors, closest colleagues at work and other co-workers in case of problems at work and at home were assessed and studied individually and jointly as risk factors with respect to a total number of eight outcomes. Health-related outcomes covered poor self-rated health, musculoskeletal disorders, stress feelings and burnout symptoms. Work-related outcomes included feeling overwhelmed at work, difficulty with switching off after work, job dissatisfaction and intention to turnover. Social support from multiple sources in contrast to only individual sources in both life domains was found to be more frequent in women than in men and proved to be most protective and beneficial with regard to health and well-being at work. However, after mutual adjustment of all single sources of social support from both domains, a lack of supervisor support turned out to be the only or the strongest of the few remaining support measures and statistically significant risk factors for the studied outcomes throughout and by far. Being unable to count on the support of a direct supervisor in case of problems at work and even at home was shown to involve a substantially increased risk of poor health and work-related outcomes (aOR = up to 3.8. Multiple sources of social support, and particularly supervisor support, seem to be important resources of health and well-being at work and need to be considered as key factors in workplace health promotion.

Supporting Project Work with Information Technology

DEFF Research Database (Denmark)

Heilesen, Simon

2015-01-01

University problem-oriented project work is based. However, in implementing and integrating the new technologies in academic practices, a number of challenges have had to be addressed. This chapter discusses four of these challenges. The first is to provide a physical and virtual framework for learning......Like so many other institutions, Roskilde University has had to adapt to the new realities brought about by the rapid developments in information and communication technology (ICT). On the whole, ICT tools have proven to be helpful in supporting and developing the work forms on which Roskilde...... activities. The second is to direct student use of ICT in terms of making systems available and teaching academic computing. The third challenge is to supervise and conduct project work online and in blended learning environments. Finally, one must find a way to exploit the potentials of ICT in problem...

Supporting Project Work with Information Technology

DEFF Research Database (Denmark)

Heilesen, Simon

2015-01-01

University problem-oriented project work is based. However, in implementing and integrating the new technologies in academic practices, a number of challenges have had to be addressed. This chapter discusses four of these challenges. The first is to provide a physical and virtual framework for learning...... activities. The second is to direct student use of ICT in terms of making systems available and teaching academic computing. The third challenge is to supervise and conduct project work online and in blended learning environments. Finally, one must find a way to exploit the potentials of ICT in problem......Like so many other institutions, Roskilde University has had to adapt to the new realities brought about by the rapid developments in information and communication technology (ICT). On the whole, ICT tools have proven to be helpful in supporting and developing the work forms on which Roskilde...

Supporting imagination in the context of work

DEFF Research Database (Denmark)

Kolbæk, Ditte

2018-01-01

This chapter explores imagination in the context of work. When we work, we meet challenges and problems that we are obliged to solve. Most often we utilize well-defined work processes for the problem-solving, but now and then we run into new problems that need something else. This “something else...... hierarchical levels in the organisation. The research question is: How may a workplace support imagination for problem solving?...... on the task as well as colleagues who are influenced by the problem and its solution. Imagination becomes crucial to problem solving, and the final solution is a new way of doing – it is an innovation. When imagination is required at work, the workplace represents the context of the imagination. This chapter...

Employer support for innovative work and employees' job satisfaction and job-related stress.

Science.gov (United States)

Raykov, Milosh

2014-01-01

There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

The Human Rights Philosophy: Support and Opposition among Undergraduate Social Work Students

Science.gov (United States)

Steen, Julie A.; Mann, Mary; Gryglewicz, Kim

2016-01-01

In response to the rising importance of human rights, social work student attitudes toward human rights and the effect of human rights course content on these attitudes were assessed. Descriptive results from a sample of 77 students pointed to a few areas of low support for the human rights philosophy, specifically rights related to mental…

Emotional safety in the workplace: one hospice's response for effective support.

Science.gov (United States)

Huggard, Jayne; Nichols, Jan

2011-12-01

Emotional support is important for health professionals working in the demanding area of hospice/palliative care. While physical safety practices and effective human resource support are generally available to staff, one New Zealand hospice has taken this a step further by developing an emotional safety policy that incorporates personal, professional, and organizational measures designed to protect and promote staff members' emotional safety and to minimize stress and fatigue. The aim of this paper is to provide the background and rationale for this work, to introduce a case study around best practice, and to describe the development of the emotional safety policy, which provides effective support for all staff working at the hospice.

Work-family conflict among Indonesian working couples: In relation to work and family role importance, support, and satisfaction

OpenAIRE

Kuntari, I.S.R.

2018-01-01

Over the past two decades, the number of women entering the labour market has grown sharply in Indonesia. This led to a situation in which many couples experience work-family conflicts. Work-family conflicts can occur in two directions, work-to-family (WFC) and family-to-work (FWC) conflicts. WFC and FWC decrease couples marital satisfaction and their job satisfaction. The negative impact of WFC decreases if couples receive social support from their supervisors, while spouse and extended fami...

Psychological predictors of cultural diversity support at work.

Science.gov (United States)

Hiemstra, Annemarie M F; Derous, Eva; Born, Marise Ph

2017-07-01

As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees' and managers' intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen's theory of planned behavior. Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after 6 months were assessed among managers and employees using self-reports in a 2-wave survey design. Participants' average age at Time 1 was 38.26 years (SD = 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals' intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers' reported PBC and behavior were higher compared to employees. This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Burnout, social support, and coping at work among social workers, psychologists, and nurses: the role of challenge/control appraisals.

Science.gov (United States)

Ben-Zur, Hasida; Michael, Keren

2007-01-01

The purpose of this study is twofold: (1) to compare stress appraisals, coping strategies, social resources, and burnout at work between social workers, psychologists and nurses; and (2) to assess the effectiveness of appraisals and support in reducing burnout and enhancing effective coping strategies. Questionnaires containing assessments of work stress appraisals, coping strategies used to deal with problems at work, and social support at work, as well as burnout measures of exhaustion, depersonalization, and accomplishment were completed by 249 female professionals (age range 25-61). No differences were observed between the three professions on most psychological measures, except for the depersonalization outcome of burnout, which was significantly lower among psychologists than among nurses or social workers. High challenge/control appraisal of the job was directly related to all burnout outcomes, contributing to less exhaustion and depersonalization and to more personal accomplishment. The challenge/control appraisal was also negatively associated with emotion-focused coping. By comparison, the stress/load appraisal contributed to more exhaustion at work, while emotion-focused coping contributed to higher depersonalization. Social support was associated with higher challenge/control appraisal, with the latter mediating support effects on burnout. These data suggest that the perception of challenge/control in one's work may be an important factor in preventing work burnout in the three professions tested in the study.

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash.

Science.gov (United States)

Ghislieri, Chiara; Gatti, Paola; Molino, Monica; Cortese, Claudio G

2017-01-01

This study investigated how work relationships (perceived organisational support, supervisor and co-worker work-family backlash) and job demands (workload, emotional dissonance) can interact with work-family conflict and work-family enrichment. Despite the extensive literature on the work-family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work-family interface. The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Analyses showed that work-family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work-family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work-family enrichment and both backlash dimensions. The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work-family enrichment and to prevent work-family conflict. The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors. © 2016 John Wiley & Sons Ltd.

Technical Support Section annual work plan for FY 1998

Energy Technology Data Exchange (ETDEWEB)

Adkisson, B.P.; Allison, K.L.; Effler, R.P.; Hess, R.A.; Keeble, T.A.; Odom, S.M.; Smelcer, D.R.

1997-12-01

The Technical Support Section (TSS) of the Instrumentation and Controls (I and C) Division of Oak Ridge National Laboratory (ORNL) provides technical services such as fabrication, modification, installation, calibration, operation, repair, and preventive maintenance of instruments and other related equipment. Because the activities and priorities of TSS must be adapted to the technical support needs of ORNL, the TSS Annual Work Plan is derived from, and is driven directly by, current trends in the budgets and activities of each ORNL division for which TSS provides support. Trends that will affect TSS planning during this period are reductions in the staffing levels of some R and D programs because of attrition or budget cuts. TSS does not have an annual budget to cover operating expenses incurred in providing instrument maintenance support to ORNL. Each year, TSS collects information concerning the projected funding levels of programs and facilities it supports. TSS workforce and resource projections are based on the information obtained and are weighted depending on the percentage of support provided to that division or program. Each year, TSS sets the standard hourly charge rate for the following fiscal year. The Long-Range Work Plan is based on estimates of the affects of the long-range priorities and directions of the Laboratory. Proposed new facilities and programs provide additional bases for long-range planning. After identifying long-range initiatives, TSS planning includes future training requirements, reevaluation of qualifications for new hires, and identification of essential test equipment that will be needed for new work.

Enhancing work-focused supports for people with severe mental illnesses in australia.

Science.gov (United States)

Contreras, Natalia; Rossell, Susan L; Castle, David J; Fossey, Ellie; Morgan, Dea; Crosse, Caroline; Harvey, Carol

2012-01-01

Persons with severe mental illness (SMI) have reduced workforce participation, which leads to significant economic and social disadvantage. This theoretical review introduces the strategies that have been implemented to address this issue. These include Individual Placement and Support (IPS) services, the most widely researched form of supported employment, to which cognitive remediation has more recently been recognised in the USA, as an intervention to improve employment outcomes by addressing the cognitive impairments often experienced by people with SMI. The authors review the international literature and discuss specifically the Australian context. They suggest that Australia is in a prime position to engage clients in such a dual intervention, having had recent success with increasing access to supported employment programs and workforce reentry, through implementation of the Health Optimisation Program for Employment (HOPE). Such programs assist with gaining and maintaining employment. However, they do not address the cognitive issues that often prevent persons with SMI from effectively participating in work. Thus, optimising current interventions, with work-focused cognitive skills development is critical to enhancing employment rates that remain low for persons with SMI.

Multiple pathways to gender-sensitive budget support in the education sector: Analysing the effectiveness of sex-disaggregated indicators in performance assessment frameworks and gender working groups in (education) budget support to Sub-Saharan Africa countries

OpenAIRE

Holvoet, Nathalie; Inberg, Liesbeth

2013-01-01

In order to correct for the initial gender blindness of the Paris Declaration and related aid modalities as general and sector budget support, it has been proposed to integrate a gender dimension into budget support entry points. This paper studies the effectiveness of (joint) gender working groups and the integration of sex-disaggregated indicators and targets in performance assessment frameworks in the context of education sector budget support delivered to a sample of 17 Sub-Saharan Africa...

Work Hope: The Role of Personal and Social Factors and Family Support

Directory of Open Access Journals (Sweden)

leila vahid dastjerdi

2016-01-01

Full Text Available The purpose of the present study was to investigate the related factors on work hope in University of Isfahan's Students. It was a descriptive, correlational study. The statistical samples of the study comprised of all of the students in the University of Isfahan in 2014-15. The sample including 300 students was selected through relatively stratified sampling in the University of Isfahan. The work hope scale, general self-efficacy questionnaire, differential status identity scale, time perspective questionnaires and perceived social support scale were used in collecting the data. The results of path analysis showed that family support indirectly related to work hope through social prestige and social power. Besides, family support indirectly related to self-efficacy through social power. Among the dimensions of perceived social status, social power was found to be indirectly related to work hope through self-efficacy, and social prestige found to be directly related to work hope. Further, self-efficacy was related to work hope both directly and indirectly. Among the aspects of time perspective, the present hedonistic was significantly and positively related to work hope; however, present fatalistic was significantly and negatively related to work hope. In general, the results showed that the self-efficacy, social prestige, social support, present hedonistic, present fatalistic and family support could predict work hope.

Positive effect of social work-related values on work outcomes: the moderating role of age and work situation.

Science.gov (United States)

Yeung, Dannii Y; Fung, Helene H; Chan, Darius K-S

2015-03-01

This study investigated the effect of social work-related values on job performance through job satisfaction and tested whether age and work situation would moderate such associations. This study consists of two parts: Part 1 is a cross-sectional survey among 299 Chinese clerical employees aged 19-60 years and Part 2 is a 14-day experience sampling study in a subsample of Part 1 (N = 67). Part 1 revealed that age moderated the effect of social work-related values on job performance through job satisfaction, with a stronger positive effect in older workers than in younger workers. Part 2 demonstrated that the moderating effect of age shown in Part 1 also varied across work situations. In particular, holding momentary social work-related values was beneficial to the task performance of older workers, and the effect was significantly stronger when they were in social situations than in nonsocial situations, whereas the effect remained weak among younger workers regardless of work context. Moreover, the moderating effect of age could be accounted for by future time perspective. This study supports socioemotional selectivity theory that goal orientation shifts toward the emphasis of interpersonal closeness when one perceives future time as increasingly limited. © The Author 2013. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

Science.gov (United States)

Abou Hashish, Ebtsam Aly

2017-03-01

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention

The outcomes of perceived work-based support for mothers: A conceptual model

Directory of Open Access Journals (Sweden)

Patricia Meglich

2016-01-01

Full Text Available With the increase in the proportion of women holding leadership positions work-based support has been identified as an important issue in female workers’ job performance and their decisions to have children and to return to work after giving birth. Nonetheless, we need to better understand how mothers develop these perceptions about support at the workplace and how these perceptions in turn affect their decisions and behavior. Job performance (both task and contextual, work attitudes, and retention of female workers with children are influenced by the psychological contract expectations reflected in the perceived level of support provided by organizational, supervisor, and peer sources. Based on an integrative literature review, we propose a comprehensive model linking perceived multi-dimensional work-based support for motherhood with different work-related outcomes in order to more fully explain the decisions and behaviors of working mothers and how organizations might better accommodate the specific needs of this important contingent of the workforce.

Support of protective work of human error in a nuclear power plant

International Nuclear Information System (INIS)

Yoshizawa, Yuriko

1999-01-01

The nuclear power plant human factor group of the Tokyo Electric Power Co., Ltd. supports various protective work of human error conducted at the nuclear power plant. Its main researching theme are studies on human factor on operation of a nuclear power plant, and on recovery and common basic study on human factor. In addition, on a base of the obtained informations, assistance to protective work of human error conducted at the nuclear power plant as well as development for its actual use was also promoted. Especially, for actions sharing some dangerous informations, various assistances such as a proposal on actual example analytical method to effectively understand a dangerous information not facially but faithfully, construction of a data base to conveniently share such dangerous information, and practice on non-accident business survey for a hint of effective promotion of the protection work, were promoted. Here were introduced on assistance and investigation for effective sharing of the dangerous informations for various actions on protection of human error mainly conducted in nuclear power plant. (G.K.)

Why Does Mentoring Work? The Role of Perceived Organizational Support

OpenAIRE

Baranik, Lisa; Roling, Elizabeth A; Eby, Lillian T

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational ...

Tacit knowledge in action: basic notions of knowledge sharing in computer supported work environments

OpenAIRE

Mackenzie Owen, John

2001-01-01

An important characteristic of most computer supported work environments is the distribution of work over individuals or teams in different locations. This leads to what we nowadays call `virtual' environments. In these environments communication between actors is to a large degree mediated, i.e. established through communications media (telephone, fax, computer networks) rather in a face-to-face way. Unfortunately, mediated communication limits the effectiveness of knowledge exchange in virt...

Work-Life Issues and Participation in Education and Training: Support Document

Science.gov (United States)

Skinner, Natalie

2009-01-01

This document serves as a support paper to the "Work-Life Issues and Participation in Education and Training" report. This support document contains tables that show: (1) participation in education and training; (2) participation in education and training and work-life interaction; (3) future participation in education or training; (4) perceptions…

The Emergence of Family-specific Support Constructs: Cross-level Effects of Family-supportive Supervision and Family-Supportive Organization Perceptions on Individual Outcomes.

Science.gov (United States)

Hill, Rachel T; Matthews, Russell A; Walsh, Benjamin M

2016-12-01

Implicit to the definitions of both family-supportive supervision (FSS) and family-supportive organization perceptions (FSOP) is the argument that these constructs may manifest at a higher (e.g. group or organizational) level. In line with these conceptualizations, grounded in tenants of conservation of resources theory, we argue that FSS and FSOP, as universal resources, are emergent constructs at the organizational level, which have cross-level effects on work-family conflict and turnover intentions. To test our theoretically derived hypotheses, a multilevel model was examined in which FSS and FSOP at the unit level predict individual work-to-family conflict, which in turn predicts turnover intentions. Our hypothesized model was generally supported. Collectively, our results point to FSOP serving as an explanatory mechanism of the effects that mutual perceptions of FSS have on individual experiences of work-to-family conflict and turnover intentions. Lagged (i.e. overtime) cross-level effects of the model were also confirmed in supplementary analyses. Our results extend our theoretical understanding of FSS and FSOP by demonstrating the utility of conceptualizing them as universal resources, opening up a variety of avenues for future research. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

OpenAIRE

Nicolaas W.H. Smit; Leon T. de Beer; Jaco Pienaar

2016-01-01

Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa. Motivation for the study: The minin...

Effects of Working Memory Capacity and Domain Knowledge on Recall for Grocery Prices.

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Bermingham, Douglas; Gardner, Michael K; Woltz, Dan J

2016-01-01

Hambrick and Engle (2002) proposed 3 models of how domain knowledge and working memory capacity may work together to influence episodic memory: a "rich-get-richer" model, a "building blocks" model, and a "compensatory" model. Their results supported the rich-get-richer model, although later work by Hambrick and Oswald (2005) found support for a building blocks model. We investigated the effects of domain knowledge and working memory on recall of studied grocery prices. Working memory was measured with 3 simple span tasks. A contrast of realistic versus fictitious foods in the episodic memory task served as our manipulation of domain knowledge, because participants could not have domain knowledge of fictitious food prices. There was a strong effect for domain knowledge (realistic food-price pairs were easier to remember) and a moderate effect for working memory capacity (higher working memory capacity produced better recall). Furthermore, the interaction between domain knowledge and working memory produced a small but significant interaction in 1 measure of price recall. This supported the compensatory model and stands in contrast to previous research.

The structure of occupational health nurses' support for return-to-work to workers with depression.

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Hatanaka, Junko

2016-07-29

The present study aimed to explore the structure of occupational health nurses' support for return-to-work to workers with depression. Semi-structured interviews were conducted with 10 occupational health nurses who support workers returning to work. Data were analyzed using the Modified Grounded Theory Approach. The qualitatively analyzed data was grouped into 9 categories. The support for return-to-work was divided into 3 periods: (1) the first priority for recovery, (2) preparation for return-to-work, and (3) adaptation to work. There were indirect supports to workers such as "environmental arrangement for medical treatment," "connection," and "support form parties concerned about workers," and direct supports such as "readiness for medical treatment," "overcoming social and psychological problems," and "working life independence. " Direct support was facilitated by "construction of the relationship. " The occupational health nurses' philosophy was to support "profitable return-to-work for both the worker and the employer. " These processes were "support of confidence recovery process " to regain confidence lost through absence from work because of depression and to accomplish a smooth return-to-work. There were problems in each period corresponding to the return-to-work conditions, and occupational health nurses supported the employees in overcoming each problem. Moreover, it was said that cooperation with the parties concerned in the office would greatly influence the success or failure in the return-to-work support, and it was thought that direct supports and indirect supports to employees with respect to adjustment with the parties concerned in the office were necessary. The structure of occupational health nurses' supports was to support the confidence recovery process of workers by indirect and direct support at each period of return-to-work.

Is all support equal? The moderating effects of supervisor, coworker, and organizational support on the link between emotional labor and job performance

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Hyun Jeong Kim

2017-04-01

Full Text Available This study was designed to examine the moderating roles of perceived supervisor, coworker, and organizational support in the relationship between emotional labor and job performance in the airline service context. A sample of flight attendants working for one major airline company in South Korea participated in this study. The flight attendants’ official job performance data were provided by the airline company. For data analyses, a series of hierarchical moderated regression analyses were employed. The results showed differential moderation effects of the three sources of support at work. Specifically, the positive relationship between deep acting and job performance was strengthened by perceived supervisor and coworker support. The negative relationship between surface acting and job performance was exacerbated by perceived supervisor support, indicating the reverse buffering effect. Perceived organizational support showed only main effects on employee performance with no moderation effects.

Age differences and format effects in working memory.

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Foos, Paul W; Goolkasian, Paula

2010-07-01

Format effects refer to lower recall of printed words from working memory when compared to spoken words or pictures. These effects have been attributed to an attenuation of attention to printed words. The present experiment compares younger and older adults' recall of three or six items presented as pictures, spoken words, printed words, and alternating case WoRdS. The latter stimuli have been shown to increase attention to printed words and, thus, reduce format effects. The question of interest was whether these stimuli would also reduce format effects for older adults whose working memory capacity has fewer attentional resources to allocate. Results showed that older adults performed as well as younger adults with three items but less well with six and that format effects were reduced for both age groups, but more for young, when alternating case words were used. Other findings regarding executive control of working memory are discussed. The obtained differences support models of reduced capacity in older adult working memory.

Enhancing Work-Focused Supports for People with Severe Mental Illnesses in Australia

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Natalia Contreras

2012-01-01

Full Text Available Persons with severe mental illness (SMI have reduced workforce participation, which leads to significant economic and social disadvantage. This theoretical review introduces the strategies that have been implemented to address this issue. These include Individual Placement and Support (IPS services, the most widely researched form of supported employment, to which cognitive remediation has more recently been recognised in the USA, as an intervention to improve employment outcomes by addressing the cognitive impairments often experienced by people with SMI. The authors review the international literature and discuss specifically the Australian context. They suggest that Australia is in a prime position to engage clients in such a dual intervention, having had recent success with increasing access to supported employment programs and workforce reentry, through implementation of the Health Optimisation Program for Employment (HOPE. Such programs assist with gaining and maintaining employment. However, they do not address the cognitive issues that often prevent persons with SMI from effectively participating in work. Thus, optimising current interventions, with work-focused cognitive skills development is critical to enhancing employment rates that remain low for persons with SMI.

WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

OpenAIRE

Meera Komarraju

2006-01-01

As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results fro...

Effectiveness of Dysphagia Training for Adult Learning Disabilities Support Workers

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Tredinnick, Gerlind; Cocks, Naomi

2014-01-01

This study investigated the effectiveness of a 1-day dysphagia training package delivered to support workers who work with adults with a learning disability. Thirty-eight support staff took part in this study. Twenty-five support staff received training, and 13 did not receive training and therefore acted as a control group. Three questionnaires…

Workplace Rehabilitation and Supportive Conditions at Work: A Prospective Study

OpenAIRE

Ahlstrom, Linda; Hagberg, Mats; Dellve, Lotta

2012-01-01

Purpose To investigate the impact of rehabilitation measures on work ability and return to work (RTW), specifically the association between workplace rehabilitation/supportive conditions at work and work ability and RTW over time, among women on long-term sick leave. Methods Questionnaire data were collected (baseline, 6 and 12?months) from a cohort of women (n?=?324). Linear mixed models were used for longitudinal analysis of the repeated measurements of work ability index (WAI), work abilit...

Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program

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Schultz, Caroline; Seith, David

2011-01-01

The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

A THEORETICAL MODEL OF SOCIO-PSYCHOLOGICAL SUPPORT WORK PROCESSES FOR MANAGEMENT OF PRODUCTION TEAM

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Tatyana Gennadevna Pronyushkina

2015-10-01

Full Text Available This article discusses the management of production team, in particular the developed theoretical model of socio-psychological support work processes for management of production team. The author of the research are formulated the purpose and objectives of social-psychological work on management of the production team. Developed in the study a theoretical model aimed at determining the conditions and the identification of features of effective management of the enterprise taking into account the socio-psychological characteristics of its staff. Tasks include: definition of the main characteristics of the production team and their severity, the analysis of these characteristics and identifying opportunities for their transformation, development of recommendations for management of social-psychological work on effects on the characteristics of the collective enterprise.Practical study of the activities of a number of businesses have shown the need to improve socio-psychological support of management processes production team: introducing a social and psychological planning team and develop the practice of sociological research on the state of the team, to ensure the smoothing of relations between workers and management through periodic meetings, creations of conditions for feedback, maintaining healthy competition among team members.

A Bright Side to the Work-Family Interface: Husbands' Support as a Resource in Double-and-Triple-Duty Caregiving Wives' Work Lives.

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DePasquale, Nicole; Polenick, Courtney A; Davis, Kelly D; Berkman, Lisa F; Cabot, Thomas D

2017-06-16

This study examined how women who combine long-term care employment with unpaid, informal caregiving roles for children (double-duty-child caregivers), older adults (double-duty-elder caregivers), and both children and older adults (triple-duty caregivers) differed from their workplace-only caregiving counterparts on workplace factors related to job retention (i.e., job satisfaction and turnover intentions) and performance (i.e., perceived obligation to work while sick and emotional exhaustion). The moderating effects of perceived spouse support were also examined. Regression analyses were conducted on survey data from 546 married, heterosexual women employed in U.S.-based nursing homes. Compared to workplace-only caregivers, double-duty-elder and triple-duty caregivers reported more emotional exhaustion. Double-duty-child caregivers reported lower turnover intentions and both double-and-triple-duty caregivers felt less obligated to work while sick when perceiving greater support from husbands. Results indicate that double-and-triple-duty caregiving women's job retention and obligation to work while sick may depend on perceived spouse support, highlighting the important role husbands play in their wives' professional lives. Findings also lend support to the emerging literature on marriage-to-work positive spillover, and suggest that long-term care organizations should target marital relationships in family-friendly initiatives to retain and engage double-and-triple-duty caregiving employees. © The Author 2017. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

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Laharnar, Naima; Glass, Nancy; Perrin, Nancy; Hanson, Ginger; Kent Anger, W.

2013-01-01

Background Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA. PMID:24106648

Work stress and health effects among university personnel.

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Donders, N C G M; van der Gulden, J W J; Furer, J W; Tax, B; Roscam Abbing, E W

2003-10-01

(1) To investigate the contribution of job characteristics and personal characteristics to the explanation of health effects among university personnel; (2) to investigate the differences between scientific personnel (SP) and non-scientific personnel (NSP); (3) to investigate whether health effects occurred one after another. The well being at work of employees at a Dutch university (n=2,522) was investigated by means of a questionnaire. A model was constructed in which several job and personal characteristics were set out against health effects. The latter were assumed to occur in phases: decreased "job satisfaction" as an early effect, followed by increased "tension" and "emotional exhaustion", and possibly also by increased "perceived health complaints". The contribution of job and personal characteristics to the explanation of health effects was investigated by means of linear regression analysis, with separate analyses for SP and NSP. Positive job characteristics, especially professional expertise and work variety, contributed to the explanation of "job satisfaction". The major contributors to "tension" and "emotional exhaustion" were negative characteristics, such as work pressure. Besides the negative aspects, the major contributors to the explanation of "perceived health complaints" were sex, age and other health effects. In NSP, social support contributed to the explanation of "tension" and "emotional exhaustion", but not in SP. The explained variance of "job satisfaction" by the positive job characteristics in NSP was much higher than that in SP. To investigate whether health effects occurred one after another, we considered explained variance. Explained variance in "job satisfaction" was much higher than in "perceived health complaints". "Emotional exhaustion" and "tension" were in between. Contrary to expectations, decision latitude and social support played only minor roles. Also, the differences between SP and NSP were smaller than expected. As

The associations of supervisor support and work overload with burnout and depression: a cross-sectional study in two nursing settings.

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Weigl, Matthias; Stab, Nicole; Herms, Isabel; Angerer, Peter; Hacker, Winfried; Glaser, Jürgen

2016-08-01

To investigate the moderating effects of work overload and supervisor support on the emotional exhaustion-depressive state relationship. Burnout and depression are prevalent in human service professionals and have a detrimental impact on clients. Work overload and supervisor support are two key job demands and job resources, whose role and interplay for the development and maintenance of burnout and depression are not fully understood yet. Two consecutive cross-sectional surveys: survey 1 investigated 111 hospital nursing professionals and survey 2 examined 202 day care professionals. Data collection was completed in 2010. After controlling for general well-being and sociodemographic characteristics, nurses' emotional exhaustion was associated with increased depressive state in both samples. We found a meaningful three-way interaction: our results show consistently that the relationship between emotional exhaustion and depressive state was strongest for nurses with high work overload and low supervisor support. Additionally, nurses with low work overload and low supervisor support were also found to have stronger associations between emotional exhaustion and depressive state. The findings indicate that nurses' reported supervisor support exerts its buffering effect on the burnout-depression link differentially and serves as an important resource for nurses dealing with high self-reported work stress. © 2016 John Wiley & Sons Ltd.

Working women making it work: intimate partner violence, employment, and workplace support.

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Swanberg, Jennifer; Macke, Caroline; Logan, T K

2007-03-01

Partner violence may have significant consequences on women's employment, yet limited information is available about how women cope on the job with perpetrators' tactics and the consequences of her coping methods on employment status. This article investigates whether there is an association between workplace disclosure of victimization and current employment status; and whether there is an association between receiving workplace support and current employment status among women who disclosed victimization circumstances to someone at work. Using a sample of partner victimized women who were employed within the past year (N = 485), cross-tabulation and ANOVA procedures were conducted to examine the differences between currently employed and unemployed women. Binary logistic regressions were conducted to examine whether disclosure and receiving workplace support were significantly associated with current employment. Results indicate that disclosure and workplace support are associated with employment. Implications for clinical practice, workplace policies, and future research are discussed.

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

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Hammer, Leslie B.; Kossek, Ellen Ernst; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2011-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention…

European top managers’ support for work-life arrangements

NARCIS (Netherlands)

Been, Wike M.; van der Lippe, Tanja; den Dulk, Laura; Das Dores Horta Guerreiro, Maria; Kanjuo Mrčela, Aleksandra; Niemistö, Charlotta

2017-01-01

Top managers—defined as CEOs, CFOs and members of boards of directors—decide to what degree their organization offers employees work-life arrangements. This study focuses on the conditions under which they support such arrangements. A factorial survey of 202 top managers in five European countries

[Knowledge management system for laboratory work and clinical decision support].

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Inada, Masanori; Sato, Mayumi; Yoneyama, Akiko

2011-05-01

This paper discusses a knowledge management system for clinical laboratories. In the clinical laboratory of Toranomon Hospital, we receive about 20 questions relevant to laboratory tests per day from medical doctors or co-medical staff. These questions mostly involve the essence to appropriately accomplish laboratory tests. We have to answer them carefully and suitably because an incorrect answer may cause a medical accident. Up to now, no method has been in place to achieve a rapid response and standardized answers. For this reason, the laboratory staff have responded to various questions based on their individual knowledge. We began to develop a knowledge management system to promote the knowledge of staff working for the laboratory. This system is a type of knowledge base for assisting the work, such as inquiry management, laboratory consultation, process management, and clinical support. It consists of several functions: guiding laboratory test information, managing inquiries from medical staff, reporting results of patient consultation, distributing laboratory staffs notes, and recording guidelines for laboratory medicine. The laboratory test information guide has 2,000 records of medical test information registered in the database with flexible retrieval. The inquiry management tool provides a methos to record all questions, answer easily, and retrieve cases. It helps staff to respond appropriately in a short period of time. The consulting report system treats patients' claims regarding medical tests. The laboratory staffs notes enter a file management system so they can be accessed to aid in clinical support. Knowledge sharing using this function can achieve the transition from individual to organizational learning. Storing guidelines for laboratory medicine will support EBM. Finally, it is expected that this system will support intellectual activity concerning laboratory work and contribute to the practice of knowledge management for clinical work support.

Health, supervisory support, and workplace culture in relation to work-family conflict and synergy.

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Beutell, Nicholas J

2010-08-01

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.

THE EFFECTS OF WORKPLACE SOCIAL SUPPORT ON WORK-FAMILY CONFLICT (CASE STUDY: RURAL WATER AND WASTEWATER COMPANY EMPLOYEES KERMANSHAH, IRAN)

OpenAIRE

Sobhani Aliasgar

2017-01-01

The main objective of the current study is to investigate the relationship between workplace social support and work-family conflict among employees who were married, living with a partner, or had at least one child or dependent living at home and worked a minimum of 20 h/week in Rural Water and Wastewater Company employees Kermanshah, Iran. The relation between workplace social support and work–family conflict (WFC) was examined using a two-dimensional measure of WFC and both global and sum...

Reducing work-family conflict through different sources of social support

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van Daalen, G.; van Daalen, Geertje; Willemsen, Tineke M.; Sanders, Karin

2006-01-01

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship

Learning Spaces and Collaborative Work: Barriers or Supports?

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King, Hayley

2016-01-01

Drawing on 18 months of fieldwork, this article discusses the use of physical, virtual and social space to support collaborative work in translator education programs. The study adopted a contrastive ethnography approach that incorporated single- and multiple-case design rationales for site selection. Extended observation, informal chats and…

Effectiveness of technology to support work based learning: the stakeholders' perspective

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Roger Penlington

2011-02-01

Full Text Available Higher education provision typically requires learners to physically attend sessions on campus. The economic climate has changed significantly over the past few years in the UK and globally. Inevitably changes to student funding and the increased competitive nature of the job market have impacted on university teaching. The use of work based learning (WBL is an alternative flexible form of learning that attempts to tackle these issues. It enables students to learn whilst they work, addressing the funding issues, and enhancing their employability through the acquisition of higher professional qualifications. Often such WBL programmes are designed, delivered and supported from the view of the student and academic staff with little consideration of other stakeholders such as employers, workplace mentors and professional bodies and the input they can bring to enrich the learning and teaching provision. This paper presents the findings from a survey conducted among stakeholders from all four pillars of WBL, namely the learner, the academic environment, the workplace and the external context. Online questionnaires and interviews were carried out with students, tutors, program leaders, employers and professional bodies from four postgraduate programmes at the university. The results show that while there is a reluctance to embrace technology among some academic staff, students are generally positive about using the technology. The survey also demonstrates that there is a lack of creativity and imagination in the use of technology, where often platforms such as virtual learning environments are used simply as repositories for presentation slides, handouts, etc. The results of the study conclude or rather remind all involving parties to pay more emphasis on quality of online programme delivery by embracing technology and use it in novel and imaginative ways to provide a learning and teaching provision fit for the twenty-first century.

Analysis of suffering at work in Family Health Support Centers.

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Nascimento, Débora Dupas Gonçalves do; Oliveira, Maria Amélia de Campos

2016-01-01

Analyzing the work process in the Family Health Support Center. An exploratory, descriptive case study using a qualitative approach. Focus groups were conducted with 20 workers of a Family Health Support Center, and the empirical material was subjected to content analysis technique and analyzed in light of Work Psychodynamics. The category of suffering is presented herein as arising from the dialectical contradiction between actual work and prescribed work, from resistance to the Family Health Support Center's proposal and a lack of understanding of their role; due to an immediatist and curative culture of the users and the Family Health Strategy; of the profile, overload and identification with work. The dialectical contradiction between expectations from Family Health Strategy teams and the work in the Family Health Support Center compromises its execution and creates suffering for workers. Analisar o processo de trabalho no Núcleo de Apoio à Saúde da Família. Estudo de caso exploratório, descritivo e de abordagem qualitativa. Grupos focais foram realizados com 20 trabalhadores do Núcleo de Apoio à Saúde da Família, o material empírico foi submetido à técnica de análise de conteúdo e analisado à luz da Psicodinâmica do Trabalho. Apresenta-se aqui a categoria sofrimento que neste estudo decorre da contradição dialética entre o trabalho real e o trabalho prescrito, da resistência à proposta do Núcleo de Apoio à Saúde da Família e da falta de compreensão de seu papel; da cultura imediatista e curativa do usuário e da Estratégia Saúde da Família; do perfil, sobrecarga e identificação com o trabalho. A contradição dialética entre expectativas das equipes da Estratégia Saúde da Família e o trabalho no Núcleo de Apoio à Saúde da Família compromete sua efetivação e gera sofrimento aos trabalhadores.

Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

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Olugbenga J. Ladebo

2011-10-01

Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics and outcomes (organisational citizenship behaviours and organisational commitment. Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model. Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies. Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment. Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction. Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

Personal resources and support when regaining the ability to work: an interview study with Exhaustion Disorder patients.

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Norlund, Sofia; Fjellman-Wiklund, Anncristine; Nordin, Maria; Stenlund, Therese; Ahlgren, Christina

2013-06-01

The aim of the study was to explore experiences and thoughts in the process of returning to work in employed patients with Exhaustion Disorder. Twelve patients with Exhaustion Disorder (burnout) who had been referred to a Stress Rehabilitation Clinic were interviewed. All patients were employed but a majority was on full or part-time sick leave. Grounded Theory was used as the qualitative method. A core category, regaining the ability to work, was developed. Alongside, two categories, internal resources and the external support system, were experienced as being important to the process. The internal resources were expressed through three key features (sub-categories), perceived validation, insights and adaptive coping abilities. The external support system was diverse and described by the sub-categories practical/structural and/or emotional support. Four external support actors were identified; the workplace, health care, the Social Insurance Agency, and the union. The supervisor was described as the most important external actor. Internal and external resources are intertwined in the process of regaining the ability to work. The internal resources and external support can directly increase the probability to regain the ability to work. Moreover, these resources can affect each other and thus indirectly have an effect on the process.

Effects of extended work shifts and shift work on patient safety, productivity, and employee health.

Science.gov (United States)

Keller, Simone M

2009-12-01

It is estimated 1.3 million health care errors occur each year and of those errors 48,000 to 98,000 result in the deaths of patients (Barger et al., 2006). Errors occur for a variety of reasons, including the effects of extended work hours and shift work. The need for around-the-clock staff coverage has resulted in creative ways to maintain quality patient care, keep health care errors or adverse events to a minimum, and still meet the needs of the organization. One way organizations have attempted to alleviate staff shortages is to create extended work shifts. Instead of the standard 8-hour shift, workers are now working 10, 12, 16, or more hours to provide continuous patient care. Although literature does support these staffing patterns, it cannot be denied that shifts beyond the traditional 8 hours increase staff fatigue, health care errors, and adverse events and outcomes and decrease alertness and productivity. This article includes a review of current literature on shift work, the definition of shift work, error rates and adverse outcomes related to shift work, health effects on shift workers, shift work effects on older workers, recommended optimal shift length, positive and negative effects of shift work on the shift worker, hazards associated with driving after extended shifts, and implications for occupational health nurses. Copyright 2009, SLACK Incorporated.

Job Stress with Supervisor’s Social Support as a Determinant of Work Intrusion on Family Conflict

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Azman Ismail

2013-09-01

Full Text Available Purpose: The primary objective of this study is to examine the influence of supervisor’s social support in the correlation between job stress and work intrusion on family conflict.Design/methodology/approach: A survey method was employed to gather survey questionnaires from academic staff in a Malaysian government university in Borneo. Findings: The outcomes of SmartPLS path model showed three major findings: first, supervisor’s social support does act as an important moderating variable in the relationship between role ambiguity and work intrusion on family conflict. Second, supervisor’s social support does not act as an important moderating variable in the relationship between role conflict and work intrusion on family conflict. Third, supervisor’s social support does not act as an important moderating variable in the relationship between role overload and work intrusion on family conflict. In sum, supervisor’s social support does act as a partial moderating variable in the hypothesized model.Practical implications: The findings of this study can be used as guidelines by management to overcome job stress problems through updating the content and methods of stress management training program, strengthening work groups and group cohesiveness in executing job, improving work-life balance programs to reduce the employee physiological and psychological stresses, revisiting the existing job designs based on the qualifications and expectations of individual employees, and  revising compensation and benefits policies and procedures to cover stress-related disorder diseases, and activating internal employee assistance programme in order to help employees and their families with problems arising from both work-related and external resources. If these suggestions are given highly attention this may increase the capability of employees to enhance the performance of institutions of higher learning.Originality/value: The role of supervisor�

The Positive Effect of Resilience on Stress and Business Outcomes in Difficult Work Environments.

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Shatté, Andrew; Perlman, Adam; Smith, Brad; Lynch, Wendy D

2017-02-01

To examine whether resilience has a protective effect in difficult work environments. A survey of 2063 individuals measured individual resilience, stress, burnout, sleep problems, likelihood of depression, job satisfaction, intent to quit, absences, and productivity. It also measured work characteristics: job demands, job influence, and social support. Multivariate and logistic regression models examined the main effects and interactions of resilience and job characteristics. High strain work environments (high demand, low influence, and low support) have an unfavorable effect on all outcomes. Resilience has a protective effect on all outcomes. For stress, burnout, and sleep, higher resilience has a more protective effect under low-strain conditions. For depression, absence and productivity, resilience has a more protective effect when job strain is high. Workers with high resilience have better outcomes in difficult work environments.

Functional Behavioral Assessments and Behavior Support Plans for Work-Based Learning

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Kittelman, Angus; Wagner Bromley, Katherine; Mazzotti, Valerie L.

2016-01-01

Work experiences are linked to positive post-school outcomes for youth and young adults with disabilities. Unfortunately, students who struggle to manage conflict and challenges in work settings have a difficult time maintaining employment. Though ecological assessments are used to create supported work plans surrounding socially inappropriate…

Working Together to Promote Diabetes Control: A Practical Guide for Diabetes Health Care Providers in Establishing a Working Alliance to Achieve Self-Management Support.

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Jones, Allan; Vallis, Michael; Cooke, Debbie; Pouwer, François

2016-01-01

The quality of the "patient-carer" relationship is the foundation of self-management support and has been shown to influence treatment outcome in relation to psychological and somatic illness, including diabetes. It has long been accepted within applied psychology that the quality of the client-therapist relationship--termed the working alliance--is of central importance to treatment outcome and may account for a significant degree of the overall treatment effect. Diabetes healthcare providers have recently expressed a need for further training in communication techniques and in the psychological aspects of diabetes. Could we take a page from the psychological treatment manual on working alliance in therapy to guide the diabetes healthcare provider in their role of supporting the person with diabetes achieve and maintain better metabolic control? This paper examines the role of the working alliance in diabetes care and offers a practical guide to the diabetes healthcare provider in establishing a working alliance with the person with diabetes in managing diabetes.

How to Promote Innovative Behavior at Work? The Role of Justice and Support within Organizations

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Young, Linn D.

2012-01-01

To provide a more developed research model of innovation in organizations, we reconsidered current thinking about the effects of organizational justice on innovative behavior at work. We investigated the mediating role of perceived organizational support (POS) between the two constructs. As hypothesized, empirical results showed that justice…

Graduate Social Work Faculty's Support for Educational Content on Women and on Sexism.

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Levin, Dana S; Woodford, Michael R; Gutiérrez, Lorraine M; Luke, Katherine P

2015-10-01

Social work faculty play an important role in preparing students to address sexism and engage in culturally competent practice with women. This study examines the nature of U.S. and Anglo-Canadian graduate social work faculty's support for content on women and on sexism. Although support appears high for both content areas, results suggest that faculty endorsement for content on women is significantly greater than that for sexism. Further, bivariate and multivariate analyses indicate that the nature of support differs for each content area. Implications for social work education are discussed.

Completion of Launch Director Console Project and Other Support Work

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Steinrock, Joshua G.

2018-01-01

There were four projects that I was a part of working on during the spring semester of 2018. This included the completion of the Launch Director Console (LDC) project and the completion and submission of a Concept of Operations (ConOps) document for the Record and Playback System (RPS) at the Launch Control Center (LCC), as well as supporting the implementation of a unit in RPS known as the CDP (Communication Data Processor). Also included was my support and mentorship of a High School robotics team that is sponsored by Kennedy Space Center. The LDC project is an innovative workstation to be used by the launch director for the future Space Launch System program. I worked on the fabrication and assembly of the final console. The ConOps on RPS is a technical document for which I produced supporting information and notes. All of this was done in the support of the IT Project Management Office (IT-F). The CDP is a subsystem that will eventually be installed in and operated by RPS.

Social support and the working hours of employed mothers in Europe: The relevance of the state, the workplace, and the family.

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Abendroth, Anja-Kristin; van der Lippe, Tanja; Maas, Ineke

2012-05-01

This paper studies the influence of state, workplace, and family support on the working hours of employed mothers and how these different support sources interact. Data taken from the European Social Survey 2004/2005 as well as country-specific information were used to estimate several hierarchical models. We find evidence that the availability of supportive workplace arrangements and family support positively impact the working hours of employed mothers and that state policies facilitating the traditional family have a negative effect. There is weak support for a positive relationship between state policies facilitating the dual-earner family and working hours of employed mothers. In addition, most of the sources of support appear to be complementary. Supportive family role models and supportive workplace arrangements have a reinforcing relationship, as do publicly funded child care and supportive workplace arrangements. Copyright © 2012 Elsevier Inc. All rights reserved.

Work-family conflict, job satisfaction and spousal support: an exploratory study of nurses' experience.

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Patel, C J; Beekhan, A; Paruk, Z; Ramgoon, S

2008-03-01

In recognising the highly stressful nature of the nursing profession, the added burden of hospital staff shortages, and patient overload, the present study explored the impact of work on family functioning, its relationship to job satisfaction and the role of spousal support in a group of 80 female nurses working in a government hospital. Using a descriptive, correlational design, the relationships among job satisfaction, work-family conflict (WFC) and spousal/partner support were explored. The hypotheses that job satisfaction and WFC would be negatively correlated, that job satisfaction and spousal support would be positively correlated, and that WFC and spousal support would be negatively correlated, were tested using correlation techniques. All hypotheses were confirmed. The role of spousal support in the relationship between job satisfaction and work -family conflict was highlighted.

Work-family conflict, job satisfaction and spousal support: An exploratory study of nurses’ experience

Directory of Open Access Journals (Sweden)

CJ Patel

2008-09-01

Full Text Available In recognising the highly stressful nature of the nursing profession, the added burden of hospital staff shortages, and patient overload, the present study explored the impact of work on family functioning, its relationship to job satisfaction and the role of spousal support in a group of 80 female nurses working in a government hospital. Using a descriptive, correlational design, the relationships among job satisfaction, work-family conflict (WFC and spousal/partner support were explored. The hypotheses that job satisfaction and WFC would be negatively correlated, that job satisfaction and spousal support would be positively correlated, and that WFC and spousal support would be negatively correlated, were tested using correlation techniques. All hypotheses were confirmed. The role of spousal support in the relationship between job satisfaction and work -family conflict was highlighted.

Group dream work as a support for self – awareness

OpenAIRE

Brumen Žarn, Zarja

2016-01-01

Master's thesis discusses group dream work as a form of support for increasing the individual's self-awareness. Working with dreams encourages creativity, opens up the possibilities of self-knowing and helps individuals to guide their life paths. One of the fundamental concepts of social pedagogy is the empowerment of individuals for problem solving and self-development. For this purpose, social educational profession develops and uses a number of methods and approaches. Working with dreams i...

Social Support from Work and Family Domains as an Antecedent or Moderator of Work-Family Conflicts?

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Seiger, Christine P.; Wiese, Bettina S.

2009-01-01

On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N=107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social…

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Energy Technology Data Exchange (ETDEWEB)

Umamaheswari S, Jayasree Krishnan

2016-07-01

Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company

Preventing work-related stress among staff working in children's cancer Principal Treatment Centres in the UK: a brief survey of staff support systems and practices.

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Beresford, B; Gibson, F; Bayliss, J; Mukherjee, S

2018-03-01

Growing evidence of the association between health professionals' well-being and patient and organisational outcomes points to the need for effective staff support. This paper reports a brief survey of the UK's children's cancer Principal Treatment Centres (PTCs) regarding staff support systems and practices. A short on-line questionnaire, administered in 2012-2013, collected information about the availability of staff support interventions which seek to prevent work-related stress among different members of the multi-disciplinary team (MDT). It was completed by a member of staff with, where required, assistance from colleagues. All PTCs (n = 19) participated. Debriefs following a patient death was the most frequently reported staff support practice. Support groups were infrequently mentioned. There was wide variability between PTCs, and between professional groups, regarding the number and type of interventions available. Doctors appear to be least likely to have access to support. A few Centres routinely addressed work-related stress in wider staff management strategies. Two Centres had developed a bespoke intervention. Very few Centres were reported to actively raise awareness of support available from their hospital's Occupational Health department. A minority of PTCs had expert input regarding staff support from clinical psychology/liaison psychiatry. © 2016 The Authors. European Journal of Cancer Care Published by John Wiley & Sons Ltd.

Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program. Executive Summary

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Schultz, Caroline; Seith, David

2011-01-01

The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

Work and marital status in relation to depressive symptoms and social support among women with coronary artery disease.

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Blom, May; Georgiades, Anastasia; László, Krisztina D; Alinaghizadeh, Hassan; Janszky, Imre; Ahnve, Staffan

2007-11-01

Work and marital status have been shown to be associated with health outcome in women. However, the effect of employment and marriage on psychosocial functioning has been studied predominantly in healthy subjects. We investigated whether work and marital status are associated with depressive symptoms, social support, and daily stress behavior in women with coronary artery disease (CAD). Data of 105 women with CAD and of working age were analyzed. General linear models were used to determine the association between work and marital status and depressive symptoms, social support, and daily stress behavior. Women who were working at the time of measurement had lower levels of depressive symptoms (7.0 +/- 1.2 vs. 12.1 +/- 0.9, p marital status was not related to any of the outcome variables. Results were similar after adjusting for potential confounders, that is, age, education, self-reported health, and risk factors for CAD. There was no significant interaction between marital status and working status on depressive symptoms, social support, or daily stress behavior. In women with CAD, all working had lower levels of depressive symptoms and a better social integration than those not working, regardless of reason for being nonemployed. Daily stress behavior, depression, and social support did not differ between cohabiting and not cohabiting women. Future interventions should take into consideration that women with CAD who are unemployed may have a higher risk for depression and social isolation and, therefore, poor clinical outcomes.

Employer-Based Programs to Support Breastfeeding Among Working Mothers: A Systematic Review.

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Dinour, Lauren M; Szaro, Jacalyn M

2017-04-01

Many mothers experience barriers to maintaining a breastfeeding relationship with their infants upon returning to work and, consequently, terminate breastfeeding earlier than recommended or intended. As such, employers are in a unique position to help further increase breastfeeding rates, durations, and exclusivity. The purpose of this review is to examine the literature regarding employer-based programs, policies, and interventions to support breastfeeding among working mothers. A systematic literature search was conducted for peer-reviewed articles published before April 2016. Studies were included if they focused on workplace-based lactation/breastfeeding support programs, policies, or interventions to promote breastfeeding among employees. For inclusion, articles must have measured at least one outcome, such as breastfeeding duration, breastfeeding exclusivity, or employee satisfaction. Twenty-two articles were included, representing 10 different countries and both public- and private-sector employers, including governmental offices, schools, hospitals, manufacturing/industrial companies, and financial settings, among others. Providing a lactation space was the most common employer-based support accommodation studied, followed by breastfeeding breaks and comprehensive lactation support programs. The majority of studies analyzing these three support types found at least one positive breastfeeding and/or nonbreastfeeding outcome. This review suggests that maintaining breastfeeding while working is not only possible but also more likely when employers provide the supports that women need to do so. Although some employers may have more extensive breastfeeding support policies and practices than others, all employers can implement a breastfeeding support program that fits their company's budget and resources.

Work and nonwork outcomes of workplace incivility: Does family support help?

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Lim, Sandy; Lee, Alexia

2011-01-01

This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.

The Effectiveness of Paid Services in Supporting Unpaid Carers' Employment in England.

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Pickard, Linda; King, Derek; Brimblecombe, Nicola; Knapp, Martin

2015-07-01

This paper explores the effectiveness of paid services in supporting unpaid carers' employment in England. There is currently a new emphasis in England on 'replacement care', or paid services for the cared-for person, as a means of supporting working carers. The international evidence on the effectiveness of paid services as a means of supporting carers' employment is inconclusive and does not relate specifically to England. The study reported here explores this issue using the 2009/10 Personal Social Services Survey of Adult Carers in England . The study finds a positive association between carers' employment and receipt of paid services by the cared-for person, controlling for covariates. It therefore gives support to the hypothesis that services for the cared-for person are effective in supporting carers' employment. Use of home care and a personal assistant are associated on their own with the employment of both men and women carers, while use of day care and meals-on-wheels are associated specifically with women's employment. Use of short-term breaks are associated with carers' employment when combined with other services. The paper supports the emphasis in English social policy on paid services as a means of supporting working carers, but questions the use of the term 'replacement care' and the emphasis on 'the market'.

[High prevalence of work-family conflict among female physicians: lack of social support as a potential antecedent].

Science.gov (United States)

Adám, Szilvia

2009-12-13

According to stress theory, social support from work and non-work-related sources may influence the level of perceived work-family conflict. Despite the high prevalence of work-family conflict as a source of distress among female physicians, no information is available on the associations between work-family conflict and social support in a traditional, family-centric cultural setting, where female role expectations are demanding. The author hypothesized that high prevalence of work-family conflict could be attributed to the lack of social support among female physicians. To investigate the prevalence and psychosocial characteristics of social support and its relations to work-family conflict among female physicians. Quantitative and qualitative study using questionnaires ( n = 420) and in-depth interviews ( n = 123) among female and male physicians. Female physicians reported significantly higher mean level and prevalence of work-family conflict compared to men. The predominant form of work-family was work-to-family conflict among physicians; however, significantly more female physicians experienced family-to-work conflict and strain-based work-family conflict compared to men (39% vs. 18% and 68% vs. 20%, respectively). Significantly more male physicians experienced time-based work-family conflict compared to women. Content analyses of interview data revealed that provision of support to physicians manifested itself in parental support in career selection, spousal support with household duties, peer support with enabling access to professional role models-mentors, peer support to ensure gender equity, and organizational support with family-centric policies. Female physicians reported significantly less parental, spousal, and peer support compared to men. Female physicians lacking parental, peer, or organizational support experienced significantly higher level of work-family conflict compared to appropriate control. In regression analyses, high job demands, job

Social Support and Work Stress: A Mixed Method Analysis

Directory of Open Access Journals (Sweden)

Vânia Lúcia Pereira de Andrade

2017-12-01

Full Text Available Occupational stress and coping strategies have increasingly become the focus of research for their applied feature. The aim of this study was to investigate how social support has helped people deal with stressful situations in the workplace. In order to reach this aim an exploratory mixed method embedded research design was conducted. Study 1, quantitative, described the level of satisfaction with social support and perceived organizational support by employing a scale that summarized factors of the perceived organizational support. Study 2, a qualitative one, sought to describe the stressors in the workplace environment, to whom the workers resorted to, and the kind of perceived social support. The group interview script was based on the dimensions proposed by Folkman e Lazarus (1985 model. Fifty-one volunteer workers participated in the study. Results showed a lack of social support in the workplace: incivility of colleagues and managers, psychological contract breach and conflict of values. Investments in personal development that stimulate urbanity in organizations and a listening space for employees are suggested actions that can benefit affective dimensions of work.

When supervisors perceive non-work support: test of a trickle-down model.

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Wu, Tsung-Yu; Lee, Shao-Jen; Hu, Changya; Yang, Chun-Chi

2014-01-01

Using the trickle-down model as the theoretical foundation, we explored whether subordinates' perceived supervisory non-work support (subordinates' PSNS) mediates the relationship between supervisors' perception of higher-level managers' non-work support (supervisors' PSNS) and subordinates' organizational citizenship behaviors. Using dyadic data collected from 132 employees and their immediate supervisors, we found support for the aforementioned mediation process. Furthermore, supervisors' perceived in-group/out-group membership of subordinates moderated the aforementioned supervisors' PSNS-subordinates' PSNS relationship, such that this relationship is stronger for out-group subordinates. Theoretical and practical implications and future research directions are discussed.

Reconsidering the Division of Household Labor: Incorporating Volunteer Work and Informal Support

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L. Hook, Jennifer

2004-01-01

The gendered division of household labor is more multifaceted than the allocation of paid work and domestic work. People also engage in volunteer work and informal support. I investigate the applicability of household labor allocation theories - specifically the time constraints, economic, and doing gender perspectives - to all unpaid work. I…

Effects of psychosocial work factors and psychological distress on self-assessed work ability: A 7-year follow-up in a general working population.

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Leijon, Ola; Balliu, Natalja; Lundin, Andreas; Vaez, Marjan; Kjellberg, Katarina; Hemmingsson, Tomas

2017-01-01

Toinvestigate the effects of psychosocial work factors (PWF) and psychological distress (PD) on self-assessed work ability. This follow-up study included 7,810 individuals (55%women) with good work ability at baseline. PWFandPD (measured by GHQ-12) were assessed at baseline and work ability at 7-year follow-up. Effects of PWF and PD on work ability were analyzed by logistic regression, odds ratios (OR) with 95% CI, and by mediation analysisusing 4-way decomposition. Low support was associated with poor work ability for both women and men (OR 1.78 and 1.89). For men, also low skill discretion was associated with poor work ability (OR 2.07). For both women and men, PD was associated with poor work ability (OR 3.41 and 1.84). PD did not act as an intermediate variablein the association between PWF and work ability. Strategies for sustainable work ability should focus on both working conditions and health factors. Am. J. Ind. Med. 60:121-130, 2017. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

A work-based learning approach for clinical support workers on mental health inpatient wards.

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Kemp, Philip; Gilding, Moorene; Seewooruttun, Khooseal; Walsh, Hannah

2016-09-14

Background With a rise in the number of unqualified staff providing health and social care, and reports raising concerns about the quality of care provided, there is a need to address the learning needs of clinical support workers. This article describes a qualitative evaluation of a service improvement project that involved a work-based learning approach for clinical support workers on mental health inpatient wards. Aim To investigate and identify insights in relation to the content and process of learning using a work-based learning approach for clinical support workers. Method This was a qualitative evaluation of a service improvement project involving 25 clinical support workers at the seven mental health inpatient units in South London and Maudsley NHS Foundation Trust. Three clinical skills tutors were appointed to develop, implement and evaluate the work-based learning approach. Four sources of data were used to evaluate this approach, including reflective journals, qualitative responses to questionnaires, three focus groups involving the clinical support workers and a group interview involving the clinical skills tutors. Data were analysed using thematic analysis. Findings The work-based learning approach was highly valued by the clinical support workers and enhanced learning in practice. Face-to-face learning in practice helped the clinical support workers to develop practice skills and reflective learning skills. Insights relating to the role of clinical support workers were also identified, including the benefits of face-to-face supervision in practice, particularly in relation to the interpersonal aspects of care. Conclusion A work-based learning approach has the potential to enhance care delivery by meeting the learning needs of clinical support workers and enabling them to apply learning to practice. Care providers should consider how the work-based learning approach can be used on a systematic, organisation-wide basis in the context of budgetary

Effects of the Indianapolis Vocational Intervention Program (IVIP) on defeatist beliefs, work motivation, and work outcomes in serious mental illness.

Science.gov (United States)

Mervis, Joshua E; Fiszdon, Joanna M; Lysaker, Paul H; Nienow, Tasha M; Mathews, Laura; Wardwell, Patricia; Petrik, Tammy; Thime, Warren; Choi, Jimmy

2017-04-01

Defeatist beliefs and amotivation are prominent obstacles in vocational rehabilitation for people with serious mental illnesses (SMI). The CBT-based Indianapolis Vocational Intervention Program (IVIP) was specifically designed to reduce defeatist beliefs related to work functioning. In the current study, we examined the impact of IVIP on defeatist beliefs and motivation for work, hypothesizing that IVIP would be associated with a reduction in defeatist beliefs and greater motivation for work. We also examined the effects of IVIP on these variables as well as work outcomes during a 12-month follow-up. Participants with SMI (n=64) enrolled in a four-month work therapy program were randomized to IVIP or a support therapy group (SG). Assessments were conducted at baseline, post-treatment (4months), and follow-up (1year). Compared to those in SG condition, individuals randomized to IVIP condition reported greater reductions in defeatist beliefs and greater motivation for work at follow-up, along with greater supported employment retention rates. Specifically treating and targeting negative expectations for work therapy improves outcomes, even once active supports of the IVIP program and work therapy are withdrawn. Copyright © 2016 Elsevier B.V. All rights reserved.

Spousal Support and Work--Family Balance in Launching a Family Business

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Gudmunson, Clinton G.; Danes, Sharon M.; Werbel, James D.; Loy, Johnben Teik-Cheok

2009-01-01

This study examines whether emotional spousal support contributes to business owners' perceived work-family balance while launching a family business. Hobfoll's Conservation of Resources theory of stress is applied to 109 family business owners and their spouses. Results from structural equation models support several hypotheses. First, reports of…

Breastfeeding works: the role of employers in supporting women who wish to breastfeed and work in four organizations in England.

Science.gov (United States)

Kosmala-Anderson, Joanna; Wallace, Louise M

2006-09-01

An important factor influencing duration of breastfeeding is mother's employment status. The main aim of this study was to determine the experience and views of employees (n = 46) in four large public sector organizations concerning breastfeeding support at work. Participants were recruited if they were employed by one of four public service employers and if they were planning to go on maternity leave in the next 6 months, on maternity leave or within 6 months of return from maternity leave. They completed a questionnaire anonymously. Almost 80% of women wanted to continue breastfeeding after returning to work. However, 90% of all respondents were not aware of any employer policy nor offered any information concerning support to enable breastfeeding after returning to work, despite two organizations having a range of maternity- and breastfeeding-related policies in development and some facilities in place. Almost 90% of respondents stated the employers should do more to support breastfeeding. This should include providing pregnant staff with information about breastfeeding support that they should expect and could therefore plan to use, including access to facilities to express and to store breast milk, to enable them to work flexible hours and to take rest breaks during working hours. Recommendations are made for employers.

Development of a tailored work-related support intervention for gastrointestinal cancer patients

NARCIS (Netherlands)

Zaman, Anne-Claire G. N. M.; Tytgat, Kristien M. A. J.; Van Hezel, Sanne; Klinkenbijl, Jean H. G.; de Boer, Angela G. E. M.; Frings-Dresen, Monique H. W.

2017-01-01

Aim is the development of a work-related support intervention, tailored to the severity of work-related problems of patients diagnosed with gastrointestinal (GI) cancer treated with curative intent. Two methods were used: (1) Work-related problems were identified from the literature and submitted to

75 FR 57520 - NASA Advisory Council; Planetary Science Subcommittee; Supporting Research and Technology Working...

Science.gov (United States)

2010-09-21

... NATIONAL AERONAUTICS AND SPACE ADMINISTRATION [Notice (10-112)] NASA Advisory Council; Planetary Science Subcommittee; Supporting Research and Technology Working Group; Meeting AGENCY: National... announces a meeting of the Supporting Research and Technology Working Group of the Planetary Science...

Effect on return to work or education of Individual Placement and Support modified for people with mood and anxiety disorders: results of a randomised clinical trial.

Science.gov (United States)

Hellström, Lone; Bech, Per; Hjorthøj, Carsten; Nordentoft, Merete; Lindschou, Jane; Eplov, Lene Falgaard

2017-10-01

The effect of Individual Placement and Support (IPS) on return to work or education among people with mood or anxiety disorders is unclear, while IPS increases return to work for people with severe mental illness. We examined the effect of IPS modified for people with mood and anxiety disorders (IPS-MA) on return to work and education compared with services as usual (SAU). In a randomised clinical superiority trial, 326 participants with mood and anxiety disorders were centrally randomised to IPS-MA, consisting of individual mentor support and career counselling (n=162) or SAU (n=164). The primary outcome was competitive employment or education at 24 months, while weeks of competitive employment or education, illness symptoms and level of functioning, and well-being were secondary outcomes. After 24 months, 44.4% (72/162) of the participants receiving IPS-MA had returned to work or education compared with 37.8% (62/164) following SAU (OR=1.34, 95% CI: 0.86 to 2.10, p=0.20). We found no difference in mean number of weeks in employment or education (IPS-MA 32.4 weeks vs SAU 26.7 weeks, p=0.14), level of depression (Hamilton Depression 6-Item Scale score IPS-MA 5.7 points vs SAU 5.0 points, p=0.12), level of anxiety (Hamilton Anxiety 6-Item Scale score IPS-MA 5.8 points vs SAU 5.1 points, p=0.17), level of functioning (Global Assessment of Functioning IPS-MA 59.1 points vs SAU 59.5 points, p=0.81) or well-being measured by WHO-Five Well-being Index (IPS-MA 49.6 points vs SAU 48.5 points, p=0.83) at 24 months. The modified version of IPS, IPS-MA, was not superior to SAU in supporting people with mood or anxiety disorders in return to work at 24 months. NCT01721824. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

The effectiveness of skills training for improving outcomes in supported employment.

Science.gov (United States)

Mueser, Kim T; Aalto, Steve; Becker, Deborah R; Ogden, John S; Wolfe, Rosemarie S; Schiavo, Diane; Wallace, Charles J; Xie, Haiyi

2005-10-01

This study evaluated whether a supplementary skills training program improved work outcomes for clients enrolled in supported employment programs. Thirty-five recently employed clients with severe mental illness who were receiving supported employment services at a free-standing agency were randomly assigned to participate in either the workplace fundamentals program, a skills training program designed to make work more "successful and satisfying," or treatment as usual. Knowledge of workplace fundamentals (for example, identifying workplace stressors, problem solving, and improving job performance) was assessed at baseline and at nine months; employment outcomes and use of additional vocational services were tracked for 18 months. Clients in the workplace fundamentals group (N=17) improved more in knowledge of workplace fundamentals than those in the control group (N=18) at the nine-month follow-up, but the two groups did not differ in the number of hours or days worked, salary earned, or receipt of additional vocational services over the 18-month period. In general, clients in this study had higher educational levels and better employment outcomes than clients in most previous studies of supported employment, making it difficult to detect possible effects of the skills training intervention on work. Supplementary skills training did not improve work outcomes for clients who were receiving supported employment.

Influential Factors for Knowledge Creation Practices of CTE Teachers: Mutual Impact of Perceived School Support, Transformational Leadership, and Work Engagement

Science.gov (United States)

Song, Ji Hoon; Bae, Sang Hoon; Park, Sunyoung; Kim, Hye Kyoung

2013-01-01

This study examined the structural relationships among perceived school support, transformational leadership, teachers' work engagement, and teachers' knowledge creation practices. It also investigated the mediating effects of transformational leadership and work engagement in explaining the association between perceived school support…

IS supported service work: a case study of global certification

OpenAIRE

Berntsen, Kirsti Elisabeth

2011-01-01

The thesis approaches the issue of IS support for service work, understood as distributed knowledge work taking place as a negotiation between diverse interests. It is based on an ethnographically inspired, longitudinal case study of certification auditing according to a formal generic standard. A handful of certification auditors are followed closely, periodically and comprehensively over three years. Observations are combined with interviews of subjects and colleagues, added by exploration ...

Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

Science.gov (United States)

Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

2013-11-01

To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

Decision Support System Requirements Definition for Human Extravehicular Activity Based on Cognitive Work Analysis.

Science.gov (United States)

Miller, Matthew James; McGuire, Kerry M; Feigh, Karen M

2017-06-01

The design and adoption of decision support systems within complex work domains is a challenge for cognitive systems engineering (CSE) practitioners, particularly at the onset of project development. This article presents an example of applying CSE techniques to derive design requirements compatible with traditional systems engineering to guide decision support system development. Specifically, it demonstrates the requirements derivation process based on cognitive work analysis for a subset of human spaceflight operations known as extravehicular activity . The results are presented in two phases. First, a work domain analysis revealed a comprehensive set of work functions and constraints that exist in the extravehicular activity work domain. Second, a control task analysis was performed on a subset of the work functions identified by the work domain analysis to articulate the translation of subject matter states of knowledge to high-level decision support system requirements. This work emphasizes an incremental requirements specification process as a critical component of CSE analyses to better situate CSE perspectives within the early phases of traditional systems engineering design.

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Directory of Open Access Journals (Sweden)

Umamaheswari S

2016-08-01

Full Text Available Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their

Support at Work and Home: The Path to Satisfaction through Balance

Science.gov (United States)

Ferguson, Merideth; Carlson, Dawn; Zivnuska, Suzanne; Whitten, Dwayne

2012-01-01

This study examines social support (from both coworkers and partners) and its path to satisfaction through work-family balance. This study fills a gap by explaining how support impacts satisfaction in the same domain, across domains, and how it crosses over to impact the partner's domain. Using a matched dataset of 270 job incumbents and their…

Business Travellers' Connections to Home: ICTs Supporting Work-life Balance

OpenAIRE

Ladkin, Adele; Willis, Cheryl; Jain, J.; Clayton, W.; Marouda, M.

2016-01-01

This paper examines the role of information communication technology in enabling connections to home for work related travellers. Although digital connectivity for work related tasks are well researched, the use of digital technology for home communication is under-researched. The study draws on a qualitative study of UK-based organisations and business travellers to explore how these travellers use ICTs for personal use whilst ‘on-the-move’. The findings reveal that organisations are support...

Working underwater: deepwater drilling support by ROV

Energy Technology Data Exchange (ETDEWEB)

1958-01-01

Experience with the drill ships Discoverer Seven Seas and Penrod 78 explains some of the problems associated with the use of remotely operated vehicles (ROVs) for underwater operations. Support services are a bigger problem than depth. The author describes developments, such as the new guidewire methods, side launch A-frame davit, and top hat stabilizing frame. All parts of the ROV system must be of heavy duty design, and operative skill is of paramount importance. The major requirements for deep water ROVs are reliability, fail-safe redundancy, cage deployment, compact size, adequate power, and capacity for heavy intervention work. 8 figures.

Hospitals of the Future - Ubiquitous Computing support for Medical Work in Hospitals

DEFF Research Database (Denmark)

Bardram, Jakob Eyvind

2003-01-01

This paper describes the visions and on-going research within creating ubiquitous computing support for medical work in the hospitals of the future. Today, clinical computer systems seldom play any role in the execution of clinical work as such. Electronic Patient Records (EPR) are more often...... located in offices at a hospital rather than at patients' bedside, or in operating theaters. There are a number of challenges to the hardware and software design of contemporary computer systems that make them unsuitable for clinical work. It is, for example, difficult to operate a keyboard and a mouse...... while operating a patient. Research within UbiComp provides a range of new conceptual and technological possibilities, which enable us to move clinical computer support closer to the clinical work setting. An important barnce of the research at the Danish Center for Pervasive Healthcare is to design...

Bridging the gap between research-supported interventions and everyday social work practice: a new approach.

Science.gov (United States)

Rubin, Allen

2014-07-01

This article describes a rationale for a focus on case studies that would provide a database of single-group pre-post mean effect sizes that could be analyzed to identify which service provision characteristics are associated with more desirable outcomes when interventions supported by randomized clinical trials are adapted in everyday practice settings. In addition, meta-analyses are proposed that would provide benchmarks that agency practitioners could compare with their mean effect size to inform their decisions about whether to continue, modify, or replace existing efforts to adopt or adapt a specific research-supported treatment. Social workers should be at the forefront of the recommended studies in light of the profession's emphasis on applied research in real-world settings and the prominence of social work practitioners in such settings.

Nurses' work demands and work-family conflict: a questionnaire survey.

Science.gov (United States)

Yildirim, Dilek; Aycan, Zeynep

2008-09-01

Work-family conflict is a type of interrole conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressures arising from excessive workload and time pressures. Literature suggests that work demands such as number of hours worked, workload, shift work are positively associated with work-family conflict, which, in turn is related to poor mental health and negative organizational attitudes. The role of social support has been an issue of debate in the literature. This study examined social support both as a moderator and a main effect in the relationship among work demands, work-to-family conflict, and satisfaction with job and life. This study examined the extent to which work demands (i.e., work overload, irregular work schedules, long hours of work, and overtime work) were related to work-to-family conflict as well as life and job satisfaction of nurses in Turkey. The role of supervisory support in the relationship among work demands, work-to-family conflict, and satisfaction with job and life was also investigated. The sample was comprised of 243 participants: 106 academic nurses (43.6%) and 137 clinical nurses (56.4%). All of the respondents were female. The research instrument was a questionnaire comprising nine parts. The variables were measured under four categories: work demands, work support (i.e., supervisory support), work-to-family conflict and its outcomes (i.e., life and job satisfaction). The structural equation modeling results showed that work overload and irregular work schedules were the significant predictors of work-to-family conflict and that work-to-family conflict was associated with lower job and life satisfaction. Moderated multiple regression analyses showed that social support from the supervisor did not moderate the relationships among work demands, work-to-family conflict, and satisfaction with job and life. Exploratory

Conflict in Relationships and Perceived Support in Innovative Work Behavior

Science.gov (United States)

Battistelli, Adalgisa; Picci, Patrizia; Odoardi, Carlo

In recent years, the idea that innovation is one of the determining factors in the efficacy and survival of organizations has been strongly consolidated. Individuals and groups within the various organizations undertake specific creative activities with the express intention of deriving direct benefits from the changes with regard to the generational phase of ideas. Innovative Work Behavior (IWB) is a complex behavioral pattern which consists of a set of three different tasks, namely, idea generation, idea promotion and idea realization. Considering the scant attention that has been paid to date to the potentially different role of antecedent factors in the various phases of innovative behavior, the aim of the present work was to examine the combined conflicting and supportive roles on innovation within the three stages of IWB. The results obtained from a sample of 110 Public Elementary School teachers confirm, as expected, that in the realization phase there are a positive influence from conflicting and supportive roles on innovation and a positive influence from support for innovation also in the phase of idea promotion; whereas, unexpectedly, a positive influence from conflicting is exercised in the phases of idea generation.

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment.

Science.gov (United States)

Di Marco, Donatella; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

2018-01-01

Many studies have focused on the negative effects of discrimination on workers' well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers' psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers' well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

Directory of Open Access Journals (Sweden)

Donatella Di Marco

2018-04-01

Full Text Available Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

Main strategies of specialists’ team work on psychosocial support for women with alopecia

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V. V. Zhyvylko

2017-06-01

Full Text Available In compliance with the principles of bioethics and deontology, during  2013-2017, acomprehensive examination of women with a diagnosis of «total alopecia» was conducted on the basis of the Center for Reconstructive and Restorative Medicine of the Clinic of theOdessaNationalMedicalUniversity. 233 women aged 22 - 45 years old were examined. 76 persons had passed outpatient comprehensive course of author therapy, and 62 persons received treatment in accordance with the «Clinical protocol» but did not receive comprehensive psychosocial assistance. The patients under examination had violations in  psycho-emotional, personal level, level of social functioning. A range of measures of psychosocial support, aimed at providing qualified transdisciplinary help to the patients and their families have been worked out. Their effectiveness is proved on the basis of evidence-based medicine. Within the framework of the research the peculiarities of the psychoemotional sphere of women with total alopecia are determined. Scientifically substantiated, developed and implemented in practice psychosocial support of women with total alopecia, which consisted of psycho-corrective measures using modern mobile e-health technologies. Approbation of measures of psychosocial support showed their effectiveness in 70,89% of cases (р≤0,05. Due to the allocation and systematization of predictors, provocative and supporting factors of diseases, the system of modular medical and social prevention of total alopecia in women was developed, which includes three modules: universal, indicative and selective prevention.

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

Science.gov (United States)

Kelly, Erin L; Moen, Phyllis; Oakes, J Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2014-06-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (a) training supervisors on the value of demonstrating support for employees' personal lives and (b) prompting employees to reconsider when and where they work. We find statistically significant, though modest, improvements in employees' work-family conflict and family time adequacy and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brings greater benefits to employees more vulnerable to work-family conflict. This study advances our understanding of the impact of social structures on individual lives by investigating deliberate organizational changes and their effects on work resources and the work-family interface with a rigorous design.

Graphic support resources for workers with intellectual disability engaged in office tasks: a comparison with verbal instructions from a work mate.

Science.gov (United States)

Becerra, María-Teresa; Montanero, Manuel; Lucero, Manuel

2018-02-01

Research into workplace adjustments for people with disabilities is a fundamental challenge of supported employment. The aim of the present work is to investigate the effect of several graphic resources as natural support for workers with intellectual disability. Two case studies were conducted to assess the performance of five workers engaged in office tasks, with three different support conditions. Results reveal a 20% increase in quality of performance of the tasks undertaken with graphic support as compared to support in which the participants received verbal instructions (VIs) from a work mate; and between 25 and 30% as compared to a control condition which included no help of any kind. These findings are consistent with previous studies which support the possibility of generating, at low cost, iconic materials (with maps or simple graphics), which progressively facilitate workers' autonomy, without dependence or help from the job trainer. We observed that the worst performance is in the support condition with VIs, this shows the limitations of this type of natural support, which is provided on demand by work mates without specialist knowledge of work support. Implications for Rehabilitation We studied the use of various types of natural support for people with intellectual disability in their workplace. The findings suggest that, with some brief training, the simple use in the workplace of graphic help on a card can increase between 20 and 30% the quality of performance of certain work tasks carried out by workers with intellectual disability. This advantage contrasts with the high cost or lower "manageability" of other material resources of natural support based on the use of technology.

Work Stress Interventions in Hospital Care: Effectiveness of the DISCovery Method

Directory of Open Access Journals (Sweden)

Irene Niks

2018-02-01

Full Text Available Effective interventions to prevent work stress and to improve health, well-being, and performance of employees are of the utmost importance. This quasi-experimental intervention study presents a specific method for diagnosis of psychosocial risk factors at work and subsequent development and implementation of tailored work stress interventions, the so-called DISCovery method. This method aims at improving employee health, well-being, and performance by optimizing the balance between job demands, job resources, and recovery from work. The aim of the study is to quantitatively assess the effectiveness of the DISCovery method in hospital care. Specifically, we used a three-wave longitudinal, quasi-experimental multiple-case study approach with intervention and comparison groups in health care work. Positive changes were found for members of the intervention groups, relative to members of the corresponding comparison groups, with respect to targeted work-related characteristics and targeted health, well-being, and performance outcomes. Overall, results lend support for the effectiveness of the DISCovery method in hospital care.

Work Stress Interventions in Hospital Care: Effectiveness of the DISCovery Method.

Science.gov (United States)

Niks, Irene; de Jonge, Jan; Gevers, Josette; Houtman, Irene

2018-02-13

Effective interventions to prevent work stress and to improve health, well-being, and performance of employees are of the utmost importance. This quasi-experimental intervention study presents a specific method for diagnosis of psychosocial risk factors at work and subsequent development and implementation of tailored work stress interventions, the so-called DISCovery method. This method aims at improving employee health, well-being, and performance by optimizing the balance between job demands, job resources, and recovery from work. The aim of the study is to quantitatively assess the effectiveness of the DISCovery method in hospital care. Specifically, we used a three-wave longitudinal, quasi-experimental multiple-case study approach with intervention and comparison groups in health care work. Positive changes were found for members of the intervention groups, relative to members of the corresponding comparison groups, with respect to targeted work-related characteristics and targeted health, well-being, and performance outcomes. Overall, results lend support for the effectiveness of the DISCovery method in hospital care.

Work Stress Interventions in Hospital Care: Effectiveness of the DISCovery Method

Science.gov (United States)

Niks, Irene; Gevers, Josette

2018-01-01

Effective interventions to prevent work stress and to improve health, well-being, and performance of employees are of the utmost importance. This quasi-experimental intervention study presents a specific method for diagnosis of psychosocial risk factors at work and subsequent development and implementation of tailored work stress interventions, the so-called DISCovery method. This method aims at improving employee health, well-being, and performance by optimizing the balance between job demands, job resources, and recovery from work. The aim of the study is to quantitatively assess the effectiveness of the DISCovery method in hospital care. Specifically, we used a three-wave longitudinal, quasi-experimental multiple-case study approach with intervention and comparison groups in health care work. Positive changes were found for members of the intervention groups, relative to members of the corresponding comparison groups, with respect to targeted work-related characteristics and targeted health, well-being, and performance outcomes. Overall, results lend support for the effectiveness of the DISCovery method in hospital care. PMID:29438350

Supported Work for Ex-Addicts: An Exploration of Endogenous Tastes.

Science.gov (United States)

Dickinson, Katherine P.

1981-01-01

The impact of Supported Work on former drug addicts' employment, crime, and drug use is examined. The program was found to increase the earnings of some addicts and reduce ex-addicts' crime rates, but did not affect their recidivism to drugs. (CT)

Work and Life Balance Support of Female Midlevel Noninstructional Staff at Community Colleges

Science.gov (United States)

Jones, Stephanie J.; Taylor, Colette M.

2013-01-01

Two-year public institutions are known for their nurturing academic environments that support students from diverse backgrounds and experiences. One would assume that these nurturing and supportive environments would also go beyond the students to include employees. Family-friendly working environments support the needs of employees to balance…

Is the association between high strain work and depressive symptoms modified by private life social support

DEFF Research Database (Denmark)

Madsen, Ida E H; Jorgensen, Anette F B; Borritz, Marianne

2014-01-01

be modified by factors outside the working environment. This article examines the modifying role of private life social support in the relation between high strain work and the development of severe depressive symptoms. METHODS: Data were questionnaire-based, collected from a cross-occupational sample of 1......,074 Danish employees. At baseline, all participants were free of severe depressive symptoms, measured by the Mental Health Inventory. High strain work was defined by the combination of high psychological demands at work and low control, measured with multi-dimensional scales. Private life social support......, neither high strain work nor low private life social support statistically significantly predicted depressive symptoms. However, participants with joint exposure to high strain work and low private life social support had an Odds ratio (OR) for severe depressive symptoms of 3.41 (95% CI: 1...

Returning to Work after Childbirth in Europe: Well-Being, Work-Life Balance, and the Interplay of Supervisor Support

Directory of Open Access Journals (Sweden)

Ana M. Lucia-Casademunt

2018-02-01

Full Text Available Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB. Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment. Therefore, research on this topic could benefit from considering supervisor support as a complement of such practices, but previous research has analyzed WLB and supervisor support separately and scarcely. To fill this gap in the literature, we use two sub-samples of 664 female employees and 749 male employees with children under the age of one from 27 European countries participating in the 6th European Working Conditions Survey (EWCS-2015 to study the impact of perceived WLB on European women's perceived well-being after childbirth, in contrast with previous literature. We also analyze the impact of perceived supervisor support (SS and its interaction with perceived WLB on women's well-being after childbirth, and explore differences with men after childbirth, a collective underexplored by the literature. We find significant gender differences on the relative impact of WLB, SS, and their interaction on perceived job well-being. Our results have important implications for human resource practices in organizations. In particular, they suggest that gendered WLB practices should be encouraged, and stress the relevance of the human factor over human resource practices in addressing the difficulties that women returning to work face after childbirth.

Returning to Work after Childbirth in Europe: Well-Being, Work-Life Balance, and the Interplay of Supervisor Support

Science.gov (United States)

Lucia-Casademunt, Ana M.; García-Cabrera, Antonia M.; Padilla-Angulo, Laura; Cuéllar-Molina, Deybbi

2018-01-01

Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB). Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment. Therefore, research on this topic could benefit from considering supervisor support as a complement of such practices, but previous research has analyzed WLB and supervisor support separately and scarcely. To fill this gap in the literature, we use two sub-samples of 664 female employees and 749 male employees with children under the age of one from 27 European countries participating in the 6th European Working Conditions Survey (EWCS-2015) to study the impact of perceived WLB on European women's perceived well-being after childbirth, in contrast with previous literature. We also analyze the impact of perceived supervisor support (SS) and its interaction with perceived WLB on women's well-being after childbirth, and explore differences with men after childbirth, a collective underexplored by the literature. We find significant gender differences on the relative impact of WLB, SS, and their interaction on perceived job well-being. Our results have important implications for human resource practices in organizations. In particular, they suggest that gendered WLB practices should be encouraged, and stress the relevance of the human factor over human resource practices in addressing the difficulties that women returning to work face after childbirth. PMID:29467695

Returning to Work after Childbirth in Europe: Well-Being, Work-Life Balance, and the Interplay of Supervisor Support.

Science.gov (United States)

Lucia-Casademunt, Ana M; García-Cabrera, Antonia M; Padilla-Angulo, Laura; Cuéllar-Molina, Deybbi

2018-01-01

Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB). Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment. Therefore, research on this topic could benefit from considering supervisor support as a complement of such practices, but previous research has analyzed WLB and supervisor support separately and scarcely. To fill this gap in the literature, we use two sub-samples of 664 female employees and 749 male employees with children under the age of one from 27 European countries participating in the 6th European Working Conditions Survey (EWCS-2015) to study the impact of perceived WLB on European women's perceived well-being after childbirth, in contrast with previous literature. We also analyze the impact of perceived supervisor support (SS) and its interaction with perceived WLB on women's well-being after childbirth, and explore differences with men after childbirth, a collective underexplored by the literature. We find significant gender differences on the relative impact of WLB, SS, and their interaction on perceived job well-being. Our results have important implications for human resource practices in organizations. In particular, they suggest that gendered WLB practices should be encouraged, and stress the relevance of the human factor over human resource practices in addressing the difficulties that women returning to work face after childbirth.

The contributions of self-efficacy and perceived organisational support when taking charge at work

Directory of Open Access Journals (Sweden)

Ike E. Onyishi

2012-01-01

Research purpose: The aim of the study was to investigate the contributions of self-efficacy and perceived organisational support when taking charge at work. Motivation for the study: Although many previous studies have examined the antecedents of taking charge in North American business environments, we know little about taking charge in the developing economies of Africa. Research about taking charge will provide valuable information for managers of businesses in developing countries in Africa. Research design, approach and method: This study used a cross-sectional survey design to examine the contributions of self-efficacy and perceived organisational support to taking charge at work amongst 201 bank workers in Nsukka, Southeast Nigeria. Main findings: Regression analysis results showed that self-efficacy had a significant relationship with taking charge at work. The results also showed a statistically significant relationship between perceived organisational support and taking charge at work. Practical/managerial implications: The implications of the results are that interventions that focus on improving self-efficacy will contribute to the behaviours of employees who take charge. In addition, organisations that develop strategies to make employees perceive the organisation as supportive will also have members that engage in more supervisory behaviours. Contribution/value-add: This study was one of the first attempts to investigate taking charge at work in a developing economy of Africa. The results of the study, that self-efficacy and perceived organisational support have relationships with taking charge at work, will contribute to a better understanding of the concept and to building robust theories.

Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence from the Work, Family, and Health Study

Science.gov (United States)

Hammer, Leslie B.; Johnson, Ryan C.; Crain, Tori L.; Bodner, Todd; Kossek, Ellen Ernst; Davis, Kelly; Kelly, Erin L.; Buxton, Orfeu M.; Karuntzos, Georgia; Chosewood, L. Casey; Berkman, Lisa

2015-01-01

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. PMID:26348479

Interaction of core self-evaluations and perceived organizational support on work-to-family enrichment.

Science.gov (United States)

McNall, Laurel A; Masuda, Aline D; Shanock, Linda Rhoades; Nicklin, Jessica M

2011-01-01

The purpose of this article was to offer an empirical test of J. H. Greenhaus and G. N. Powell's (2006) model of work-family enrichment by examining dispositional (i.e., core self-evaluations; CSEs) and situational (i.e., perceived organizational support; POS) factors associated with work-to-family enrichment (WFE) and whether these variables interact in predicting WFE. In a survey of 220 employed adults, our hierarchical regression analysis revealed that in highly supportive work environments, individuals reported high WFE regardless of CSE. However, when POS was low, individuals high in CSEs reported higher WFE than those low in CSEs, in support of conservation of resources theory (S. E. Hobfoll, 2002). Implications for research and practice are discussed.

Virtual working systems to support R&D groups

Science.gov (United States)

Dew, Peter M.; Leigh, Christine; Drew, Richard S.; Morris, David; Curson, Jayne

1995-03-01

The paper reports on the progress at Leeds University to build a Virtual Science Park (VSP) to enhance the University's ability to interact with industry, grow its applied research and workplace learning activities. The VSP exploits the advances in real time collaborative computing and networking to provide an environment that meets the objectives of physically based science parks without the need for the organizations to relocate. It provides an integrated set of services (e.g. virtual consultancy, workbased learning) built around a structured person- centered information model. This model supports the integration of tools for: (a) navigating around the information space; (b) browsing information stored within the VSP database; (c) communicating through a variety of Person-to-Person collaborative tools; and (d) the ability to the information stored in the VSP including the relationships to other information that support the underlying model. The paper gives an overview of a generic virtual working system based on X.500 directory services and the World-Wide Web that can be used to support the Virtual Science Park. Finally the paper discusses some of the research issues that need to be addressed to fully realize a Virtual Science Park.

Effects of support masses on seismic response of piping and supports

International Nuclear Information System (INIS)

Iotti, R.C.; Dinkevich, S.

1985-01-01

A special methodology is presented for quantitatively predicting when the effect of piping restraint masses is significant and should be explicitly considered in piping seismic analyses which use the response spectrum method. It is concluded that the effect of support mass in the unrestrained direction is to increase piping and support responses by a percentage no larger than twice the ratio of the support to the pipe-supported span mass. In the restrained direction the mass of the support significantly reduces its dynamic stiffness so that for low support stiffnesses and relatively large mass the support can act as an amplifier of vibration. The dynamic effect, however, is negligible for very stiff supports. (orig.)

Episodic work-family conflict, cardiovascular indicators, and social support: an experience sampling approach.

Science.gov (United States)

Shockley, Kristen M; Allen, Tammy D

2013-07-01

Work-family conflict, a prevalent stressor in today's workforce, has been linked to several detrimental consequences for the individual, including physical health. The present study extends this area of research by examining episodic work-family conflict in relation to objectively measured cardiovascular health indicators (systolic and diastolic blood pressure and heart rate) using an experience sampling methodology. The results suggested that the occurrence of an episode of work interference with family conflict is linked to a subsequent increase in heart rate but not blood pressure; however, the relationship between episodes of family interference with work conflict and both systolic and diastolic blood pressure is moderated by perceptions of family-supportive supervision. No evidence was found for the moderating role of work-supportive family. Further theoretical and practical implications are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Happiness, Work Engagement, and Perception of Organizational Support of Student Affairs Professionals

Science.gov (United States)

Hempfling, Michele Sheets

2015-01-01

Little research has been conducted on the work engagement, subjective happiness, or perceived organizational support of student affairs professionals. In this study, 299 professionals in the American College Personnel Association were surveyed utilizing the Utrecht Work Engagement Scale, the Subjective Happiness Scale, and the Survey of Perceived…

Computer support for social awareness in flexible work

DEFF Research Database (Denmark)

Bødker, Susanne; Christiansen, Ellen

2006-01-01

 How do we conceptualize social awareness, and what support is needed to develop and maintain social awareness in flexible work settings? The paper begins by arguing the relevance of designing for social awareness in flexible work. It points out how social awareness is suspended in the field...... of tension that exists between the ephemerality and continuity of social encounters, exploring ways to construct identity through relationships by means of social encounters - notably those that are accidental and unforced. We probe into this issue through design research: In particular, we present three......, to belonging, and to care. Analyzing these three prototypes in their microcosmic usage setting results in specific recommendations for the three types of applications with respect to social awareness. The experiences indicate that the metaphors a ‘shared mirror' and ‘breadcrumbs' are promising foundations...

Effects of workplace bullying on how women work.

Science.gov (United States)

MacIntosh, Judith; Wuest, Judith; Gray, Marilyn Merritt; Aldous, Sarah

2010-11-01

Work is central to well-being but working is problematic when people experience workplace bullying, which includes psychological, physical, and sexual abuse or harassment. The purpose of the present grounded theory study was to extend current understanding, from the perspective of women, of how workplace bullying affects their work and how they engage in the workforce. The study was conducted in eastern Canada with 36 English-speaking women who had been bullied in the workplace. They reported mainly psychological bullying. The central problem for women is they cannot continue working as they had before the workplace bullying. The authors named a four-stage process of how women address this problem as "Doing Work Differently." The four stages are Being Conciliatory, Reconsidering, Reducing Interference, and Redeveloping Balance. The process is influenced by women's support systems, the effects on their health, and financial circumstances. There are implications for public education, workplace policies, and health care workers.

Supervisor Support Buffers Daily Psychological and Physiological Reactivity to Work-to-Family Conflict.

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Almeida, David M; Davis, Kelly D; Lee, Soomi; Lawson, Katie M; Walter, Kim; Moen, Phyllis

2016-02-01

Using a daily diary design, the current study assessed within-person associations of work-to-family conflict with negative affect and salivary cortisol. Furthermore, we investigated whether supervisor support moderated these associations. Over eight consecutive days, 131 working parents employed by an information technology company answered telephone interviews about stressors and mood that occurred in the previous 24 hours. On Days 2-4 of the study protocol, they also provided five saliva samples throughout the day that were assayed for cortisol. Results indicated a high degree of day-to-day fluctuation in work-to-family conflict, with employed parents having greater negative affect and poorer cortisol regulation on days with higher work-to-family conflict compared to days when they experience lower work-to-family conflict. These associations were buffered, however, when individuals had supervisors who offered support. Discussion centers on the use of dynamic assessments of work-to-family conflict and employee well-being.

Experience in working with volunteers as providers of support to victims and witnesses in victim and witness support departments at the courts

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Hamer-Vidmar Nikica

2015-01-01

Full Text Available The aim of this paper is to present the results of a survey on the experience of engaging volunteers as providers of support for victims and witnesses in Victim and Witness Support Departments at the courts. The Independent Service for Victim and Witness Support in Ministry of Justice is responsible for the development of the victim and witness support system in Croatia. The Independent Service also coordinates the work of Victim and Witness Support Departments and develops and provides training programs and supervision for support officers and volunteers. A survey was conducted in order to determine volunteer motivation, assess the volunteers’ required qualities, their educational needs, the emotional impact arising from the work with victims and witnesses and the volunteers‘ assessment of the level of acceptance by court officials. In order to improve the level of safety of volunteers and the organization itself, the selection and educational processes for volunteers have been improved, according to both the experience achieved by working with volunteers and the results of the aforementioned survey. Engaging volunteers in the judicial system is a large step forward in the field of co-operation between the judiciary and the community.

Investigating the Effectiveness of Group Work in Mathematics

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Anastasia Sofroniou

2016-09-01

Full Text Available Group work permits students to develop a range of critical thinking, analytical and communication skills; effective team work; appreciation and respect for other views, techniques and problem-solving methods, all of which promote active learning and enhance student learning. This paper presents an evaluation of employing the didactic and pedagogical customs of group work in mathematics with the aim of improving student performance as well as exploring students’ perceptions of working in groups. The evaluation of group work was carried out during tutorial time with first year civil engineering students undertaking a mathematics module in their second semester. The aim was to investigate whether group work learning can help students gain a deeper understanding of the module content, develop improved critical and analytical thinking skills and see if this method of pedagogy can produce higher performance levels. The group work sessions were conducted over four weeks whilst studying the topic of integration. Evaluation surveys were collected at the end of the intervention along with an investigation into the examination results from the end of semester examinations. In order to derive plausible and reasonable conclusions, these examination results were compared with an analogous cohort of first year mathematics students, also studying integration in their engineering-based degree. The investigation into the effectiveness of group work showed interesting and encouraging positive outcomes, supported by a combination of qualitative and quantitative analysis.

Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes

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Audrey Babic

2015-10-01

Full Text Available It is well established that negative work-home interference (NegWHI impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1 perceived organizational support (POS in the relationship between organizational justice (OJ and NegWHI; and (2 NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

The Mediating Role of Social Support in the Evaluation of Training Effectiveness

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Alvelos, Rita; Ferreira, Aristides I.; Bates, Reid

2015-01-01

Purpose: The purpose of this study is to contribute to the understanding of factors that affect training effectiveness. According to the literature, social support, perceived content validity, transfer design, the motivation to improve work through learning and positive transfer, contribute to the effectiveness of training.…

TEACHERS’ EDUCATIONAL QUALIFICATION, RANK LEVEL, WORKING DURATION, AGE, WORK MOTIVATION AND WORK EFFECTIVENESS

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Bambang Budi Wiyono

2016-02-01

Full Text Available Teachers’ Educational Qualification, Rank Level, Working Duration, Age, Working Mo­tivation, and Working Effectiveness The study investigated the effects of educational qualification, rank level, working duration and age on the elementary school teachers’ working motivation and working ef­fectiveness. The sample of the study consisted of 438 elementary school teachers in Malang which were selected through cluster sampling technique. The study was conducted using explanatory design in the form of causal model. The data were collected using questionnaire and documentation, and were analyzed descrip­tively employing structural equation technique. The study revealed that that the effect of the educational qualification, rank level, working duration and age on teachers’ working motivation and working effec­tiveness, both directly and indirectly, was not significant.

Pengaruh Persepsi Dukungan Organisasi Terhadap Work-Life Balance (The Influence of Perceived Organizational Support toward Work-Life Balance)

OpenAIRE

Sianturi, Elisabet Damayanti

2017-01-01

121301107 Work-life balance merupakan suatu keadaan dimana individu merasa terikat dan puas terhadap kehidupan pekerjaan dan kehidupan keluarganya. Salah satu faktor yang mempengaruhi work-life balance adalah organizational support (dukungan organisasi). Dalam hal ini, dukungan organisasi sangat penting karena ketersediaan dukungan terhadap karyawan dalam menjalankan perannya di tempat kerja dan keluarga akan membuat karyawan merasa bahwa organisasi memperhatikan kesejaht...

Selective attention supports working memory maintenance by modulating perceptual processing of distractors.

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Sreenivasan, Kartik K; Jha, Amishi P

2007-01-01

Selective attention has been shown to bias sensory processing in favor of relevant stimuli and against irrelevant or distracting stimuli in perceptual tasks. Increasing evidence suggests that selective attention plays an important role during working memory maintenance, possibly by biasing sensory processing in favor of to-be-remembered items. In the current study, we investigated whether selective attention may also support working memory by biasing processing against irrelevant and potentially distracting information. Event-related potentials (ERPs) were recorded while subjects (n = 22) performed a delayed-recognition task for faces and shoes. The delay period was filled with face or shoe distractors. Behavioral performance was impaired when distractors were congruent with the working memory domain (e.g., face distractor during working memory for faces) relative to when distractors were incongruent with the working memory domain (e.g., face distractor during shoe working memory). If attentional biasing against distractor processing is indeed functionally relevant in supporting working memory maintenance, perceptual processing of distractors is predicted to be attenuated when distractors are more behaviorally intrusive relative to when they are nonintrusive. As such, we predicted that perceptual processing of distracting faces, as measured by the face-sensitive N170 ERP component, would be reduced in the context of congruent (face) working memory relative to incongruent (shoe) working memory. The N170 elicited by distracting faces demonstrated reduced amplitude during congruent versus incongruent working memory. These results suggest that perceptual processing of distracting faces may be attenuated due to attentional biasing against sensory processing of distractors that are most behaviorally intrusive during working memory maintenance.

Emotional Intelligence, Work/Family Conflict, and Work Values among Customer Service Representatives: Basis for Organizational Support

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Rommel P. Sergio

2015-03-01

Full Text Available This research paper discusses the profile of emotional intelligence, work/family conflict, and work values among 437 purposively selected customer service representatives (CSRs from the Middle East, Iran, Pakistan, Russia, India, and the Philippines. Moreover, the study leads to a set of organizational change development programs to assist organizations to cope with their diversity concerns. The descriptive, comparative-correlational methods were employed as this paper also aims to find the correlates of emotional intelligence such as work/family conflict, and work values. The researchers utilized several instruments, namely the Demographic Profile Sheet, Emotional Competence Inventory, Work/Family Conflict Scale, and Work Values Inventory. The general findings reveal that there is a significant relationship between emotional intelligence and work/family conflict, particularly on the areas of self- management, social awareness and relationship management; whereas, there is a significant relationship between emotional intelligence (particularly on the clusters of self- management, social awareness and relationship management and work values (specifically in the areas of management, achievement, supervisory relations, way of life, and independence. The organizational development support programs with emphasis on diversity management have been recommended to set future directions for call center organizations involved in the study.

Work, family, support, and depression: employed mothers in Israel, Korea, and the United States.

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O'Brien, Karen M; Ganginis Del Pino, Heather V; Yoo, Sung-Kyung; Cinamon, Rachel Gali; Han, Young-Joo

2014-07-01

Our research revealed differences in work-family constructs for employed mothers in 3 countries, Israel (N = 105), Korea (N = 298), and the United States (N = 305). Although levels of work-family conflict were comparable, the Korean women had the lowest levels of work-family enrichment compared with the Israeli and American mothers. Moreover, Korean women reported the most depression and the least support from both spouses and employers. Spousal support mediated the relationship between work-family conflict and depression for employed mothers in Israel, Korea, and the United States. As hypothesized by conservation of resources theory (Hobfoll, 1989, 1998, 2001), threat of resource loss (operationalized as work-family conflict) was related to depression more strongly than was resource gain (i.e., work-family enrichment). PsycINFO Database Record (c) 2014 APA, all rights reserved.

Effects of early support intervention on workplace ergonomics--a two-year followup study.

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Turja, Johanna; Kaleva, Simo; Kivistö, Marketta; Seitsamo, Jorma

2012-01-01

The purpose of the controlled longitudinal study was to determine the effect of a tailored early support intervention method on workers' workplace ergonomics. The main areas of the early support intervention were training, guidance and support for supervisors in finding weak signals of impaired ergonomics. Supervisors were also trained to bring up these weak signals in discussion with employees and to make necessary changes at the workplace. The data consisted of 301 intervention subjects and 235 control subjects working in the field of commerce. The questionnaires were carried out in 2008 and in 2010, and the response rates among both groups were 45%. We used multivariate repeated measures analysis of variance (MANOVA) to test the difference in the groups at two points of time. The main result was that in the areas of work environment, the interaction between group and time was statistically significant (p=0.0004). The work environment improved in the intervention group, but deteriorated in the control. Working methods improved due to the interventions, but physical load factors increased over time in both groups. According to the study, tailored early support intervention has a generally beneficial impact on workers' workplace ergonomics in the areas of work methods, work environment and accident factors.

Teachers' Educational Qualification, Rank Level, Working Duration, Age, Work Motivation and Work Effectiveness

OpenAIRE

Wiyono, Bambang Budi

2009-01-01

Teachers’ Educational Qualification, Rank Level, Working Duration, Age, Working Mo­tivation, and Working Effectiveness The study investigated the effects of educational qualification, rank level, working duration and age on the elementary school teachers’ working motivation and working ef­fectiveness. The sample of the study consisted of 438 elementary school teachers in Malang which were selected through cluster sampling technique. The study was conducted using explanatory design in the form...

Communication, support and psychosocial work environment affecting psychological distress among working women aged 20 to 39 years in Japan.

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Honda, Ayumi; Date, Yutaka; Abe, Yasuyo; Aoyagi, Kiyoshi; Honda, Sumihisa

2016-01-01

When compared with their older counterparts, younger women are more likely to have depressive symptoms because they more often experience interrupted work history and a heavy childrearing burden. The purposes of the present study were 1) to investigate the possible association of psychosocial work environment with psychological distress and 2) to examine the way by which communication and support in the workplace affect to psychological distress among young women. We studied 198 women aged 20 to 39 yr in a cross-sectional study. The Kessler Scale-10 (K10 Scale) was used to examine psychological distress. In employees who experienced interpersonal conflict, those who had little or no conversations with their supervisor and/or co-workers had a significantly increased risk of psychological distress (OR, 4.2), and those who received little or no support from their supervisor and/or co-workers had a significantly increased risk of psychological distress (OR, 3.8) compared to those who had more frequent communication and received more support. Harmonious communication in the workplace can help prevent psychological distress among employees, which in turn may enable them to be satisfied with their work.

Intervention effects on safety compliance and citizenship behaviors: Evidence from the Work, Family, and Health Study.

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Hammer, Leslie B; Johnson, Ryan C; Crain, Tori L; Bodner, Todd; Kossek, Ellen Ernst; Davis, Kelly D; Kelly, Erin L; Buxton, Orfeu M; Karuntzos, Georgia; Chosewood, L Casey; Berkman, Lisa

2016-02-01

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. (c) 2016 APA, all rights reserved).

Supporting cancer patients with work-related problems through an oncological occupational physician: a feasibility study.

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Zaman, A C G N M; Bruinvels, D J; de Boer, A G E M; Frings-Dresen, M H W

2017-09-01

To evaluate the feasibility of an oncological occupational physician (OOP) who is trained in oncological work-related problems, and in providing work-related support to cancer patients within the curative setting. We assessed facilitators and barriers that affect the activities of an OOP, and the satisfaction of the OOPs and patients with this new form of health care. Interviews were held with (1) OOPs (N = 13) to assess facilitators, barriers and their satisfaction with their ability to give supportive care and (2) cancer patients (N = 8) to assess their satisfaction concerning consulting an OOP. The main facilitators were positive feedback from health care providers and patients about the received care and support that the OOP had given, and the additional knowledge of the OOPs about cancer and work-related problems. Major barriers for being active as an OOP were lack of financial support for the OOP and the unfamiliarity of patients and health care providers with the specialised occupational physician. Both OOPs and the specialised knowledge and additional training of the OOPs facilitated providing support to cancer patients and survivors with work-related problems. Familiarity with the specialised occupational physician and financial support should be improved. © 2015 John Wiley & Sons Ltd.

The stress-buffering effects of functional social support on ambulatory blood pressure.

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Bowen, Kimberly S; Uchino, Bert N; Birmingham, Wendy; Carlisle, McKenzie; Smith, Timothy W; Light, Kathleen C

2014-11-01

Social support is a reliable predictor of cardiovascular health. According to the buffering hypothesis, stress is 1 mechanism by which support is able to affect physiological processes. However, most of the experimental evidence for the hypothesis comes from laboratory studies. Ambulatory blood pressure (ABP) protocols examine participants in their natural environment, where they are more likely to encounter personally relevant real-world stressors. Furthermore, prior work shows that examining support by its specific functional components reveals additional independent links to health. The current study aimed to examine the stress-buffering effects of functional social support on ABP. One hundred eighty-eight participants completed a 1-day ABP assessment along with measures of functional social support and both global perceived stress and momentary stress at time of reading. RESULTS indicated main effects for both stress measures. Global support, emotional, tangible, and informational support only moderated the effects of momentary stress, but not global stress, in predicting ABP. Informational support was the most consistent stress-buffering predictor of ABP, predicting both ambulatory systolic and diastolic blood pressure. The predicted values in ABP for informational support achieved health-relevant differences, emphasizing the value of examining functional support beyond global support alone. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Environmental and personal factors that support early return-to-work: a qualitative study using the ICF as a framework.

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Hoefsmit, Nicole; Houkes, Inge; Nijhuis, Frans

2014-01-01

Occupational health professionals such as occupational physicians (OPs) increasingly understand that in addition to health improvement, environmental factors (such as work adaptations) and personal factors (such as an employee's attitude towards return-to-work (RTW)) may stimulate employees on sick leave to return to work early. To target their professional interventions more specifically according to these factors, occupational health professionals need further insight into environmental and personal factors that stimulate RTW. The objectives of this study are (1) to identify which and how environmental and personal factors support RTW, and (2) to examine whether the International Classification of Functioning, Disability and Health (ICF) can be used to describe these factors. We performed interviews with 14 employees, 15 employers and 4 OPs from multiple organisations with varying organisational sizes and types of industry such as healthcare and education. We used a qualitative data analysis partially based on the Qualitative Analysis Guide of Leuven. The following environmental factors were found to support early RTW: 'social support from relatives', 'belief that work stimulates health', 'adequate cooperation between stakeholders in RTW' (e.g., employees, employers and OPs) and 'the employers' communicative skills'. One personal factor stimulated RTW: 'positive perception of the working situation' (e.g. enjoyment of work). Most factors stimulated RTW directly. In addition, adequate treatment and social support stimulated medical recovery. Environmental factors can either fully (social support, belief that RTW stimulates health), partially (effective cooperation), or not (employers' communicative skills) be described using ICF codes. The personal factor could not be classified because the ICF does not contain codes for personal factors. RTW interventions should aim at the environmental and personal factors mentioned above. Professionals can use the ICF to

Work-family conflict and self-rated health among dwellers in Minia, Egypt: Financial strain vs social support.

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Eshak, E S; Kamal, N N; Seedhom, A E; Kamal, N N

2018-04-01

Egypt's economic reform is accompanied by both financial and social strains. Due to lack of evidence, we examined the associations between work-family conflict in its 2 directions, work-to-family conflicts (WFCs), and family-to-work conflicts (FWCs) and self-rated health in Minia, Egypt, and whether the association will vary by being financially responsible for others and by the level of perceived social support. A cross-sectional study that included 1021 healthy participants aged 18-60 years from Minia district. Data on participants' work-family conflict, social, and demographic data and individual self-rated health were collected by a questionnaire survey. Multivariable logistic regression analyses were used to calculate the odds ratios (ORs) with its 95% confidence intervals (CIs) for poor self-rated health according to categories of work-family conflict. There were significant positive associations between the poor self-rated health and both high WFC and FWC. Compared with participants with low WFC and low FWC, participants with high WFC low FWC, low WFC high FWC, and high WFC high FWC had multivariable-adjusted ORs (95% CIs) for poor self-rated health of 6.93 (3.02-13.13), 2.09 (1.06-4.12), and 10.05 (4.98-20.27), respectively. Giving financial support to others but not the level of perceived social support from others was an effect modifier of the association. Work-family conflict was positively associated with the self-report of poor health, especially in those who were financially responsible for other family members. Copyright © 2018 The Royal Society for Public Health. Published by Elsevier Ltd. All rights reserved.

Influences of Work-Life Support of Officers’ Organizational Commitment and Negative Work-Family Spillover

Science.gov (United States)

2006-04-01

and family (Hicks & Klimoski, 1981; Tausig & Fenwick , 2001; Thomas & Ganster, 1995). Results indicate that control of the work-life interface is related...perceived supports: The role of organizations and supervisors. Journal of Applied Social Psychology, 34(7), 1470-1493. Tausig , M., & Fenwick , R. (2001...there gender differences? Journal of Vocational Behavior, 50(2), 168-184. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001

WORK ALLOCATION IN COMPLEX PRODUCTION PROCESSES: A METHODOLOGY FOR DECISION SUPPORT

OpenAIRE

de Mello, Adriana Marotti; School of Economics, Business and Accounting at the University of São Paulo; Marx, Roberto; Polytechnic School, University of São Paulo; Zilbovicius, Mauro; Polytechnic School – University of São Paulo

2013-01-01

This article presents the development of a Methodology of Decision Support for Work Allocation in complex production processes. It is known that this decision is frequently taken empirically and that the methodologies available to support it are few and restricted in terms of its conceptual basis. The study of Times and Motion is one of these methodologies, but its applicability is restricted in cases of more complex production processes. The method presented here was developed as a result of...

Work-related health complaints in surgical residents and the influence of social support and job-related autonomy.

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Boerjan, Martine; Bluyssen, Simone J M; Bleichrodt, Robert P; van Weel-Baumgarten, Evelyn M; van Goor, Harry

2010-08-01

The aim of this cross-sectional study was to investigate the influence of job-related autonomy and social support provided by consultants and colleagues on the stress-related health complaints of surgical residents in the Netherlands. All (n = 400) Dutch residents in training in general surgery were sent validated self-report questionnaires. Odds ratios were calculated predicting health and exposure to long-term stress for gender, number of working hours, type of hospital, level of social support, job-related autonomy and training phase. The interactions between job-related autonomy and level of social support provided by consultants and colleagues, and all variables, were analysed. A total of 254 of 400 (64%) residents returned questionnaires that were eligible for analysis. Residents experienced more health complaints than the average member of the Dutch working population (4.0 versus 2.5; p = 0.000). Male and senior residents were significantly 'healthier' than female and junior residents, respectively. Social support by consultants was a strong predictor of health and social support by colleagues showed a significant interaction with gender. Women and residents in university hospitals experienced less social support by consultants than men and residents in general teaching hospitals. Residents working in university hospitals experienced lower levels of job-related autonomy and less support from colleagues in comparison with those working in general teaching hospitals. A working week of > 60 hours adversely affected health and job-related autonomy. Social support provided by consultants and colleagues, and job control, are important factors that interact with the work-associated, stress-related health of residents in training in general surgery. Residents report a greater number of health complaints than the average member of the working population, especially female and junior residents. General teaching hospitals seem to provide better support at work than

Embeddedness and well-being in the United States and Singapore: the mediating effects of work-to-family and family-to-work conflict.

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Ng, Thomas W H; Feldman, Daniel C

2014-07-01

Guided by conservation of resources theory, we propose that both organizational and community embeddedness are associated with increased work-to-family conflict (WFC) and family to-work conflict (FWC), which in turn are associated with strain-related outcomes. Because stress can have both short-term and long-term consequences, we examined negative mood as an immediate reaction to stress and chronic insomnia as a longer-term reaction to stress. We examined these relationships in 2-career couples in both the United States (n = 416) and Singapore (n = 400). Results provided full support for the mediating effects of WFC and FWC in the U.S. sample, with only limited support for those mediating effects in the Singaporean sample. In addition, we found that the effects of community embeddedness on FWC were significantly stronger in the U.S. sample than in the Singaporean sample.

Support for IAEA's nuclear security work is encouraging, Director General Amano says

International Nuclear Information System (INIS)

2010-01-01

Full text: IAEA Director General Yukiya Amano welcomed the strong support expressed by leaders from 47 countries for the Agency's 'essential role' in the field of nuclear security. 'I am pleased that the IAEA' s efforts to make nuclear facilities and borders more secure to reduce the threat of nuclear terrorism are recognized at the highest levels of government,' he said after attending the two-day Nuclear Security Summit in Washington. The IAEA Director General thanked the attending Heads of State, Heads of Government and other senior leaders for the moral and political support they gave to the Agency ' s nuclear security activities. 'The IAEA needs stronger and more predictable funding to do its job better,' he said. 'I am grateful to all those who have matched their words of support today with much needed pledges to ensure that the IAEA has the resources it needs to make all of us more secure.' In their Communique of the Washington Nuclear Security Summit, the 47 states said they 'reaffirm the essential role of the IAEA in the international nuclear security framework and will work to ensure that it continues to have the appropriate structure, resources and expertise needed to carry out its mandated nuclear security activities in accordance with its Statute, relevant General Conference resolutions and its Nuclear Security Plans.'' In addition, the Work Plan, a supporting document to the Communique, made extensive reference to the work of the IAEA and how Member States could enhance it. (IAEA)

Flexible employment and nurses' intention to leave the profession: The role of support at work.

Science.gov (United States)

Zeytinoglu, Isik U; Denton, Margaret; Plenderleith, Jennifer Millen

2011-02-01

The objectives of this paper are to examine (1) the association between flexible employment and nurses' intention to leave the profession, and (2) whether or not support at work mediates the association between flexible employment and nurses' intention to leave the profession. Flexible employment is analyzed objectively using non-permanent contract, part-time employment status, casual employment status, involuntary hours and on-call work, and subjectively using job insecurity. Support at work refers to organizational, supervisor and peer support. Data come from our survey of 1396 nurses employed in three teaching hospitals in Southern Ontario. Descriptive statistics are provided. Bivariate correlations, hierarchical regression analysis and mediation tests are conducted. Compared to those in full-time employment, nurses in part-time employment do not intend to leave the profession. None of the other objective flexible employment factors are associated with intention to leave the profession. Perceived job insecurity is associated with intention to leave the profession. Low support at work contributes to intention to leave the profession and mediates the association between job insecurity and intention to leave the profession. The study provides evidence to health sector managers and policy makers that part-time employment, perceived job security and support at work are important factors to consider in efforts to retain nurses in the profession. Copyright © 2010 Elsevier Ireland Ltd. All rights reserved.

The role of emotional intelligence and organisational support on work stress of nurses in Ibadan, Nigeria.

Science.gov (United States)

Lawal, Abiodun M; Idemudia, Erhabor S

2017-05-23

Universally, nurses have been reported to be a group at high risk of workplace stress. However, nurses' responses to stressful situations at work could be the outcomes of individual differences and organisational factors. We examined the independent and joint contributions of four dimensions of emotional intelligence and perceived organisational support in work stress of nurses in a teaching hospital in Nigeria. The study was a cross-sectional survey research design, which selected 228 (41 male and 187 female nurses) nurses through the use of convenience sampling. Questionnaires comprising demographics with work stress, organisational support and emotional intelligence scales were administered to the sampled 228 nurses in the study. Data were analysed with the use of correlational matrix and hierarchical multiple regression. Self-emotion appraisal, others' emotion appraisal, use of emotion, regulation of emotion and perceived organisational support were found to have joint contributions to explaining work stress among nurses. Others' emotion appraisal, use of emotion and perceived organisational support were found to have independent relationships with work stress. Our findings stress that judgement of others' emotions, accurate use of emotion by nurses and support from management of the hospital are most important in explaining their reactions towards work-related stress.

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB).

Science.gov (United States)

Yragui, Nanette L; Demsky, Caitlin A; Hammer, Leslie B; Van Dyck, Sarah; Neradilek, Moni B

2017-04-01

The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Psychiatric care providers' perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker- initiated psychological aggression and employee outcomes.

Working in the sky: a diary study on work engagement among flight attendants.

Science.gov (United States)

Xanthopoulou, Despoina; Bakker, Arnold B; Heuven, Ellen; Demerouti, Evangelia; Schaufeli, Wilmar B

2008-10-01

This study aims to gain insight in the motivational process of the Job Demands-Resources (JD-R) model by examining whether daily fluctuations in colleague support (i.e., a typical job resource) predict day-levels of job performance through self-efficacy and work engagement. Forty-four flight attendants filled in a questionnaire and a diary booklet before and after consecutive flights to three intercontinental destinations. Results of multilevel analyses revealed that colleague support had unique positive effects on self-efficacy and work engagement. Self-efficacy did not mediate the relationship between support and engagement, but work engagement mediated the relationship between self-efficacy and (in-role and extra-role) performance. In addition, colleague support had an indirect effect on in-role performance through work engagement. These findings shed light on the motivational process as outlined in the JD-R model, and suggest that colleague support is an important job resource for flight attendants helping them reach their work-related goals.

Optimal healthcare delivery to care homes in the UK: a realist evaluation of what supports effective working to improve healthcare outcomes.

Science.gov (United States)

Gordon, Adam L; Goodman, Claire; Davies, Sue L; Dening, Tom; Gage, Heather; Meyer, Julienne; Schneider, Justine; Bell, Brian; Jordan, Jake; Martin, Finbarr C; Iliffe, Steve; Bowman, Clive; Gladman, John R F; Victor, Christina; Mayrhofer, Andrea; Handley, Melanie; Zubair, Maria

2018-01-05

care home residents have high healthcare needs not fully met by prevailing healthcare models. This study explored how healthcare configuration influences resource use. a realist evaluation using qualitative and quantitative data from case studies of three UK health and social care economies selected for differing patterns of healthcare delivery to care homes. Four homes per area (12 in total) were recruited. A total of 239 residents were followed for 12 months to record resource-use. Overall, 181 participants completed 116 interviews and 13 focus groups including residents, relatives, care home staff, community nurses, allied health professionals and General Practitioners. context-mechanism-outcome configurations were identified explaining what supported effective working between healthcare services and care home staff: (i) investment in care home-specific work that legitimises and values work with care homes; (ii) relational working which over time builds trust between practitioners; (iii) care which 'wraps around' care homes; and (iv) access to specialist care for older people with dementia. Resource use was similar between sites despite differing approaches to healthcare. There was greater utilisation of GP resource where this was specifically commissioned but no difference in costs between sites. activities generating opportunities and an interest in healthcare and care home staff working together are integral to optimal healthcare provision in care homes. Outcomes are likely to be better where: focus and activities legitimise ongoing contact between healthcare staff and care homes at an institutional level; link with a wider system of healthcare; and provide access to dementia-specific expertise. © The Author(s) 2018. Published by Oxford University Press on behalf of the British Geriatrics Society.

Associations of Occupational Stressors, Perceived Organizational Support, and Psychological Capital with Work Engagement among Chinese Female Nurses

Directory of Open Access Journals (Sweden)

Xiaoxi Wang

2017-01-01

Full Text Available This study aimed to explore the associations of occupational stressors (extrinsic effort, reward, and overcommitment, perceived organizational support (POS, and psychological capital (PsyCap and its components (self-efficacy, hope, resilience, and optimism with work engagement and the mediating roles of PsyCap and its components among Chinese female nurses within the framework of the job demands-resources (JD-R model. A cross-sectional sample (1,330 completed the Utrecht Work Engagement Scale, Effort-Reward Imbalance Scale, Survey of POS, and PsyCap Questionnaire, and effective respondents were 1,016 (76.4%. Hierarchical regression analysis and Preacher and Hayes’ asymptotic and resampling strategies were used. Extrinsic effort was negatively associated with vigor, dedication, and absorption, while POS, PsyCap, and hope were positively associated with them. Reward and overcommitment were positively associated with dedication and absorption. Optimism was positively associated with vigor and dedication. Optimism mediated the associations of extrinsic effort, reward, and POS with vigor and dedication. PsyCap and hope mediated the associations of POS with vigor, dedication, and absorption. There is a low level of work engagement among Chinese female nurses. Extrinsic effort could reduce work engagement, while reward, overcommitment, POS, PsyCap, hope, and optimism could enhance work engagement. Hospital managers should develop the PsyCap of female nurses through controlling occupational stressors and establishing supportive organizational climate to enhance their work engagement.

Associations of Occupational Stressors, Perceived Organizational Support, and Psychological Capital with Work Engagement among Chinese Female Nurses.

Science.gov (United States)

Wang, Xiaoxi; Liu, Li; Zou, Futing; Hao, Junhui; Wu, Hui

2017-01-01

This study aimed to explore the associations of occupational stressors (extrinsic effort, reward, and overcommitment), perceived organizational support (POS), and psychological capital (PsyCap) and its components (self-efficacy, hope, resilience, and optimism) with work engagement and the mediating roles of PsyCap and its components among Chinese female nurses within the framework of the job demands-resources (JD-R) model. A cross-sectional sample (1,330) completed the Utrecht Work Engagement Scale, Effort-Reward Imbalance Scale, Survey of POS, and PsyCap Questionnaire, and effective respondents were 1,016 (76.4%). Hierarchical regression analysis and Preacher and Hayes' asymptotic and resampling strategies were used. Extrinsic effort was negatively associated with vigor, dedication, and absorption, while POS, PsyCap, and hope were positively associated with them. Reward and overcommitment were positively associated with dedication and absorption. Optimism was positively associated with vigor and dedication. Optimism mediated the associations of extrinsic effort, reward, and POS with vigor and dedication. PsyCap and hope mediated the associations of POS with vigor, dedication, and absorption. There is a low level of work engagement among Chinese female nurses. Extrinsic effort could reduce work engagement, while reward, overcommitment, POS, PsyCap, hope, and optimism could enhance work engagement. Hospital managers should develop the PsyCap of female nurses through controlling occupational stressors and establishing supportive organizational climate to enhance their work engagement.

Mental health nursing in Jordan: an investigation into experience, work stress and organizational support.

Science.gov (United States)

Hamdan-Mansour, Ayman M; Al-Gamal, Ekhlas; Puskar, Kathryn; Yacoub, Mohammad; Marini, Anita

2011-04-01

Changes in mental health services have an impact on the role and practice of mental health nurses. The purpose of this study was to examine Jordanian mental health nurses' experiences of providing mental health care, their work-related stress, and organizational support received. A descriptive correlation design was used. Data were collected using self-report questionnaires from 92 mental health nurses in Jordan. The result of this study revealed that mental health nurses shared a high level of agreement on the importance of most nursing tasks. Mental health nurses reported a moderate level of stress, with a lack of resources and relationship and conflict with other professionals being the most frequent stressors. Nurses perceived a low level of support for their work from their supervisors. Work stress and conflict with other professionals had a significant, negative correlation with the perception the nurses had of their immediate supervisors (r = -0.29, P work stress, organizational support, and the nurses' age, sex, or level of education. This study has clinical implications in terms of developing strategies for reducing stress and improving organizational support among mental health nurses, and it should help in future research. © 2011 The Authors. International Journal of Mental Health Nursing © 2011 Australian College of Mental Health Nurses Inc.

Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes

Science.gov (United States)

Crain, Tori L.; Hammer, Leslie B.; Bodner, Todd; Kossek, Ellen Ernst; Moen, Phyllis; Lilienthal, Richard; Buxton, Orfeu M.

2014-01-01

Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health. PMID:24730425

Effective return-to-work interventions after acquired brain injury: A systematic review.

Science.gov (United States)

Donker-Cools, Birgit H P M; Daams, Joost G; Wind, Haije; Frings-Dresen, Monique H W

2016-01-01

To gather knowledge about effective return-to-work (RTW) interventions for patients with acquired brain injury (ABI). A database search was performed in PubMed, EMBASE, PsycINFO, CINAHL and the Cochrane Library using keywords and Medical Subject Headings. Studies were included if they met inclusion criteria: adult patients with non-progressive ABI, working pre-injury and an intervention principally designed to improve RTW as an outcome. The methodological quality of included studies was determined and evidence was assessed qualitatively. Twelve studies were included, of which five were randomized controlled trials and seven were cohort studies. Nine studies had sufficient methodological quality. There is strong evidence that work-directed interventions in combination with education/coaching are effective regarding RTW and there are indicative findings for the effectiveness of work-directed interventions in combination with skills training and education/coaching. Reported components of the most effective interventions were tailored approach, early intervention, involvement of patient and employer, work or workplace accommodations, work practice and training of social and work-related skills, including coping and emotional support. Effective RTW interventions for patients with ABI are a combination of work-directed interventions, coaching/education and/or skills training. These interventions have the potential to facilitate sustained RTW for patients with ABI.

The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate

Science.gov (United States)

Köse, Akif

2016-01-01

The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…

The Effects of Autonomy Support versus Psychological Control and Work Engagement versus Academic Burnout on Adolescents' Use of Avoidance Strategies

Science.gov (United States)

Shih, Shu-Shen

2013-01-01

This study examines the relationships among Taiwanese ninth graders' perceptions of autonomy support versus psychological control in the classroom context, work engagement versus academic burnout, and their avoidance of help seeking as well as self-handicapping behaviors. Four hundred and thirty-five ninth-grade Taiwanese students completed a…

The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

Science.gov (United States)

Gupta, Vishal; Agarwal, Upasna A; Khatri, Naresh

2016-11-01

This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships. Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment. Data were collected via a self-reported survey instrument. A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013-2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support-work outcome relationships adversely. The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses. © 2016 John Wiley & Sons Ltd.

The impact of shift patterns on junior doctors' perceptions of fatigue, training, work/life balance and the role of social support.

Science.gov (United States)

Brown, M; Tucker, P; Rapport, F; Hutchings, H; Dahlgren, A; Davies, G; Ebden, P

2010-12-01

The organisation of junior doctors' work hours has been radically altered following the partial implementation of the European Working Time Directive. Poorly designed shift schedules cause excessive disruption to shift workers' circadian rhythms. Interviews and focus groups were used to explore perceptions among junior doctors and hospital managers regarding the impact of the European Working Time Directive on patient care and doctors' well-being. Four main themes were identified. Under "Doctors shift rotas", doctors deliberated the merits and demerits of working seven nights in row. They also discussed the impact on fatigue of long sequences of day shifts. "Education and training" focused on concerns about reduced on-the-job learning opportunities under the new working time arrangements and also about the difficulties of finding time and energy to study. "Work/life balance" reflected the conflict between the positive aspects of working on-call or at night and the impact on life outside work. "Social support structures" focused on the role of morale and team spirit. Good support structures in the work place counteracted and compensated for the effects of negative role stressors, and arduous and unsocial work schedules. The impact of junior doctors' work schedules is influenced by the nature of specific shift sequences, educational considerations, issues of work/life balance and by social support systems. Poorly designed shift rotas can have negative impacts on junior doctors' professional performance and educational training, with implications for clinical practice, patient care and the welfare of junior doctors.

Development of CDE (calculation system for decontamination effect) for the support of decontamination to restore the environment. Software visually depicting the effect of decontamination Work

International Nuclear Information System (INIS)

Satoh, Daiki

2012-01-01

CDE in the title developed by Japan Atomic Energy Agency (JAEA) is explained for its use to support the cleaning work of the environment contaminated by the Fukushima Daiichi Nuclear Power Plant Accident (Mar. 11, 2011). With this CDE software (available at http://nsed.jaea.go.jp/josen, from Nov. 2, 2011), the effect of decontamination schedule/work can be evaluable rapidly and accurately by calculating the ambient dose rates before and after the work. Access number to the CDE site until Jan., 2012, amounts to 402, for the purposes of ambient dose assessment (20%), planning of decontamination (15%), study/investigation (15%), etc. The system software is operable in Microsoft Excel with Graphical User Interface (GUI) described by VBA (Visual Basic for Applications). To be inputted in CDE are the map of the region subjected to decontamination, data of surface contamination density and of decontamination coefficients for the area relief, all of which are available through the internet and actual measurement, which is then followed by output as tables and figures of distribution of the ambient dose rate before and after the work, and of the rate reduction coefficient. Radiation subjected to calculation is from radiocesium ( 134 Cs and 137 Cs). When the software is compared for its accuracy with those by previous software Particle and Heavy Ion Transport Code System (PHITS) and by actual measurement, their results all show a virtually satisfactory agreement, and the time necessary for calculation is over several-ten hours in PHITS, and within about 10 seconds, in CDE. Updated information of CDE is available at the above mentioned site and twitter.com/JAEA_nsed. (T.T.)

Support systems for faces and workings (Le soutenement des tailles ou chantiers d'exploitation)

Energy Technology Data Exchange (ETDEWEB)

Stassen, P

1978-01-01

Various support systems for use in underground mining are discussed, these include: A. Props: wooden props, steel props and yielding props. B. Roofbars: wooden bars, solid steel bars, steel link bars, steel flange bars, cruciform steel bars. C. Chocks: working conditions, timber release chocks, steel-girder chocks, mechanical chocks and chock-type supports. D. Powered supports: classification of powered support systems, the parameters which have to be considered when selecting the right type of powered support, minimal load- bearing requirement for powered supports, characteristic features of some powered-support system. (10 refs.) (In French)

Resilience amid Academic Stress: The Moderating Impact of Social Support among Social Work Students

OpenAIRE

Scott E. Wilks

2008-01-01

Purpose: The purpose of this study was to examine the relationship between academic stress and perceived resilience among social work students, and to identify social support as a protective factor of resilience on this relationship. A conceptual model of moderation was used to test the role of social support as protective. Methods: The sample consisted of 314 social work students (BSW=144; MSW=170) from three accredited schools/programs in the southern United States. Voluntary survey data we...

Effects of environmental support on overt and covert visuospatial rehearsal.

Science.gov (United States)

Lilienthal, Lindsey; Myerson, Joel; Abrams, Richard A; Hale, Sandra

2018-09-01

People can rehearse to-be-remembered locations either overtly, using eye movements, or covertly, using only shifts of spatial attention. The present study examined whether the effectiveness of these two strategies depends on environmental support for rehearsal. In Experiment 1, when environmental support (i.e., the array of possible locations) was present and participants could engage in overt rehearsal during retention intervals, longer intervals resulted in larger spans, whereas in Experiment 2, when support was present but participants could only engage in covert rehearsal, longer intervals resulted in smaller spans. When environmental support was absent, however, longer retention intervals resulted in smaller memory spans regardless of which rehearsal strategies were available. In Experiment 3, analyses of participants' eye movements revealed that the presence of support increased participants' fixations of to-be-remembered target locations more than fixations of non-targets, and that this was associated with better memory performance. Further, although the total time fixating targets increased, individual target fixations were actually briefer. Taken together, the present findings suggest that in the presence of environmental support, overt rehearsal is more effective than covert rehearsal at maintaining to-be-remembered locations in working memory, and that having more time for overt rehearsal can actually increase visuospatial memory spans.

The Effects of Supervisors' Support and Mediating Factors on the Nurses' Job Performance Using Structural Equation Modeling: A Case Study.

Science.gov (United States)

Ravangard, Ramin; Yasami, Shamim; Shokrpour, Nasrin; Sajjadnia, Zahra; Farhadi, Payam

2015-01-01

Nurses are the largest group and an important part of the providers in the health care systems that who a key role in hospitals. Any defect and deficiency in their work can result in irreversible outcomes. This study aimed to determine the effect of supervisors' support and mediating factors on the job performance (JOBPER) of 400 nurses working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, using structural equation modeling. The results showed that the supervisor's support had a significant negative effect on work-family conflict (t = -2.57) and a positive effect on organizational commitment (t = 4.03); Work-family conflict had a significant positive effect on job stress (t = 11.24) and a negative effect on organizational commitment (t = -3.35) and JOBPER (t = -2.29). Family-work conflict had a positive effect on job stress (t = 4.48) and a negative effect on organizational commitment (t = -2.54). Finally, job stress had a negative effect (t = -3.30), and organizational commitment showed a positive effect (t = 5.96) on the studied nurses' JOBPER. According to the results, supervisor's support could influence JOBPER through reducing work-family conflict and increasing organizational commitment. Therefore, to improve the nurses' JOBPER in the hospitals, some strategies are recommended.

Working Towards Open and Inclusive Support of Mental Health in Academia

Science.gov (United States)

Black, T. E.

2017-12-01

Mental health issues among academics have historically been dismissed as being inherent to the academic culture. While this culture is starting to shift toward more open recognition of these issues, progress toward addressing them lags. I will share a graduate student-focused perspective on some causes and effects of mental health issues in academia, and offer some actionable ideas for improvement. The stereotypical graduate school experience is conducive to the development of mental health issues. Financial stresses, balancing research, teaching, and degree commitments, and managing significant non-academic life events can be detrimental to student health without an adequate system of support. The limited recognition of and support for mental health issues in academia comes at great cost not only to individual health, but to the scientific community. Who do we exclude when we do not fully support individuals with mental health concerns? There are many anecdotes of scientists leaving academia for the sake of their mental health; it is plausible that many, anticipating potential mental health concerns or the factors that drive them, do not pursue academia at all. How can we support those in academia who experience mental health concerns? We can start by ensuring that everyone in our community has access to appropriate resources. This may look like providing new community members with clear information about the mental health services and resources that are available to the community, or advocating for better resources where they are lacking. It is important, however, to address the potential causes of mental health issues as well as the symptoms. While exact factors depend strongly on individuals, we should work to establish more flexible community standards and protocols that can accommodate the various life circumstances that we may encounter. Such actions would help to drive a broader culture shift toward recognizing and destigmatizing mental health issues.

Supportive Organisational Cultures and their effects on Male Civil Engineers

Directory of Open Access Journals (Sweden)

Valarie Francis

2012-11-01

Full Text Available Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.

Supportive Organisational Cultures and their effects on Male Civil Engineers

Directory of Open Access Journals (Sweden)

Valarie Francis

2012-11-01

Full Text Available Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.   

Is the association between high strain work and depressive symptoms modified by private life social support: a cohort study of 1,074 Danish employees?

Science.gov (United States)

Madsen, Ida E H; Jorgensen, Anette F B; Borritz, Marianne; Nielsen, Martin L; Rugulies, Reiner

2014-07-08

Previous studies have shown that psychosocial working conditions characterized by high psychological demands and low decision latitude (i.e., high strain work) are associated with increased risk of depressive symptoms. Little is known, however, concerning how this association may be modified by factors outside the working environment. This article examines the modifying role of private life social support in the relation between high strain work and the development of severe depressive symptoms. Data were questionnaire-based, collected from a cross-occupational sample of 1,074 Danish employees. At baseline, all participants were free of severe depressive symptoms, measured by the Mental Health Inventory. High strain work was defined by the combination of high psychological demands at work and low control, measured with multi-dimensional scales. Private life social support was operationalized as the number of life domains with confidants and dichotomized as low (0-1 domains) or high (2 or more domains). Using logistic regression we examined the risk of onset of severe depressive symptoms, adjusting for sex, age, occupational position, and prior depressive symptoms. Separately, neither high strain work nor low private life social support statistically significantly predicted depressive symptoms. However, participants with joint exposure to high strain work and low private life social support had an Odds ratio (OR) for severe depressive symptoms of 3.41 (95% CI: 1.36-8.58), compared to participants with no work strain and high private life social support. There was no increased risk for participants with high strain work and high private life social support (OR = 1.32, 95% CI: 0.65-2.68). The interaction term for departure from additivity was, however, not statistically significant (p = 0.18). Our findings suggest that high strain work may increase risk of depressive symptoms in individuals with low private life social support, although the effect-modification was

Is the association between high strain work and depressive symptoms modified by private life social support: a cohort study of 1,074 Danish employees?

Science.gov (United States)

2014-01-01

support, although the effect-modification was statistically non-significant. Larger studies are needed to further establish the role of private life social support in the relation between high strain work and depression. PMID:25005843

A serial mediation model of workplace social support on work productivity: the role of self-stigma and job tenure self-efficacy in people with severe mental disorders.

Science.gov (United States)

Villotti, Patrizia; Corbière, Marc; Dewa, Carolyn S; Fraccaroli, Franco; Sultan-Taïeb, Hélène; Zaniboni, Sara; Lecomte, Tania

2017-09-12

Compared to groups with other disabilities, people with a severe mental illness face the greatest stigma and barriers to employment opportunities. This study contributes to the understanding of the relationship between workplace social support and work productivity in people with severe mental illness working in Social Enterprises by taking into account the mediating role of self-stigma and job tenure self-efficacy. A total of 170 individuals with a severe mental disorder employed in a Social Enterprise filled out questionnaires assessing personal and work-related variables at Phase-1 (baseline) and Phase-2 (6-month follow-up). Process modeling was used to test for serial mediation. In the Social Enterprise workplace, social support yields better perceptions of work productivity through lower levels of internalized stigma and higher confidence in facing job-related problems. When testing serial multiple mediations, the specific indirect effect of high workplace social support on work productivity through both low internalized stigma and high job tenure self-efficacy was significant with a point estimate of 1.01 (95% CI = 0.42, 2.28). Continued work in this area can provide guidance for organizations in the open labor market addressing the challenges posed by the work integration of people with severe mental illness. Implications for Rehabilitation: Work integration of people with severe mental disorders is difficult because of limited access to supportive and nondiscriminatory workplaces. Social enterprise represents an effective model for supporting people with severe mental disorders to integrate the labor market. In the social enterprise workplace, social support yields better perceptions of work productivity through lower levels of internalized stigma and higher confidence in facing job-related problems.

The effects of work alienation on organisational commitment, work effort and work-to-family enrichment.

Science.gov (United States)

Tummers, Lars G; Den Dulk, Laura

2013-09-01

The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work-to-family enrichment. There is substantial research on the effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce. Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%). the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and--to a lesser extent--work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes. When people feel that they have no influence in their work (hence, when they feel 'powerless') and especially when the feel that their work is not worthwhile (when they feel 'meaningless') this has substantial negative effects. Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: (1) improving person-job fit, (2) developing high-quality relationships, (3) better communicating the results people help to deliver. © 2013 John Wiley & Sons Ltd.

Influence of Partner Support on an Employed Mother's Intention to Breastfeed After Returning to Work

Science.gov (United States)

2014-01-01

Abstract Background: Despite the increasing number of large companies complying with the demands for a breastfeeding-friendly workplace, providing on-site lactation support, some mothers still find continuing to breastfeed a challenge. We postulated that greater support and encouragement from the partner would be independently predictive of whether the mother would take advantage of workplace milk expression breaks and lactation rooms and continue to breastfeed after returning to work. To evaluate this hypothesis, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan. Subjects and Methods: Six hundred eight working mothers in an electronics manufacturing plant in Tainan Science Park in Southern Taiwan who had access to dedicated lactation rooms at the workplace were interviewed. Questionnaire content included female employee demographics, employment characteristics, partner-related characteristics, and breastfeeding behavior after returning to work following the birth of their most recently born child. Results: The partner's initial support of the choice to breastfeed and encouragement to use the lactation room and milk expression breaks and the mother's perception of the partner's support for baby care were significant predictors of the intention to continue to breastfeed after returning to work, after adjusting for the employed mother's demographics and employment characteristics, supporting our hypothesis. Conclusions: These findings suggest that antenatal education or activities provided by the workplace should include the partner, which may improve workplace breastfeeding rates. PMID:24650363

Exploring communication and interaction skills at work among participants in individual placement and support.

Science.gov (United States)

Lexén, Annika; Bejerholm, Ulrika

2016-07-01

Not all people with severe mental illness who attend Individual Placement and Support (IPS) gain and keep their jobs or work full time. Research has indicated a relationship between social disabilities and work performance in this group, and that support provided is often directed towards the social work environment. However, relationships between social skills performed in an authentic work setting and vocational outcomes have not been explored. To explore relationships between social communication and interaction skills and vocational outcomes among IPS service users in a Swedish context. Twenty-nine participants were appraised with the Assessment of Communication and Interaction Skills (ACIS-S) instrument, and their vocational data were registered. Correlations were estimated using Spearman's rho test with Bonferroni corrections at item level. Better communication and interaction skills were significantly correlated with increased working hours (rs = 0.64) and higher income (rs = 0.45). Increased working hours were related to assuming postures, asking questions, sharing information, and sustaining conversation in an appropriate manner. The results indicate that occupational therapists need to focus on social skills and accommodation of the social work environment in order to promote sustainable working careers among people with severe mental illness.

Work engagement and job burnout within the disability support worker population.

Science.gov (United States)

Vassos, Maria; Nankervis, Karen; Skerry, Trevor; Lante, Kerrie

2013-11-01

The aim of this study was to explore work engagement and job burnout within the disability support worker (DSW) population, using the job demands-resources (JD-R) model as a guiding theory. The research measured a set of work-related demands and resources related to working within the disability sector in order to assess which demands/resources account for a significant portion of unique variance when used to model DSW engagement and burnout. This study sampled 258 DSWs from across Australia who completed an online or paper questionnaire that included measures of engagement, burnout and the demands/resources of interest. With regard to demands, role ambiguity was significantly associated with the three engagement scores and the three burnout scores. It also accounted for the most unique variance in the three engagement scores (vigour [VI], dedication [DE] and absorption [AB]), and the personal accomplishment (PA) burnout score. With regard to resources, job feedback was significantly associated with two of the engagement scores (VI and DE) and all three burnout scores. It accounted for the most unique variance in VI and DE, and PA. In conclusion, this research adds to the existing disability workforce literature as it represents one of the first comprehensive investigations of work engagement within this population. Improved job descriptions, on-the-job feedback and the creation of specialist support workers are offered as recommendations to improve the psychosocial health of DSWs. Copyright © 2013 Elsevier Ltd. All rights reserved.

People into Employment: supporting people with disabilities and carers into work.

Science.gov (United States)

Arksey, Hilary

2003-05-01

Carers and people with disabilities are two disadvantaged groups at risk of social exclusion. Work is an important route to social inclusion, but carers and people with disabilities are under-represented in the work force. The present paper reports key findings from a new study that evaluated People into Employment (PIE), a pilot employment project in the north-east of England designed to support people with disabilities, carers and former carers in gaining mainstream work. The study aimed to identify what clients, partner agencies and employers perceived to be PIE's most important services, its strengths and areas where there was scope for further development. The study collected quantitative and qualitative data at the mid-point and at the end of the project through two questionnaire surveys, and interviews with PIE clients, the project development officer, partner agencies and employers. Drawing on the 'pathway model', the findings show that PIE's interventions included mobilising, matching, mediating and supporting activities. Key ingredients in PIE's success include: tailor-made job-search activities and training; adjusting the pace at which people move towards sustained employment; recognising and responding to the differing needs of people with disabilities, carers and former carers; confidence boosting; accompanying clients to job interviews; good job matching; and ongoing practical and emotional support for both clients and employers. Rudimentary calculations suggest that the cost per job to the project is less than the cost per job for large national projects. Overall, these findings illustrate how access to employment via flexible job-search services geared up to the local labour market can successfully promote social inclusion for carers and people with disabilities.

The Effect of Shift Work on Urogenital Disease: a Systematic Review.

Science.gov (United States)

Deng, Nanfu; Haney, Nora M; Kohn, Taylor P; Pastuszak, Alexander W; Lipshultz, Larry I

2018-05-28

Non-standard shift work schedules negatively impact the overall health of shift workers, and several studies have shown that shift work, specifically, is detrimental to urogenital health. The aims of this study are to systematically review the literature and determine the effect of shift work on the outcomes of hypogonadism, male infertility, lower urinary tract symptoms, and urogenital cancers. Recent evidence supports associations between non-standard shift work and an increase in the frequency of prostate cancer and the severity of erectile dysfunction, lower urinary tract symptoms, and hypogonadal symptoms, as well as worsening of semen parameters and fertility. These associations are strengthened by the presence of shift work sleep disorder (SWSD) which affects up to 20% of shift workers. No studies have assessed the impact of shift work on the frequency or severity of nephrolithiasis, interstitial cystitis, pelvic pain, prostatitis, or urinary tract infections. Non-standard shift work has been associated with a variety of negative health outcomes and urologic complications, especially with concurrent shift work sleep disorder. Recognition of these elevated risks among shift workers can aid in more effective screening for urologic conditions.

The Cost-Effectiveness of Supported Employment for Adults with Autism in the United Kingdom

Science.gov (United States)

Mavranezouli, Ifigeneia; Megnin-Viggars, Odette; Cheema, Nadir; Howlin, Patricia; Baron-Cohen, Simon; Pilling, Stephen

2014-01-01

Adults with autism face high rates of unemployment. Supported employment enables individuals with autism to secure and maintain a paid job in a regular work environment. The objective of this study was to assess the cost-effectiveness of supported employment compared with standard care (day services) for adults with autism in the United Kingdom.…

The effects of work alienation on organizational commitment, work effort and work-to-family enrichment

NARCIS (Netherlands)

L.G. Tummers (Lars); L. den Dulk (Laura)

2013-01-01

textabstractAim: The aim of this study was to analyze the effects of work alienation on organizational commitment, work effort and work-to-family enrichment. Background: There is substantial research on the effects of work alienation on passive job performance, such as organizational commitment.

Communication, support and psychosocial work environment affecting psychological distress among working women aged 20 to 39 years in Japan

OpenAIRE

HONDA, Ayumi; DATE, Yutaka; ABE, Yasuyo; AOYAGI, Kiyoshi; HONDA, Sumihisa

2015-01-01

When compared with their older counterparts, younger women are more likely to have depressive symptoms because they more often experience interrupted work history and a heavy childrearing burden. The purposes of the present study were 1) to investigate the possible association of psychosocial work environment with psychological distress and 2) to examine the way by which communication and support in the workplace affect to psychological distress among young women. We studied 198 women aged 20...

Service for victims of crime VDS info and victims’ support: Analysis of the previous work

Directory of Open Access Journals (Sweden)

Ćopić Sanja M.

2004-01-01

Full Text Available The first victim support service in our country VDS info and victims’ support started with its work in April 2003 within the Victimology Society of Serbia. This service is aimed at victims of crime (women and men, primarily at victims of violent crime, but also of some forms of property crime (such as burglary. The aim of the Service is to offer victims of crime information on their rights and the ways of how to realize them, emotional support, as well as to refer them to other institutions/organizations depending on the certain victim’s needs. Coordinators and volunteers, who passed the appropriate training, are responsible for that. Bearing that in mind, this paper will give the brief glens on the Service itself, its organization and the way of work, followed by the analysis of the results of previous work.

The Work-Family Support Roles of Child Care Providers across Settings

Science.gov (United States)

Bromer, Juliet; Henly, Julia R.

2009-01-01

This paper presents a qualitative investigation of the work-family support roles of a sample of 29 child care providers serving low-income families in the Chicago area (16 family, friend, and neighbor providers (FFN), 7 licensed family child care providers (FCC), and 6 center-based teachers). Providers report offering low-income parents…

Health and safety matters! Associations between organizational practices and personal support workers' life and work stress in Ontario, Canada.

Science.gov (United States)

Zeytinoglu, Isik U; Denton, Margaret; Brookman, Catherine; Davies, Sharon; Sayin, Firat K

2017-06-21

The home and community care sector is one of the fastest growing sectors globally and most prominently in mature industrialized countries. Personal support workers (PSWs) are the largest occupational group in the sector. This paper focuses on the emotional health of PSWs working in the home and community care sector in Ontario, Canada. The purpose of this paper is to present evidence on the associations between PSWs' life and work stress and organizational practices of full-time and guaranteed hours, and PSWs' perceptions of support at work and preference for hours. Data come from our 2015 survey of 1543 PSWs. Dependent variables are life and work stress. Independent variables are: objective organizational practices of full-time and guaranteed hours, and subjective organizational practices of perceived support at work, and preferred hours of work. Descriptive statistics, correlations and ordinary least square regression analyses with collinearity tests are conducted. Organizational practices of employing PSWs in full-time or guaranteed hours are not associated with their life and work stress. However, those who perceive support from their organizations are also the ones reporting lower life and work stress. In addition, those PSWs perceiving support from their supervisor report lower work stress. PSWs would like to work in their preferred hours, and those who prefer to work more hours report lower life and work stress, and conversely, those who prefer to work less hours report life and work stress. For PSWs in home and community care, perceived support from their organizations and supervisors, and employment in preferred hours are important factors related to their life and work stress.

Ecological information systems and support of learning: Coupling work domain information to user characteristics

DEFF Research Database (Denmark)

Pejtersen, Annelise Mark; Rasmussen, Jens

1997-01-01

This chapter presents a framework for design of work support systems for a modern, dynamic work environment in which stable work procedures are replaced with discretionary tasks and the request of continuous learning and adaptation to change. In this situation, classic task analysis is less effec...... in a dynamic environment is therefore a human-work interface directed towards a transparent presentation of the action possibilities and functional/intentional boundaries and constraints of the work domain relevant for typical task situations and user categories....

Effects of Individual Differences in Working Memory on Plan Presentational Choices.

Science.gov (United States)

Tintarev, Nava; Masthoff, Judith

2016-01-01

This paper addresses research questions that are central to the area of visualization interfaces for decision support: (RQ1) whether individual user differences in working memory should be considered when choosing how to present visualizations; (RQ2) how to present the visualization to support effective decision making and processing; and (RQ3) how to evaluate the effectiveness of presentational choices. These questions are addressed in the context of presenting plans, or sequences of actions, to users. The experiments are conducted in several domains, and the findings are relevant to applications such as semi-autonomous systems in logistics. That is, scenarios that require the attention of humans who are likely to be interrupted, and require good performance but are not time critical. Following a literature review of different types of individual differences in users that have been found to affect the effectiveness of presentational choices, we consider specifically the influence of individuals' working memory (RQ1). The review also considers metrics used to evaluate presentational choices, and types of presentational choices considered. As for presentational choices (RQ2), we consider a number of variants including interactivity, aggregation, layout, and emphasis. Finally, to evaluate the effectiveness of plan presentational choices (RQ3) we adopt a layered-evaluation approach and measure performance in a dual task paradigm, involving both task interleaving and evaluation of situational awareness. This novel methodology for evaluating visualizations is employed in a series of experiments investigating presentational choices for a plan. A key finding is that emphasizing steps (by highlighting borders) can improve effectiveness on a primary task, but only when controlling for individual variation in working memory.

Effects of Individual Differences in Working Memory on Plan Presentational Choices

Directory of Open Access Journals (Sweden)

Nava Tintarev

2016-11-01

Full Text Available This paper addresses research questions that are central to the area of visualization interfaces for decision support: RQ1 whether individual user differences in working memory should be considered when making choosing how to present visualizations; RQ2 how to present the visualization to support effective decision making and processing; and RQ3 how to evaluate the effectiveness of presentational choices. These questions are addressed in the context of presenting plans, or sequences of actions, to users. The experiments are conducted in several domains, and the findings are relevant to applications such as semi-autonomous systems in logistics. That is, scenarios that require the attention of humans who are likely to be interrupted, and require good performance but are not time critical. Following a literature review of different types of individual differences in users that have been found to affect the effectiveness of presentational choices, we consider specifically the influence of individuals' working memory (RQ1. The review also considers metrics used to evaluate presentational choices, and types of presentational choices considered. As for presentational choices (RQ2, we consider a number of variants including interactivity, aggregation, layout, and emphasis. Finally, to evaluate the effectiveness of plan presentational choices (RQ3 we adopt a layered-evaluation approach and measure performance in a dual task paradigm, involving both task interleaving and evaluation of situational awareness. This novel methodology for evaluating visualizations is employed in a series of experiments investigating presentational choices for a plan. A key finding is that emphasizing steps (by highlighting borders can improve effectiveness on a primary task, but only when controlling for individual variation in working memory.

The Role of Early Maternal Support in Balancing Full-Time Work and Infant Exclusive Breastfeeding: A Qualitative Study.

Science.gov (United States)

Pounds, Lea; Fisher, Christopher M; Barnes-Josiah, Debora; Coleman, Jason D; Lefebvre, R Craig

Support of others is a key factor for mothers who choose to breastfeed their infants, including those who balance work outside the home and breastfeeding. However, little research has been done to understand how maternal support during the postpartum period impacts mothers' ability to later balance work and breastfeeding, in particular full-time work and exclusive breastfeeding. The results of this qualitative study indicate that the timing of support plays a key role in mothers' ability to successfully overcome barriers during the early postpartum period, thus building maternal self-efficacy in addressing problems encountered when they return to work. To understand the experience of low-income women who successfully balance full-time work and exclusive breastfeeding for the recommended 6 months, interviews were conducted with women who met study criteria for income level, work status, and exclusive breastfeeding. Breastfeeding peer counselors were also interviewed as key informants. Interviews were recorded, transcribed, and coded for themes. The results of both sets of interviews were triangulated with a focused literature review to assure the soundness of the qualitative analysis. Timing of support included acute support, such as help establishing a successful latch needed during the first 2 weeks after delivery, to deal with breastfeeding problems that mothers perceived as being mentally and emotionally overwhelming and longer-term support needed to overcome problems perceived as being less intense. The research invites further exploration into the relationship between breastfeeding support provided by mothers' support system, including healthcare professionals, during the postpartum period and rates of breastfeeding duration and exclusivity.

STRESS AT WORK, SOCIAL SUPPORT AND COMPANIONSHIP - TOWARDS AN EVENT-CONTINGENT RECORDING APPROACH

NARCIS (Netherlands)

BUUNK, BP; PEETERS, MCW

1994-01-01

After outlining a taxonomy of perspectives on social support, the literature on the direct and buffer effects of social support with respect to occupational stress is reviewed. It is noted that negative direct and buffer effects of support are frequently observed. Methodological and theoretical

The effectiveness of social work services for families whose children are in temporary custody

Directory of Open Access Journals (Sweden)

Bardauskiene R.

2018-01-01

Full Text Available Despite that there is an operating social support system for families, social workers are affected by factors that limit effectiveness of their activities in working with families whose children are taken into temporary custody. The article aims to uncover what hinders social worker to carry out effective work in providing social services for families whose children are in temporary custody. Qualitative research data shows that the research participants’ awareness of social work effectiveness is limited to its individual components. Putting together these components one can get a broad definition of effectivenessof social work though the research participants themselves donot use such a concept. The research data reveals that micro level factors influencing effectiveness of social workers’ activities working with families whose children are in temporary custody are as follows: absence of parental motivation to seek changes and unfavourable environment as well as negative community approach to social risk families. Macro level factors limiting social work effectiveness working with the families at social risk lie in the system of social services. Inadequate management of social work, limited social workers’ access to resources necessary to restore family functions; too high workload for social workers are essential factors limiting social work effectiveness.

Supporting the attainment of professional attributes in a work based learning programme

OpenAIRE

Perera, Noel; Penlington, Roger

2012-01-01

With the impending change in the higher education landscape within the UK there is a greater need for flexibility and innovation in the delivery of degree programmes. One flexible and innovative form of programme delivery is the work based learning platform. Additional academic guidance is imperative for students undertaking a work based learning programme due to the flexible nature of the programme. However in providing this academic guidance and support it places additional demands upon bot...

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes

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SL Wagner

2015-10-01

Full Text Available Background: There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. Objective: To determine the value of social support interventions for work outcomes. Methods: Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. Results: The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. Conclusion: There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes.

Science.gov (United States)

Wagner, S L; White, M I; Schultz, I Z; Williams-Whitt, K; Koehn, C; Dionne, C E; Koehoorn, M; Harder, H G; Pasca, R; Wärje, O; Hsu, V; McGuire, L; Lama, I; Schulz, W; Kube, D; Wright, M D

2015-10-01

There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. To determine the value of social support interventions for work outcomes. Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Real-time 3D radiation risk assessment supporting simulation of work in nuclear environments

International Nuclear Information System (INIS)

Szoke, I; Louka, M N; Bryntesen, T R; Bratteli, J; Edvardsen, S T; RøEitrheim, K K; Bodor, K

2014-01-01

This paper describes the latest developments at the Institute for Energy Technology (IFE) in Norway, in the field of real-time 3D (three-dimensional) radiation risk assessment for the support of work simulation in nuclear environments. 3D computer simulation can greatly facilitate efficient work planning, briefing, and training of workers. It can also support communication within and between work teams, and with advisors, regulators, the media and public, at all the stages of a nuclear installation’s lifecycle. Furthermore, it is also a beneficial tool for reviewing current work practices in order to identify possible gaps in procedures, as well as to support the updating of international recommendations, dissemination of experience, and education of the current and future generation of workers. IFE has been involved in research and development into the application of 3D computer simulation and virtual reality (VR) technology to support work in radiological environments in the nuclear sector since the mid 1990s. During this process, two significant software tools have been developed, the VRdose system and the Halden Planner, and a number of publications have been produced to contribute to improving the safety culture in the nuclear industry. This paper describes the radiation risk assessment techniques applied in earlier versions of the VRdose system and the Halden Planner, for visualising radiation fields and calculating dose, and presents new developments towards implementing a flexible and up-to-date dosimetric package in these 3D software tools, based on new developments in the field of radiation protection. The latest versions of these 3D tools are capable of more accurate risk estimation, permit more flexibility via a range of user choices, and are applicable to a wider range of irradiation situations than their predecessors. (paper)

Real-time 3D radiation risk assessment supporting simulation of work in nuclear environments.

Science.gov (United States)

Szőke, I; Louka, M N; Bryntesen, T R; Bratteli, J; Edvardsen, S T; RøEitrheim, K K; Bodor, K

2014-06-01

This paper describes the latest developments at the Institute for Energy Technology (IFE) in Norway, in the field of real-time 3D (three-dimensional) radiation risk assessment for the support of work simulation in nuclear environments. 3D computer simulation can greatly facilitate efficient work planning, briefing, and training of workers. It can also support communication within and between work teams, and with advisors, regulators, the media and public, at all the stages of a nuclear installation's lifecycle. Furthermore, it is also a beneficial tool for reviewing current work practices in order to identify possible gaps in procedures, as well as to support the updating of international recommendations, dissemination of experience, and education of the current and future generation of workers.IFE has been involved in research and development into the application of 3D computer simulation and virtual reality (VR) technology to support work in radiological environments in the nuclear sector since the mid 1990s. During this process, two significant software tools have been developed, the VRdose system and the Halden Planner, and a number of publications have been produced to contribute to improving the safety culture in the nuclear industry.This paper describes the radiation risk assessment techniques applied in earlier versions of the VRdose system and the Halden Planner, for visualising radiation fields and calculating dose, and presents new developments towards implementing a flexible and up-to-date dosimetric package in these 3D software tools, based on new developments in the field of radiation protection. The latest versions of these 3D tools are capable of more accurate risk estimation, permit more flexibility via a range of user choices, and are applicable to a wider range of irradiation situations than their predecessors.

Facilitating computer supported cooperative work with socio-technical self-descriptions

OpenAIRE

Kunau, Gabriele

2006-01-01

How can the concept of self-description from newer systems theory be used for improving the co-evolvement of software engineering and organizational change in CSCW-projects? This thesis suggests transferring the concept of self-description into a concept of socio-technical self-description allowing an organization to describe its own computer supported work processes. The presentation of results is organized in four steps: First, a theoretical foundation is elaborated; second, an initial meth...

Female employees' perceptions of organisational support for breastfeeding at work: findings from an Australian health service workplace

Directory of Open Access Journals (Sweden)

Weber Danielle

2011-11-01

Full Text Available Abstract Background Women's return to work can be a significant barrier to continued breastfeeding. Workplace policies and practices to promote and support continued, and longer duration of, breastfeeding are important. In the context of the introduction of a new breastfeeding policy for Area Health Services in New South Wales, Australia, a baseline survey was conducted to describe current practices and examine women's reports of perceived organisational support on breastfeeding intention and practice. Methods A cross sectional survey of female employees of the Sydney South West Area Health Service was conducted in late 2009. A mailed questionnaire was sent to 998 eligible participants who had taken maternity leave over the 20-month period from January 2008 to August 2009. The questionnaire collected items assessing breastfeeding intentions, awareness of workplace policies, and the level of organisational and social support available. For those women who had returned to work, further questions were asked to assess the perceptions and practices of breastfeeding in the work environment, as well as barriers and enabling factors to combining breastfeeding and work. Results Returning to work was one of the main reasons women ceased breastfeeding, with 60 percent of women intending to breastfeed when they returned to work, but only 40 percent doing so. Support to combine breastfeeding and work came mainly from family and partners (74% and 83% respectively, with little perceived support from the organisation (13% and human resources (6%. Most women (92% had received no information from their managers about their breastfeeding options upon their return to work, and few had access to a room specially designated for breastfeeding (19%. Flexible work options and lactation breaks, as well as access to a private room, were identified as the main factors that facilitate breastfeeding at work. Conclusions Enabling women to continue breastfeeding at work has

Female employees' perceptions of organisational support for breastfeeding at work: findings from an Australian health service workplace.

Science.gov (United States)

Weber, Danielle; Janson, Anneka; Nolan, Michelle; Wen, Li Ming; Rissel, Chris

2011-11-30

Women's return to work can be a significant barrier to continued breastfeeding. Workplace policies and practices to promote and support continued, and longer duration of, breastfeeding are important. In the context of the introduction of a new breastfeeding policy for Area Health Services in New South Wales, Australia, a baseline survey was conducted to describe current practices and examine women's reports of perceived organisational support on breastfeeding intention and practice. A cross sectional survey of female employees of the Sydney South West Area Health Service was conducted in late 2009. A mailed questionnaire was sent to 998 eligible participants who had taken maternity leave over the 20-month period from January 2008 to August 2009. The questionnaire collected items assessing breastfeeding intentions, awareness of workplace policies, and the level of organisational and social support available. For those women who had returned to work, further questions were asked to assess the perceptions and practices of breastfeeding in the work environment, as well as barriers and enabling factors to combining breastfeeding and work. Returning to work was one of the main reasons women ceased breastfeeding, with 60 percent of women intending to breastfeed when they returned to work, but only 40 percent doing so. Support to combine breastfeeding and work came mainly from family and partners (74% and 83% respectively), with little perceived support from the organisation (13%) and human resources (6%). Most women (92%) had received no information from their managers about their breastfeeding options upon their return to work, and few had access to a room specially designated for breastfeeding (19%). Flexible work options and lactation breaks, as well as access to a private room, were identified as the main factors that facilitate breastfeeding at work. Enabling women to continue breastfeeding at work has benefits for the infant, employee and organisation. However, this

The Role of Organizational Humanistic Social Support in Decreasing the Interference of Work Problems on Employees’ Family Conflict

Directory of Open Access Journals (Sweden)

Azman Ismail

2013-02-01

Full Text Available Despite an increased interest in humanistic touch in global organizational support, the nature of helping processes rendered by supervisor and coworkers is still vague. The study was performed to examine the relationship between organizational humanistic social support and work interference with family conflict using 100 usable questionnaires gathered from academic staff in a Malaysian public institution of higher learning in Borneo. The findings of SmartPLS path model indicated that humanistic touch in term of supervisory support significantly correlated with work interference with family conflict. Similarly, humanistic touch of coworker support significantly correlated with work interference with family conflict. This result shows that the readiness of supervisors and coworkers to amply offer material and moral support in performing task have reduced the intrusion of work problems in employees’ family affairs and enriched their skills to decrease family conflicts. In addition, discussion, implications and conclusion are elaborated.

The effects of scaffolding in the classroom : support contingency and student independent working time in relation to student achievement, task effort and appreciation of support

NARCIS (Netherlands)

van de Pol, Janneke; Volman, Monique; Oort, Frans; Beishuizen, Jos

2015-01-01

Teacher scaffolding, in which teachers support students adaptively or contingently, is assumed to be effective. Yet, hardly any evidence from classroom studies exists. With the current experimental classroom study we investigated whether scaffolding affects students’ achievement, task effort, and

Work-related injuries of educational support staff in schools.

Science.gov (United States)

Ko, Dong Hwan; Jeong, Byung Yong

2018-02-15

This study aims to describe the characteristics of occupational injuries to educational support staff (service worker) in schools. In this research, 803 injured workers registered in 2015 were analyzed in terms of their gender, age, work experience, school type, work type, accident type, agency of accident, nature of injury and injured part of the body for each occupation. The workers were classified into after-school instructor, custodian and cooking staff. Accidents occurred mainly due to slips (35.6%) on floor/stair or contact with high temperature (18.1%). Also, the workers mostly fractured (41.2%) or had burns (19.3%) on their leg/foot (37.1%) or arm/hand/finger (29.8%). The results showed the difference in characteristics and injury pattern of injured persons for each occupation type, addressing the need for customized preventative measures for each situation. The results of this study can be a baseline in devising policies and guidelines for preventing accidents of service workers in schools.

Creating a culture to support patient safety. The contribution of a multidisciplinary team development programme to collaborative working.

Science.gov (United States)

Benson, Anne

2010-01-01

Effective teamwork is crucial for ensuring the provision of safe high quality care. Teams whose members collaborate through questioning, reflecting on and reviewing their work, offering each other feedback and where reporting is encouraged are more likely to promote a safe environment of care. This paper describes a multidisciplinary development programme intended to increase team effectiveness. The teams that took part developed their ability to work collaboratively together with levels of open dialogue, critical reflection and direct feedback increasing. The paper goes on to discuss aspects of the programme which were helpful in enabling these positive changes and concludes with a number of recommendations for those commissioning and facilitating team development initiatives. These include: the need for people from different disciplines and different levels within the hierarchy to spend time reviewing their work together, the need to explicitly address issues of power and authority, the usefulness taking an action orientated approach and requiring participants to work on real issues together, the importance of providing sufficient time and resource to support people to work with the challenges associated with implementing change and addressing team dynamics, The importance of skilled facilitation.

[Effects of noninvasive proportional assist vs pressure support ventilation on respiratory work in chronic obstructive pulmonary disease patients with hypercapnia].

Science.gov (United States)

Zhang, J H; Luo, Q; Zhang, H J; Chen, R C

2017-06-12

Objective: To investigate the effect of noninvasive proportional assist ventilation (PAV) on respiratory work in chronic obstructive pulmonary disease(COPD) patients, in comparison to noninvasive pressure support ventilation(PSV). Methods: Ten severe COPD patients with hypercapnia during acute exacerbation were examined. The baseline inspiratory pressure of PSV (PS) and the assistance level of PAV(PA) were titrated by patients' tolerance. In addition to the baseline PS and PA, an additional decrease by 25% (PS-=75% PS, PA-=75% PA) or increase by 25% (PS+ =125% PS, PA+ =125% PA) of the assist level were applied to the patients. After the assessment of unassisted spontaneous breathing (SB), the patient was placed on the 6 levels of noninvasive-PSV and noninvasive-PAV in random sequence. Each level lasted at least 20 minutes. Respiratory rate (RR), tidal volume (Vt), and respiratory work(Wex, Wip and Wv) were measured. Asynchrony index (AI) was calculated. Results: During ventilation, Vt was significantly higher with each assist level than with SB. The Vt was significant increased with PS+ than with PA+ . An increase in expiratory work(Wex) and decrease in inspiratory work(Wip) were observed respectively, with the increasing assist level. The inspiratory muscles assessed by Wip were more unloaded at PS compared with PA [PS: (1.59±1.27) J/min vs PA: (4.99±3.48) J/min P increased with the increasing assist level of PSV [PS-: (0.46±0.57)%, PS: (1.36±1.24)% PS+ : (5.26±4.77)]. No asynchrony events were observed at PA- and PA. "Runaway" (expiratory asynchrony) was observed during PA+ [AI: (2.62±2.72)%]. Conclusions: Noninvasive-PAV can increase the Vt and decrease the Wip of the COPD patients with hypercapnia and avoid the over-assistance. The "Runaway" will occur at assist level higher than that set by tolerance. Physiological data can monitor the patient's responses and the ventilator-patient interaction, which may provide objective criteria for ventilator setting.

Characteristics of the NICU Work Environment Associated With Breastfeeding Support

Science.gov (United States)

Hallowell, Sunny G.; Spatz, Diane L.; Hanlon, Alexandra L.; Rogowski, Jeannette A.; Lake, Eileen T.

2015-01-01

PURPOSE The provision of breastfeeding support in the neonatal intensive care unit (NICU) may assist a mother to develop a milk supply for the NICU infant. Human milk offers unique benefits and its provision unique challenges in this highly vulnerable population. The provision of breastfeeding support in this setting has not been studied in a large, multihospital study. We describe the frequency of breastfeeding support provided by nurses and examined relationships between NICU nursing characteristics, the availability of a lactation consultant (LC), and breastfeeding support. SUBJECTS AND DESIGN This was a secondary analysis of 2008 survey data from 6060 registered nurses in 104 NICUs nationally. Nurse managers provided data on LCs. These NICUs were members of the Vermont Oxford Network, a voluntary quality and safety collaborative. METHODS Nurses reported on the infants (n = 15,233) they cared for on their last shift, including whether breastfeeding support was provided to parents. Breastfeeding support was measured as a percentage of infants on the unit. The denominator was all infants assigned to all nurse respondents on that NICU. The numerator was the number of infants that nurses reported providing breastfeeding support. Nurses also completed the Practice Environment Scale of the Nursing Work Index (PES-NWI), a nationally endorsed nursing care performance measure. The NICU nursing characteristics include the percentages of nurses with a BSN or higher degree and with 5 or more years of NICU experience, an acuity-adjusted staffing ratio, and PES-NWI subscale scores. Lactation consultant availability was measured as any/none and in full-time equivalent positions per 10 beds. RESULTS The parents of 14% of infants received breastfeeding support from the nurse. Half of the NICUs had an LC. Multiple regression analysis showed a significant relationship between 2 measures of nurse staffing and breastfeeding support. A 1 SD higher acuity-adjusted staffing ratio was

Cancer Survivors' Social Context in the Return to Work Process: Narrative Accounts of Social Support and Social Comparison Information.

Science.gov (United States)

Armaou, M; Schumacher, L; Grunfeld, E A

2017-10-04

Purpose Returning to work is a process that is intertwined with the social aspects of one's life, which can influence the way in which that person manages their return to work and also determines the support available to them. This study aimed to explore cancer patients' perceptions of the role of their social context in relation to returning to work following treatment. Methods Twenty-three patients who had received a diagnosis of either urological, breast, gynaecological, or bowel cancer participated in semi-structured interviews examining general perceptions of cancer, work values and perceptions of the potential impact of their cancer diagnosis and treatment on work. Interviews were analysed using the iterative process of Framework Analysis. Results Two superordinate themes emerged as influential in the return to work process: Social support as a facilitator of return to work (e.g. co-workers' support and support outside of the workplace) and Social comparison as an appraisal of readiness to return to work (e.g. comparisons with other cancer patients, colleagues, and employees in other organisations or professions). Conclusions Two functions of the social context of returning to work after cancer were apparent in the participants' narrative: the importance of social support as a facilitator of returning to work and the utilisation of social comparison information in order to appraise one's readiness to return to work. The role of social context in returning to work has largely been absent from the research literature to date. The findings of this study suggest that social support and social comparison mechanisms may have a significant impact on an individual's successful return to the workplace.

The Community-based Organizations Working Group of the Space Science Education Support Network

Science.gov (United States)

Lutz, J. H.; Lowes, L. L.; Asplund, S.

2004-12-01

The NASA Space Science Support Network Community-based Organizations Working Group (CBOWG) has been working for the past two years on issues surrounding afterschool programs and programs for youth (e.g., Girl Scouts, Boy Scouts, Boys and Girls Clubs, 4-H, summer camps, afterschool and weekend programs for various ages, programs with emphases on minority youth). In this session the co-leaders of the CBOWG will discuss the challenges of working with community-based organizations on a regional or national level. We will highlight some ties that we have forged with the National Institute for Out of School Time (NIOST) and the National Afterschool Association (NAA). We will also talk about efforts to coordinate how various entities within NASA cooperate with community-based organizations to serve the best interests of these groups. We will give a couple of examples of how NASA space science organizations have partnered with community-based organizations. The session will include some handouts of information and resources that the CBOWG has found useful in developing an understanding of this segment of informal education groups. We would like to thank NASA for providing resources to support the work of the CBOWG.

The challenges of joint working: lessons from the Supporting People Health Pilot evaluation

Directory of Open Access Journals (Sweden)

Ailsa Cameron

2007-10-01

Full Text Available Purpose: This paper reports the findings of the evaluation of the Supporting People Health Pilots programme which was established to demonstrate the policy links between housing support services and health and social care services by encouraging the development of integrated services. The paper highlights the challenges of working across housing, health and social care boundaries. Method: The evaluation of the 6 health pilots rested on two main sources of data collection: Quarterly Project Evaluation Reports collected process data as well as reporting progress against aims and objectives. Semi-structured interviews - conducted across all key professional stakeholder groups and agencies and with people who used services - explored their experiences of these new services. Results: The ability of pilots to work across organisational boundaries to achieve their aims and objectives was associated not only with agencies sharing an understanding of the purpose of the joint venture, a history of joint working and clear and efficient governance arrangements but on two other characteristics: the extent and nature of statutory sector participation and, whether or not the service is defined by a history of voluntary sector involvement. In particular the pilots demonstrated how voluntary sector agencies appeared to be less constrained by organisational priorities and professional agenda and more able to respond flexibly to meet the complex needs of individuals. Conclusion and discussion: The pilots demonstrate that integrating services to support people with complex needs works best when the service is determined by the characteristics of those who use the service rather than pre-existing organisational structures.

Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

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Aarons, Gregory A; Sawitzky, Angelina C

2006-05-01

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

Support of Activities of the NAS in Relation to the Radiation Effects Research Foundation

International Nuclear Information System (INIS)

Douple, Evan B.

2006-01-01

The National Academies (NA) provides support for the activities related to the long-term follow up of the health of the survivors of the atomic bombings of Hiroshima and Nagasaki being conducted by the Radiation Effects Research Foundation (RERF) laboratories in Hiroshima and Nagasaki, Japan. The NA serves as scientific and administrative liaison between the U.S. Department of Energy (DOE) and RERF, and performs tasks in the areas of scientific oversight, information/public interface, fiscal oversight, and personnel management. The project includes recruitment and support of approximately 10 NA employees who work at RERF in Japan. Specific activities are performed consistent with the cooperative agreement's Statement of Work between DOE and NA and consistent with an Annual Work Plan developed by DOE and NA

Shift Work Disorder and Mental and Physical Effects of Shift Work

Directory of Open Access Journals (Sweden)

Pinar Guzel Ozdemir

2018-03-01

Full Text Available With the growing prevalence of shift work all over the the world, the relationship between the daily lives of irregular lifestyles and rhythms is being investigated for those working as shift workers and their families. The effect of shift work on physical and mental health is a very important field of research in recent years. The onset and persistence of medical complications in shift workers includes impaired synchronization between work schedule rhythms and circadian clock. In this context, studies have been carried out showing the increased risk of sleep-wake disorders, gastrointestinal problems, and cardiovascular diseases. There is little information about the actual frequency, effect on health and treatment of shift work disorder, known as circadian rhythm sleep disorder. Shift work disorder includes insomnia and/or excessive sleepiness related with the work schedule. The aim of this rewiev, mentioning about the physical and mental effects of shift work, and to provide information about the diagnosis, clinic and treatment methods of shift-work disorder.

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

OpenAIRE

Kelly, Erin L.; Moen, Phyllis; Oakes, J. Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D.; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2014-01-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expecta...

Making cognitive decision support work: Facilitating adoption, knowledge and behavior change through QI.

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Weir, Charlene; Brunker, Cherie; Butler, Jorie; Supiano, Mark A

2017-07-01

This paper evaluates the role of facilitation in the successful implementation of Computerized Decision Support (CDS). Facilitation processes include education, specialized computerized decision support, and work process reengineering. These techniques, as well as modeling and feedback enhance self-efficacy, which we propose is one of the factors that mediate the effectiveness of any CDS. In this study, outpatient clinics implemented quality improvement (QI) projects focused on improving geriatric care. Quality Improvement is the systematic process of improving quality through continuous measurement and targeted actions. The program, entitled "Advancing Geriatric Education through Quality Improvement" (AGE QI), consisted of a 6-month, QI based, intervention: (1) 2h didactic session, (2) 1h QI planning session, (3) computerized decision support design and implementation, (4) QI facilitation activities, (5) outcome feedback, and (6) 20h of CME. Specifically, we examined the impact of the QI based program on clinician's perceived self-efficacy in caring for older adults and the relationship of implementation support and facilitation on perceived success. The intervention was implemented at 3 institutions, 27 community healthcare system clinics, and 134 providers. This study reports the results of pre/post surveys for the forty-nine clinicians who completed the full CME program. Self-efficacy ratings for specific clinical behaviors related to care of older adults were assessed using a Likert based instrument. Self-ratings of efficacy improved across the following domains (depression, falls, end-of-life, functional status and medication management) and specifically in QI targeted domains and were associated with overall clinic improvements. Published by Elsevier Inc.

Work reintegration after long-term sick leave: domains of influence on co-workers' ability to be supportive.

Science.gov (United States)

Petersen, Kirsten Schultz; Labriola, Merete; Nielsen, Claus Vinther; Larsen, Eva Ladekjær

2016-09-01

The purpose of the study is to identify domains of influence on co-workers' ability to be supportive of returning worker during the work reintegration (WR) process. An ethnographic study design was chosen involving fieldwork at four different workplaces, at an emergency care service, a waste disposal company and at two nursing homes. Qualitative methods for inquiry were used including participant observation, individual- and group interviews of 30 participants. Data were coded and analysed according to a grounded theory approach. Four themes were identified related to domains of influence on co-workers' ability to be supportive of returning worker during the WR process: (1) organisation of work and level of interaction; (2) disruption of work routines, (3) relationship with returning worker and (4) attitudes towards sick leave. The WR process after long-term sick leave is not only influenced by the WR's arrangements made, but also by the co-workers' responses to the process. Work arrangements not only affect the returning worker's ability to return-to-work (RTW) successfully, but also the co-workers' ability to be supportive and their ability to take active part in the process. Implications for Rehabilitation The process of WR after long-term sick leave involves interaction with co-workers. Domains of influence is in the co-workers' perspective influencing their ability to be supportive during reintegration of a returning worker. Future WR management could benefit from integrating the conditions for co-worker support. We encourage co-workers to be involved in the RTW planning, monitoring and evaluation with particular focus on how the WR arrangements are influencing their work and their ability to be supportive.

Sense of coherence modifies the effect of overtime work on mental health.

Science.gov (United States)

Ohta, Masanori; Higuchi, Yoshiyuki; Yamato, Hiroshi; Kumashiro, Masaharu; Sugimura, Hisamichi

2015-01-01

In the occupational health field, it is important to know how workload influences mental health. Overtime work and job strain appear to affect the mental health status of workers. Sense of coherence (SOC) may mediate the relationship between work stress and mental health. Since SOC represents a personal ability to manage psychological stressors, we hypothesized that a strong SOC would modify the adverse effect of an objective measure of overtime work on mental health. A total of 1,558 Japanese workers employed in an information technology company were asked to complete a 3-item SOC Questionnaire and 28-item General Health Questionnaire (GHQ) to assess mental health status. Workload was assessed by the actual amount of overtime work hours recorded by the company. Multiple regression analysis revealed a main effect of overtime work (β=0.08, p=0.0003) and SOC scores (β=0.41, p work and SOC scores (β=0.05, p=0.051). Simple slope analysis supported this association (-1 SD below the mean, simple slope=0.04, SE=0.01, p health impacts of workload as measured by an objective index of overtime work, and should be considered when assessing the effects of workload on mental health.

Role Resources and Work-Family Enrichment: The Role of Work Engagement

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Siu, Oi-ling; Lu, Jia-fang; Brough, Paula; Lu, Chang-qin; Bakker, Arnold B.; Kalliath, Thomas; O'Driscoll, Michael; Phillips, David R.; Chen, Wei-qing; Lo, Danny; Sit, Cindy; Shi, Kan

2010-01-01

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted…

Mental health and psychosocial support in crisis and conflict: report of the Mental Health Working Group.

Science.gov (United States)

Allden, K; Jones, L; Weissbecker, I; Wessells, M; Bolton, P; Betancourt, T S; Hijazi, Z; Galappatti, A; Yamout, R; Patel, P; Sumathipala, A

2009-01-01

The Working Group on Mental Health and Psychosocial Support was convened as part of the 2009 Harvard Humanitarian Action Summit. The Working Group chose to focus on ethical issues in mental health and psychosocial research and programming in humanitarian settings. The Working Group built on previous work and recommendations, such as the Inter-Agency Standing Committee's Guidelines on Mental Health and Psychosocial Support in Emergency Settings. The objective of this working group was to address one of the factors contributing to the deficiency of research and the need to develop the evidence base on mental health and psychosocial support interventions during complex emergencies by proposing ethical research guidelines. Outcomes research is vital for effective program development in emergency settings, but to date, no comprehensive ethical guidelines exist for guiding such research efforts. Working Group members conducted literature reviews which included peer-reviewed publications, agency reports, and relevant guidelines on the following topics: general ethical principles in research, cross-cultural issues, research in resource-poor countries, and specific populations such as trauma and torture survivors, refugees, minorities, children and youth, and the mentally ill. Working Group members also shared key points regarding ethical issues encountered in their own research and fieldwork. The group adapted a broad definition of the term "research", which encompasses needs assessments and data gathering, as well as monitoring and evaluation. The guidelines are conceptualized as applying to formal and informal processes of assessment and evaluation in which researchers as well as most service providers engage. The group reached consensus that it would be unethical not to conduct research and evaluate outcomes of mental health and psychosocial interventions in emergency settings, given that there currently is very little good evidence base for such interventions

Support for Families: Working with Parents and Caregivers to Support Children from Birth to Three Years of Age.

Science.gov (United States)

Hanssen, Elizabeth, Ed.; Zimanyi, Louise, Ed.

2000-01-01

This theme issue of Coordinators' Notebook focuses on how early childhood care and development (ECCD) programs world-wide can work with parents and caregivers to support children from birth to 3 years of age. Section 1 of the journal describes the needs of parents and families and the development of parent programs around the world. Section 2…

Use of a computerized decision support system for primary and secondary prevention of work-related MSD disability.

Science.gov (United States)

Womack, Sarah K; Armstrong, Thomas J

2005-09-01

The present study evaluates the effectiveness of a decision support system used to evaluate and control physical job stresses and prevent re-injury of workers who have experienced or are concerned about work-related musculoskeletal disorders. The software program is a database that stores detailed job information such as standardized work data, videos, and upper-extremity physical stress ratings for over 400 jobs in the plant. Additionally, the database users were able to record comments about the jobs and related control issues. The researchers investigated the utility and effectiveness of the software by analyzing its use over a 20-month period. Of the 197 comments entered by the users, 25% pertained to primary prevention, 75% pertained to secondary prevention, and 94 comments (47.7%) described ergonomic interventions. Use of the software tool improved primary and secondary prevention by improving the quality and efficiency of the ergonomic job analysis process.

The effect of Reiki on work-related stress of the registered nurse.

Science.gov (United States)

Cuneo, Charlotte L; Curtis Cooper, Maureen R; Drew, Carolyn S; Naoum-Heffernan, Christine; Sherman, Tricia; Walz, Kathleen; Weinberg, Janice

2011-03-01

The Reiki Master Teacher group at a large academic, urban medical center studied the effects of Reiki on work-related stress in Registered Nurse Reiki I class participants. Research suggests that work-related stress is an influential factor in nursing burn out and retention. Reiki, an ancient form of Oriental "energy work" or healing, has been found to decrease stress. The Perceived Stress Scale tool was administered prior to the Reiki I class and after three weeks of practicing self-Reiki. Seventeen participants returned follow-up data. Results indicated that practicing Reiki more often resulted in reduced perceived stress levels. Data from this small pilot study supports educating nurses about Reiki practice to decrease work-related stress.

THE EFFECT OF COMPENSATION, LEADERSHIP AND ORGANIZATIONAL CULTURE THROUGH WORK MOTIVATION ON EMPLOYEE PERFORMANCE

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Djoko Setyo Widodo

2017-12-01

Full Text Available This study aims to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the conventional banking environment in Bekasi. The research sample is determined by simple random sampling and the technique analysis is SEM analysis with AMOS ver. 21. This study shows positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also find that organizational culture has no effect on work motivation. Based on the results of this study conclude that all hypothesis are supported but one hypotheses that examine the influence of organizational culture has no effect on work motivation.

Conventional approaches for assessment of caving behaviour and support requirement with regard to strata control experiences in longwall workings

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G.S.P. Singh

2015-06-01

Full Text Available Effective control of roof strata is very important for trouble free operation and regular face advance in mechanised longwall workings. It is now technically possible to exploit coal seams in difficult geo-mining conditions with the help of newer innovations in longwall face machineries. A reliable assessment of caving behaviour and support capacity requirement helps in selecting supports of adequate capacity and making operational preparedness for timely and confident solution of impending problems. This paper reviews the mechanism of roof caving and the conventional approaches of caving behaviour and support requirement in the context of major strata control experiences gained worldwide. The review shows that a number of approaches are being used for advance prediction of caving behaviour and support capacity requirement in a variety of geo-mining conditions. The theoretical explanation of the mechanism of roof caving and the design function of roof supports have been worked out through staged development of approaches, their evaluation followed by their gradual modification and enrichment of synthesized findings. This process is still continuing with consistently improved understanding through growing field experiences in the larger domain of geo-mining conditions and state-of-art strata analysis and monitoring techniques. These attempts have contributed significantly to improving the level of understanding and reducing the gap of uncertainty in planning and design of longwall operation in a given geo-mining condition.

Field Support System (FS-AID) and Working Capital Fund Tracking System (WCF-TS)

Data.gov (United States)

US Agency for International Development — The Field Support System (FS-AID) and Working Capital Fund Tracking System (WCF-TS) are two modules of a single data management system that share common tables and...

Towards needs-based work environments : Psychological needs affecting the use and appreciation of activity-based work environments

NARCIS (Netherlands)

Jan Gerard Hoendervanger

2015-01-01

Activity-Based Working (ABW) is supported by work environments that combine hot-desking with a variety of workplaces, designed to support different types of activities. While the advantages of these work environments in terms of efficiency are undisputed, their effectiveness with respect to job

Towards needs-based work environments: psychological needs affecting the use and appreciation of activity-based work environments

NARCIS (Netherlands)

Hoendervanger, Jan Gerard

2015-01-01

Activity-Based Working (ABW) is supported by work environments that combine hot-desking with a variety of workplaces, designed to support different types of activities. While the advantages of these work environments in terms of efficiency are undisputed, their effectiveness with respect to job

The experiences of working carers of older people regarding access to a web-based family care support network offered by a municipality.

Science.gov (United States)

Andersson, Stefan; Erlingsson, Christen; Magnusson, Lennart; Hanson, Elizabeth

2017-09-01

Policy makers in Sweden and other European Member States pay increasing attention as to how best support working carers; carers juggling providing unpaid family care for older family members while performing paid work. Exploring perceived benefits and challenges with web-based information and communication technologies as a means of supporting working carers' in their caregiving role, this paper draws on findings from a qualitative study. The study aimed to describe working carers' experiences of having access to the web-based family care support network 'A good place' (AGP) provided by the municipality to support those caring for an older family member. Content analysis of interviews with nine working carers revealed three themes: A support hub, connections to peers, personnel and knowledge; Experiencing ICT support as relevant in changing life circumstances; and Upholding one's personal firewall. Findings indicate that the web-based family care support network AGP is an accessible, complementary means of support. Utilising support while balancing caregiving, work obligations and responsibilities was made easier with access to AGP; enabling working carers to access information, psychosocial support and learning opportunities. In particular, it provided channels for carers to share experiences with others, to be informed, and to gain insights into medical and care issues. This reinforced working carers' sense of competence, helping them meet caregiving demands and see positive aspects in their situation. Carers' low levels of digital skills and anxieties about using computer-based support were barriers to utilising web-based support and could lead to deprioritising of this support. However, to help carers overcome these barriers and to better match web-based support to working carers' preferences and situations, web-based support must be introduced in a timely manner and must more accurately meet each working carer's unique caregiving needs. © 2016 Nordic College

Towards a Knowledge Communication Perspective on Designing Artefacts Supporting Knowledge Work

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Niclas Eberhagen

2015-02-01

Full Text Available The designing of computer-based artefacts to support knowledge work is far from a straightforward rational process. Characteristics of knowledge work have a bearing upon how developers (or designers, together with users, come to approach and capture the rich and tacit knowing of the practice. As all knowledge work is about the production of knowledge, transforming it, so is the design practice for developing artefacts to occupy space within that same practice. There is a need for providing a conceptual language to better reflect the nature of this design work that goes beyond those dressed in the managerial (or rational language of planned activities and deliverables. Towards this end, a conceptual frame is presented that makes several important aspects of the design practice visible. The frame brings together both nature of design work and characteristics of knowledge work to extend the frame of knowledge in user-developer communication of Kensing and Munk-Madsen. Thereby, providing a means to focus attention and dress debate on what situated designing is. By using explicit concepts, such as types knowledge domains embedded in the design situation, the transitional paths between them, and design engagements, it arms practitioners with specific linguistic constructs to direct attention and efforts in planning and organizing development undertakings.Purpose – the purpose of this work is to present and argue for a perspective on designing of computer-based artefacts supporting knowledge work. This is done to inform practitioners, directing their attention and dressing debate, and providing a conceptual language to better capture design activities in planning and organizing development undertakings.Design/Methodology/Approach – The approach presented in this article is conceptual in so far that a model or frame providing linguistic constructs is constructed and argued, building upon scholarly work of knowledge communication and drawing upon

Does Supported Employment Work?

Science.gov (United States)

Morgan McInnes, Melayne; Ozturk, Orgul Demet; McDermott, Suzanne; Mann, Joshua R.

2010-01-01

Providing employment-related services, including supported employment through job coaches, has been a priority in federal policy since the enactment of the Developmental Disabilities Assistance and Bill of Rights Act in 1984. We take advantage of a unique panel data set of all clients served by the South Carolina Department of Disabilities and…

Evaluation of a transdiagnostic psychodynamic online intervention to support return to work: A randomized controlled trial.

Directory of Open Access Journals (Sweden)

Rüdiger Zwerenz

Full Text Available Given their flexibility, online interventions may be useful as an outpatient treatment option to support vocational reintegration after inpatient rehabilitation. To that purpose we devised a transdiagnostic psychodynamic online intervention to facilitate return to work, focusing on interpersonal conflicts at the workplace often responsible for work-related stress.In a randomized controlled trial, we included employed patients from cardiologic, psychosomatic and orthopedic rehabilitation with work-related stress or need for support at intake to inpatient rehabilitation after they had given written consent to take part in the study. Following discharge, maladaptive interpersonal interactions at the workplace were identified via weekly blogs and processed by written therapeutic comments over 12 weeks in the intervention group (IG. The control group (CG received an augmented treatment as usual condition. The main outcome, subjective prognosis of gainful employment (SPE, and secondary outcomes (psychological complaints were assessed by means of online questionnaires before, at the end of aftercare (3 months and at follow-up (12 months. We used ITT analyses controlling for baseline scores and medical group.N = 319 patients were enrolled into IG and N = 345 into CG. 77% of the IG logged in to the webpage (CG 74% and 65% of the IG wrote blogs. Compared to the CG, the IG reported a significantly more positive SPE at follow-up. Measures of depression, anxiety and psychosocial stressors decreased from baseline to follow-up, whereas the corresponding scores increased in the CG. Correspondingly, somatization and psychological quality of life improved in the IG.Psychodynamic online aftercare was effective to enhance subjective prognosis of future employment and improved psychological complaints across a variety of chronic physical and psychological conditions, albeit with small effect sizes.

Towards Employment: What Research Says About Support-to-Work in Relation to Psychiatric and Intellectual Disabilities.

Science.gov (United States)

Lövgren, Veronica; Markström, Urban; Sauer, Lennart

2017-01-01

This article presents an overview of research about support-to-work in relation to psychiatric and intellectual disabilities. The overview shows that support-to-work services are multifaceted, and that work can be seen as a tool for individual rehabilitation or as a set of goals to achieve. Providers are presented with specific components, which are characterized by systematic, targeted, and individualized interventions. The overview illustrates a need for long-term engagement and cooperation of and between welfare services and agents within the labor market to dissolve the Gordian knot that the transition from welfare interventions to employment seems to be.

Manager support for work-family issues and its impact on employee-reported pain in the extended care setting.

Science.gov (United States)

O'Donnell, Emily M; Berkman, Lisa F; Subramanian, S V

2012-09-01

Supervisor-level policies and the presence of a manager engaged in an employee's need to achieve work-family balance, or "supervisory support," may benefit employee health, including self-reported pain. We conducted a census of employees at four selected extended care facilities in the Boston metropolitan region (n = 368). Supervisory support was assessed through interviews with managers and pain was reported by employees. Our multilevel logistic models indicate that employees with managers who report the lowest levels of support for work-family balance experience twice as much overall pain as employees with managers who report high levels of support. Low supervisory support for work-family balance is associated with an increased prevalence of employee-reported pain in extended care facilities. We recommend that manager-level policies and practices receive additional attention as a potential risk factor for poor health in this setting.

Chernobyl Studies Project. Working Group 7.0, environmental transport and health effects

International Nuclear Information System (INIS)

Hendrickson, S.M.

1994-01-01

The focus of the Chernobyl Studies Project has now turned to the issue of health effects from the Chernobyl accident. Currently, we are involved in and making progress on the case-control and co-hort studies of thyroid diseases among Belarussian children. Dosimetric aspects are a fundamental part of these studies. We are working to implement similar studies in Ukraine. A major part of the effort of these projects is supporting these studies, both by providing methods and applications of dose reconstruction and by providing support and equipment for the medical teams

Positive and negative spillover from work to home : The role of organizational culture and supportive arrangements

NARCIS (Netherlands)

Sok, J.; Blomme, R.J.; Tromp, D.M.

2014-01-01

For today's managers, striking a sound work-home balance is an important matter. In this paper we investigate the relationship between organizational culture and work-to-home spillover. Two types of organizational culture, supportive and innovative, were compared with regard to work-to-home

Differences between Employees' and Supervisors' Evaluations of Work Performance and Support Needs

Science.gov (United States)

Bennett, Kyle; Frain, Michael; Brady, Michael P.; Rosenberg, Howard; Surinak, Tricia

2009-01-01

Assessment systems are needed that are sensitive to employees' work performance as well as their need for support, while incorporating the input from both employees and their supervisors. This study examined the correspondence of one such evaluation system, the Job Observation and Behavior Scale (JOBS) and the JOBS: Opportunity for…

32 CFR 555.9 - Reporting requirements for work in support of DOE.

Science.gov (United States)

2010-07-01

... 32 National Defense 3 2010-07-01 2010-07-01 true Reporting requirements for work in support of DOE. 555.9 Section 555.9 National Defense Department of Defense (Continued) DEPARTMENT OF THE ARMY MILITARY.... This notification shall include: (1) A brief statement of the problem. (2) Nature of corrective action...

How Undergraduate Students Use Social Media Technologies to Support Group Project Work

Science.gov (United States)

McAliney, Peter J.

2013-01-01

Technology continues to evolve and become accessible to students in higher education. Concurrently, teamwork has become an important skill in academia and the workplace and students have adopted established technologies to support their learning in both individual and team project work. Given the emergence of social media technologies, I examined…

The Effects of Psychosocial Factors on Work Accidents in Izmir Konak Municipality Cleaning Workers.

Directory of Open Access Journals (Sweden)

Aysun Akgun

2010-12-01

Full Text Available AIM: The aim of this cross-sectional study was to investigate the relationship between psychosocial factors and work accidents among waste collector workers in Izmir Konak Municipality Cleaning Services Section. The study consisted 92 (%68 out of 135 workers of those accepted to participation. METHOD: face-to-face questionnaire were administered for data collection. Dependent variable was the work-related accident for previous six months. Independent variables were sociodemographic features, working conditions, mental health status, daytime sleepiness, workload and social support. The chi-square test and the logistic regression models used for data analysis. RESULTS: Work accident prevalence was 32.6% for the last 6 months. Age and workload were significantly affected work-related accidents (p=0.03; p=0.01 respectively. Social support, mental health status and daytime sleepiness status did not effect work-related accident prevalence (p=0.48; p=0.21; p=0.30 respectively. CONCLUSION: Results of the study indicated that work-related accident prevalence is high among workers in Izmir Konak Municipality. Workload was found important risk factor for the work accident among waste collector workers. [TAF Prev Med Bull 2010; 9(6.000: 623-632

Supervisor Support Buffers Daily Psychological and Physiological Reactivity to Work-to-Family Conflict

OpenAIRE

Almeida, David M.; Davis, Kelly D.; Lee, Soomi; Lawson, Katie M.; Walter, Kim; Moen, Phyllis

2015-01-01

Using a daily diary design, the current study assessed within-person associations of work-to-family conflict with negative affect and salivary cortisol. Furthermore, we investigated whether supervisor support moderated these associations. Over eight consecutive days, 131 working parents employed by an information technology company answered telephone interviews about stressors and mood that occurred in the previous 24 hours. On Days 2–4 of the study protocol, they also provided five saliva sa...

Perceived Organizational Support Impacts on the Associations of Work-Family Conflict or Family-Work Conflict with Depressive Symptoms among Chinese Doctors.