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Introduction: Early Head Start (EHS) and Head Start (HS) staff comprise a large segment of the public sector workforce and experience numerous risk and chronic factors for medical conditions or symptoms. Few health and wellness workplace interventions, however, specifically focus on EHS/HS staff. Methods: A train-the-trainer (TTT) approach was used to build capacity among directors and staff from 57 EHS/HS programs on how to strategically plan and implement a health promoting worksite program focusing on improving nutrition and physical activity practices among EHS/HS staff. Baseline and 3-month post-training questionnaires assessed EHS/HS staff changes on knowledge and practices related to nutrition and physical activity. Paired t-tests or chi2 statistics assessed changes in questionnaire responses over time. Results: 1,363 staff from 57 programs completed baseline and follow-up surveys. Staff had high knowledge regarding healthful dietary patterns at baseline. Over one-third of staff reported drinking soda with meals and almost 50% identified soda as their most common drink. Roughly one-third of staff also reported no physical activity in the prior week at baseline. Staff demonstrated significant improvements in dietary, nutrition, and physical activity practices. Staff also improved grocery shopping behaviors. Implications for Practice: The TTT approach to disseminate an EHS/HS staff-focused health promotion program, "Eat Healthy, Stay Active!' provides a potentially promising strategy to build upon and disseminate more broadly to reach the over >300,000 EHS/HS staff workforce. [ABSTRACT FROM AUTHOR]

Background: Professional values are important in promoting healthy work environments, patient satisfaction, and quality of care. Magnet® hospitals are recognized for excellence in nursing care and as such, understanding the relationship between nurses' values and Magnet status is essential as healthcare organizations seek to improve patient outcomes. Research question/aim/objectives: The research question is: are there differences in individual values, professional values, and nursing care quality for nurses and nurse managers practicing in Magnet, Magnet journey, and non-Magnet direct patient care settings? Research Design: This descriptive cross-sectional study is guided and informed by the conceptual framework of the Professional Values Model including individual values, professional values, and nursing care quality. Participants and research context: Convenience sampling of registered nurses and nurse managers, responsible for direct patient care, was utilized in a non-profit healthcare system in the Midwest region of the United States. Ethical Considerations: Institutional review board approval was obtained. Participants were informed about the right to self-determine participation and assurance of anonymity. Findings: 827 (n = 827) nurses and nurse managers responded to the survey. Significant differences were identified in individual values sub-scale: self-enhancement (p = 0.38), professional values (p = 0.037), practice environment: participation in hospital affairs (p = 0.00), foundations for quality care (p = 0.016), and resources adequacy (p = 0.012) and in nurse sensitive HCAHPS questions: nurses explained things understandably (p = 0.00), got help as soon as wanted (p = 0.00), and treated with courtesy and respect (p = 0.00). Discussion/Conclusions: Findings indicate that fostering individual and professional values may impact nursing practice, regardless of Magnet designation. Promoting professional values may contribute to improved work environments, enhancing patient satisfaction. Study results offer valuable insights for organizations striving to enhance nursing values, impacting quality of care provided to patients. MeSH Terms: Cross-Sectional Studies, Respect, Ethics Committees, Patient Satisfaction, Nurse Administrators, and Personal Satisfaction. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to examine the association between gender composition in the workplace and sickness absence days during a one-year period. Methods: The study population was drawn from the Northern Swedish Cohort (wave 3; 2007) by Statistics Sweden and consisted of all participants belonging to a specific workplace (n =837) as well as all co-workers at the workplace of the participants (n =132,464; 67,839 women and 64,625 men). Exposure was the gender composition of the workplace, and outcome was cumulative sickness absence days (⩾ 90 days or not) during 2007, provided through a link to the Database for Health Insurance and Labour Marked Studies of Statistics Sweden. Covariates were gender, age, educational level and branch of industry from the same data source. We performed descriptive analyses and multivariable regression analyses. Results: Workers in extremely female-dominated workplaces had a significantly higher risk of cumulative sickness absence days (⩾90 days) compared with gender-equal workplaces (fully adjusted odds ratio (OR)=1.27; 95% confidence interval (CI) 1.09–1.48), whereas those working in extremely and moderately male-dominated workplaces had a significantly lower sickness absence risk (OR=0.62 and 0.66, respectively). Stratified by gender, the higher absence risk at female-dominated workplaces was fully explained by variation in branches of industry. Women working in extremely male-dominated workplaces had a significantly lower absence risk (OR=0.75), as did men working in moderately male-dominated workplaces (OR=0.78). Conclusions: Workplaces dominated by women had a significantly higher risk of days lost to sickness absence compared to gender-equal workplaces. Stratified by gender, this higher risk was explained by branch of industry. [ABSTRACT FROM AUTHOR]

Aim: The aim is to report the design and baseline data of the 'National Surveillance of the Work Environment of Employees in Denmark' study (NASWEED). Methods: NASWEED consist of (a) bi-annual cross-sectional samples, based on probability samples of wage earners of the general working population in Denmark from 2021 onwards (surveillance), (b) a prospective cohort of all previous respondents every two years (epidemiology, questionnaire follow-up) and (c) longitudinal follow-up in Danish registers about work and health (epidemiology, register follow-up). Between February and May 2021, a stratified (38 occupational industries) probability sample of 63,391 Danish residents aged 15–69 years who were employed for at least 34 hours per month received an invitation to participate, of whom 30,099 (47.5%) completed the questionnaire, 897 (1.4%) partially completed the questionnaire and 32,395 (51.1%) did not respond. Baseline was completed in June 2021. NASWEED covers various topics about the work environment (psychosocial, ergonomic, chemical, biological, safety, accidents, working from home, etc), health behaviours and somatic and mental health-related conditions. Statistical analyses will mainly build on survey procedures with model-assisted weights to ensure that the sample will yield representative estimates of the general working population. Discussion: NASWEED will monitor the development of the work environment and health in Denmark until 2030. The survey data will be included in epidemiological studies with repeated measurement of the work environment, health variables and covariates, and follow-ups in national registers to investigate the prospective association in the years and decades to come between the work environment and workers' health and labour market participation. [ABSTRACT FROM AUTHOR]

In response to an international focus on Early Childhood Education and Care (ECEC), Spanish scholars have recently started to explore the participation of early years practitioners in their educational organisations and their views on working conditions. However, a comprehensive review of the current challenges experienced by the Under 3 s early years educators and the examination of the imbalances in workforce policy and working conditions on literature, has thus far not been conducted. Three themes are identified related to the professional developmental path within the school settings that the Spanish ECEC educators follow. The first relates to the educators' initial ECEC education and training, who the staff caring for this age group are, and how prepared they are. The second is linked to the ECEC programs available for children from birth until they reach three years, and how and where the inclusive programs are delivered to this age group, as well as the early years educators' working conditions and the impact of the professional roles. Whereas the third relates to in-service professional development derived from interaction and collective learning. The article concludes with suggestions on how the practitioners' professional development could operationalise policy requirements in order to achieve more inclusive and child-centred learning. [ABSTRACT FROM AUTHOR]

The study was aimed at (a) exploring the anomalies in conceptualising and measuring work, especially that of the women, (b) analysing the patterns of unpaid work distribution between men and women, and (c) examining the drivers of time spent on unpaid work in India. It has been argued that the under-conceptualisation of work and the methodological constraints led to invisibilising several activities, mostly performed by girls and women, in the prevailing labour force statistics and national income accountings. We have noted that such anomalies could be overcome with the advancement of robust statistical tools like that of time use survey. By employing the first and the most recent pan time use survey, conducted by the National Sample Survey Organization across the country in 2019, we have assessed the gender patterns of unpaid work and its determinants. We found the existence of a stark gender gap both in terms of participation and average time spent on unpaid work across rural and urban regions. Again, the findings, obtained through the Tobit regression model, reveal that the nature of the association and the extent of time allocated to unpaid work vary substantially across the demographic and socio-economic characteristics. JEL Codes: J22, J21, J40, J46, C10 [ABSTRACT FROM AUTHOR]

Objective: To ascertain the perceptions of the Welsh NHS orthodontic workforce regarding their job satisfaction and work life balance. Design: Descriptive cross-sectional survey. Participants and setting: Clinicians providing NHS orthodontic treatment in Wales. Methods: An anonymised, email-distributed, electronic, two-part survey (onlinesurveys.ac.uk) of the Welsh NHS orthodontic workforce working within Wales was undertaken. The survey consisted of three sections: (1) demographic information (part 1); (2) respondents' working pattern (part 1); and (3) perceptions of professional job satisfaction and work/life balance (part 2). The responses received were exported into an Excel spreadsheet for descriptive analysis. The free-text comments were collated for each question and subsequently underwent a content analysis to identify any common themes. Results: Part 2 of the survey yielded an overall response rate of 69.6% (n = 78). Over 96% (n = 75) of respondents felt that they had 'made the right career choice, including 100% of orthodontic trainees, orthodontic specialists and orthodontic consultants. Of the respondents, 88.5% (n = 69) said they 'enjoyed going to work', with the remaining being mostly neutral in their opinion. Of the respondents, 79.5% (n = 62) felt they were able to 'provide their patients the optimum care' and 64.1% (n = 50) felt that more demands were being placed upon them by patients and parents. Overall, 52.6% (n = 41) of survey respondents believed it was becoming increasingly difficult to achieve an effective work/life balance, and this was more prevalent among male respondents (61.5%, n = 16) than female respondents (48.1%, n = 25), although this difference was not statistically significant (P >0.05). Conclusions: Over 96% of respondents felt they have chosen the right career and that flexibility and a good working environment are important to job satisfaction. Respondents felt that there are increasing demands being placed upon them by patients/parents, employers, the Regulators, the Government and Health Boards. This is leading to increased difficulty in achieving a satisfactory work/life balance, especially among male respondents. [ABSTRACT FROM AUTHOR]

Healthcare conflicts are complicated and often dysfunctional in nature. The Indian healthcare system, with its thinning workforce, finds it increasingly difficult to meet the demands and expectations of its healthcare service recipients. Healthcare service providers like physicians, nurses, technical and administrative personnel work in a dynamic and stressful environment with resource and manpower limitations. Healthcare service recipients like patients and their families often face challenges regarding access to care, associated costs, time issues and other situational dynamics. These underlying situations often result in different types of conflicts in the workplace. The purpose of this exploratory study is to understand the factors that serve as primers for healthcare conflicts in the Indian scenario. Data were collected from hospital feedback forms for patients/patient families. The top 10 threads indicating the patient satisfaction factors and conflicting grounds were identified through content analysis, and that formed the basis of the semi-structured questionnaire schedules. Fifty semi-structured interviews were done with healthcare service recipients and healthcare service providers (25 in each set) in private clinical establishments of Kolkata, West Bengal. Four main themes and nine subthemes were identified that illustrated the grounds for healthcare conflicts in Indian settings. The identification of the causes of dissatisfaction and understanding their relationship with healthcare conflicts will go a long way in conflict management. [ABSTRACT FROM AUTHOR]

Previous studies of healthcare organizations' workforces and their performance have focused on burnout and its impact on care. The aim of this research is to expand on this and examine the association of positive organizational states, engagement and recommendation of employer as a place to work, in comparison to burnout on Hospital performance. Methods: This was a panel study of the respondents to the 2012-2019 yearly Staff Surveys of the English National Health Service (NHS) hospital Trusts with hospital performance measured by the adjusted inpatient Summary Hospital-level Mortality Indicator (SHMI). Results: In univariable regression, all three organizational states significantly and negatively correlated with SHMI, with recommendation and engagement showing a nonlinear effect. In multivariable analysis, all three states remained significant predictors of SHMI. Engagement and recommendation showed mutual correlation, with engagement being a more prevalent state than recommendation. Conclusion: Our study indicates that organizations could benefit from monitoring multiple workforce variables to preserve or enhance workforce well-being, while optimizing organizational performance. The surprising finding that higher burnout was associated with improved short-term performance requires further investigation, as does the finding of less frequent staff recommendation of work compared to staff engagement with their work. [ABSTRACT FROM AUTHOR]

Aim: To identify challenges faced by dental interns in the workforce and to suggest Pacific Island Countries (PIC) on further research in this area. Materials and Methods: A comprehensive search of Medline, Embase, Scopus and ProQuest databases was conducted using relevant keywords. All studies, published from 1st January 2000 to 31st January 2021, were taken into consideration. Removal of duplicates and screening the full-text articles using eligibility criteria were used to finalise the number of articles. The significant findings and conclusions were extracted and grouped under themes. Results: A total of 16 studies met the inclusion criteria, involving dental interns, medical interns, postgraduate and undergraduate. Five themes were identified as the main challenges faced by dental interns in the workplace including workplace bullying, handling medical emergencies, community placement, lack of interdisciplinary approach and poor record keeping. Conclusion: There is a need for PIC to conduct research and surveys, to identify the challenges its dental interns may be facing. This will create an ideal foundation from which strategies and initiatives can be implemented and enforced in the dental internship programme. Ensuring that oral health services are delivered efficiently and oral status of the Pacific is not compromised. [ABSTRACT FROM AUTHOR]

Since the COVID-19 pandemic, nurses and nurse leaders are increasingly vocal about chronic understaffing and the impact the staffing crisis continues to have on nurses' well-being and patient outcomes. The American Nurses Association's Nurse Staffing Task Force addressed the importance of staffing standards as a critically needed step toward improving patient and population health outcomes. Against the backdrop of ongoing nursing shortages, hospital leaders have been hesitant to embrace staffing ratios, expressing concerns about their ability to hire and retain sufficient nursing staff, as operational revenue margins remain thin and nursing labor is costly. This article explicates structural issues within the current nursing reimbursement model that harms hospitals' business case for investments in nurse staffing and work environments. We argue that nurses must advocate for nursing reimbursement reform to increase the nursing workforce and improve nurse staffing and work environments. Such reform is necessary to support sustained hospital investments, financial philosophies, and approaches to meaningfully address and improve nurse staffing. [ABSTRACT FROM AUTHOR]

Inadequate compensation is often viewed as the root of teacher workforce challenges despite teacher reports that working conditions matter more. Using an original discrete choice experiment with a national sample of 1,030 U.S. teachers, we found that support staff—special education specialists, counselors, and nurses—play an essential role in shaping teachers' employment preferences. Teachers value access to these support staff more than they value a 10% increase to their own salary. We also assessed teachers' preferences regarding childcare subsidies and find that teachers treat a 10% salary increase and a childcare benefit of similar value as near perfect substitutes. To test the durability of these findings, we replicated our study 2 years later and found nearly identical results. [ABSTRACT FROM AUTHOR]

Aims: The study aimed to (1) discover workers' attitudes toward the use of novel video screens to improve hand sanitization in the workplace and (2) discover what workers' preferences are for hand hygiene (HH) messaging style and tone and reasons for their preferences. Background: Practicing good HH in non-medical office settings is vital to curb the spread of a range of common and infectious diseases. Despite this, workers are rarely consulting in the construction of HH messages. The qualitative views of users can provide us with the "why" rather than the "what" and can highlight areas of cynicism, concern and overall attitudes to HH. Methods: A survey was completed by 520 UK workers concerning attitudes and views toward HH messaging and the use of a video-based hand sanitizer unit. Analysis consisted of both qualitative and quantitative methods. Results: Workers were skeptical toward the use of digital technologies within HH interventions, and there were misgivings about the role that video could play. Results demonstrated a strong preference for positive and supportive messages. Educational and trustworthy qualities were well rated. Messages that emphasized surveillance, previously successful in a clinical setting, or guilt, were not well received. Visual approaches that utilized serious illustration were valued. Conclusion: This study highlights how consulting workers before the design of HH initiatives is important in guiding the design process. The resultant user-centered criteria promotes the use of positive, motivational, thought-provoking, surprising, and visual approaches to HH messaging. [ABSTRACT FROM AUTHOR]

We report the results of a mapping exercise by the European Federation of Nurses (EFN) on challenges and solutions related to violence against nurses. This is an issue of growing international concern, with the problem accentuated during and following the COVID-19 pandemic. Following a cross-sectional observational design, an online questionnaire was distributed among 35 national nurses' associations across Europe in March 2021. Face validity was achieved through an expert panel. Descriptive statistics were used for data analysis, including counts, percentages, and tabulation. Qualitative data analysis followed thematic synthesis techniques. Three main findings are noted. First, violent incidents against nurses are under-reported due to fear of victimization, employer discouragement, and the perception that reporting will not make any difference. Second, perpetrators of violent acts extend beyond patients and families to include health professionals of different ranks. Third, violent incidences have a significant adverse effect on nurses' health and retention, leading to nurses reducing their working hours or opting for part-time work. Violence against nurses is an expression of a broader problem that is rooted in the failure to recognize and manage violence at the level of the healthcare organization, and the absence of appropriate legislation to maintain minimum standards of safe working environments. This is partly the result of inadequate European Union-wide legislation targeting workplace violence in the health professions. Nurses need more institutional support through dedicated funding aimed at targeted interventions, more legislative commitment to ratify policies against discrimination, and an opportunity to voice the needs to the appropriate policymakers with the ability to bring significant change to existing conditions. Given the severity of the situation, inaction could lead to irreplaceable damage to the nursing workforce, compounding pressures resulting from the COVID-19 pandemic. Ultimately, this situation can further drive existing nurses out of the profession, weakening health systems worldwide. [ABSTRACT FROM AUTHOR]

Healthcare workers experience moral injury (MI), a violation of their moral code due to circumstances beyond their control. MI threatens the healthcare workforce in all settings and leads to medical errors, depression/anxiety, and personal and occupational dysfunction, significantly affecting job satisfaction and retention. This article aims to differentiate concepts and define causes surrounding MI in healthcare. A narrative literature review was performed using SCOPUS, CINAHL, and PubMed for peer-reviewed journal articles published in English between 2017 and 2023. Search terms included "moral injury" and "moral distress," identifying 249 records. While individual risk factors predispose healthcare workers to MI, root causes stem from healthcare systems. Accumulation of moral stressors and potentially morally injurious events (PMIEs) (from administrative burden, institutional betrayal, lack of autonomy, corporatization of healthcare, and inadequate resources) result in MI. Individuals with MI develop moral resilience or residue, leading to burnout, job abandonment, and post-traumatic stress. Healthcare institutions should focus on administrative and climate interventions to prevent and address MI. Management should ensure autonomy, provide tangible support, reduce administrative burden, advocate for diversity of clinical healthcare roles in positions of interdisciplinary leadership, and communicate effectively. Strategies also exist for individuals to increase moral resilience, reducing the impact of moral stressors and PMIEs. [ABSTRACT FROM AUTHOR]

Introduction: Understanding the factors affecting the intention of frontline nurses during the coronavirus disease (COVID-19) pandemic to stay in the nursing profession is essential for developing strategies to overcome the challenges associated with the pandemic. Objectives: This study aimed to examine the mediating effect of nurses' job satisfaction on the relationship between their sense of calling, job-esteem, and the intention to stay in their profession. Methods: The study used a previously collected dataset, sourced from a dedicated COVID-19 hospital in Seoul City, South Korea. Original data were collected from June to July 2021. The study sample consisted of 134 nurses who provided direct care to patients. The intention to stay was measured with the following question: "Are you willing to work during this COVID-19 pandemic?". The Job Satisfaction Scale from the Korean Labor and Income Panel Study, Korean version of a Multidimensional Calling Measure, and Job-Esteem Scale for Hospital Nurses were utilized. Associations between the study variables were estimated using bivariate correlation analyses and bootstrapping mediation analyses. Results: In the bivariate correlation analysis, nurses' sense of calling (r =.36, p <.001), job-esteem (r =.32, p <.001), and job satisfaction (r =.39, p <.001) were significantly associated with the intention to stay. In the mediation analysis, job satisfaction partially mediated the relationship between the sense of calling and the intention to stay (total effect; B = 0.410, p <.001) and fully mediated the relationship between job-esteem and the intention to stay (total effect; B = 0.549, p <.001). Conclusion: Enhancing nurses' job satisfaction is crucial for fostering the retention of the nursing workforce amid the pandemic. Consequently, it is imperative to closely examine the job satisfaction and work environment of frontline nurses to identify areas in need of improvement. Addressing the factors that impede nurses' job satisfaction is essential to unlock the positive effects of a sense of calling and job-esteem. [ABSTRACT FROM AUTHOR]

This article is in direct response to Garwood's call to action about burnout and the special education teacher workforce. While Garwood's call to action is critically needed, we contend that the call is incomplete as it lacks emphasis on factors linking sociocultural identity and burnout. Therefore, in this article, we discuss the significance of elevating sociocultural identity, specifically race and ethnicity, into research about special education teacher burnout. We argue that any research on special education teacher burnout that does not include race and ethnicity is overlooking the racialization of special education teachers' working conditions, and ultimately is incapable of addressing one of the most pressing issues in the special education field—retaining teachers of color. Recommendations for researchers to address sociocultural identities (i.e., race and ethnicity) in their research, specifically about special education teachers of color teaching students with emotional and behavioral disorders, are addressed. [ABSTRACT FROM AUTHOR]

The terms "Quiet Quitting" and the "Great Resignation" became popular in 2021 to describe the increase in workers disengaged from, and voluntarily leaving their jobs during the pandemic.[1] Anecdotal reports of employee disengagement were validated by increased quit rates calculated by the U.S. Bureau of Labor Market Statistics beyond what would be expected by economic factors.[2] These trends sound an alarm about the health of the U.S. workforce. All four essays emphasize the importance of a workplace climate that prioritizes employee needs as a business objective; where workers are treated with respect and care and empowered to bring their own selves to work. Interpersonal justice underpins the climate employees experience: An understanding of it can help to shift the conversation from changing work requirements to improving the way in which workplaces respect workers. Surveys have found that workers are dissatisfied with how they are treated, stressed from work-life imbalance and suffering burn out.[3],[4] Improving worker health means more than just ensuring healthcare benefits and sick leave -- although these are important. [Extracted from the article]

Special education teachers' (SETs) working conditions play a crucial role in shaping the size, quality, and effectiveness of the U.S. SET workforce and thereby shape the quality of instruction provided to students with disabilities. Valid measures of SETs' working conditions are essential for conducting robust research on how to improve working conditions. We systematically reviewed measures of SETs' working conditions across 44 studies, assessing evidence of validity. We find that evidence of validity for existing measures is limited but that extant measures provide a starting point for future measurement development. We urge researchers to develop valid measures in the future for use in both research and policy aimed at better supporting SETs. [ABSTRACT FROM AUTHOR]

Navigating a tenure-track position can sometimes feel like walking the high wire, teetering from side to side wondering when that next overload course, research paper, or service project will topple you from your scholarly perch. Many of these positions lack significant formalized mentorship and guidance to help navigate and balance the workload of academia. Even with experience, the tenure and promotion process can be ambiguous. Workload balance is imperative to achieve tenure and promotion. Once you are in a tenure-track position, it is important to balance and understand the tenure and promotion process and its value. We provide a roadmap for early career academic professionals on how to balance their teaching, research, and service to obtain tenure and promotion. We inform the next generation of academicians about how researchers address public health problems through teaching, scholarship, and service. Finally, we explore five critical areas relevant to successful tenure and promotion: (a) classification and organizational culture, (b) the "Big Three" (teaching, research, and service), (c) professional development and network, (d) mentorship, and (e) work–life balance. [ABSTRACT FROM AUTHOR]

In the late 2010s, the future of work gathered attention from the most influential actors in global social governance. The International Labour Organization (ILO), since 2015 and in the context of its Future of Work Initiative, aimed to position itself in the discussion by putting this issue at the centre of their activities for its centenary (2019). The normative and conceptual approach developed by the ILO in this initiative was named the 'human-centred agenda', aimed to align technological change with decent work and social justice. Although preliminary scholarly works have seen these efforts as a humanistic and pro-worker 'countermovement', a deeper analysis of the ideas and interests involved in the Future of Work Initiative reveals a different, more complex picture. This article studies the creation of the human-centred agenda led by the ILO secretariat and the Global Commission on the Future of Work, and how it was further negotiated and modified by the social partners in the making of the Centenary Declaration in 2019. In particular, it shows how business at the ILO and right-wing populist governments, in tandem, reoriented the human-centred agenda towards a pro-employer perspective, thus framing social and labour policy as a tool for adapting the workforce to technological change. It concludes with some reflections about the consequences of these developments for the ILO's position in global governance. [ABSTRACT FROM AUTHOR]

In the face of increasing risk for intimate partner violence (IPV) and sexual assault during the COVID-19 pandemic, there is an urgent need to understand the experiences of the workforce providing support to survivors, as well as the evolving service delivery methods, shifting safety planning approaches, and occupational stress of frontline workers. We addressed this gap by conducting an online survey of members of IPV and sexual assault workforce using a broad, web-based recruitment strategy. In total, 352 staff from 24 states participated. We collaborated with practitioner networks and anti-violence coalitions to develop the brief survey, which included questions about work and health, safety planning, and stress. We used chi-square, t -test, and ANOVA analysis techniques to analyze differences within position and demographic variables. For qualitative data, we used thematic analysis to analyze responses from four open-ended questions. The sample was majority female-identified (93.7%) and essential workers in dual IPV and sexual assault programs (80.7%). Findings demonstrated that since the pandemic began, IPV and sexual assault staff are experiencing more personal and professional stressors, perceive a decrease in client safety, and lack resources needed to help survivors and themselves. Common problems included a lack of food or supplies at home and work and housing and financial support for survivors. There was a 51% increase in the use of video conference for work, which contributed to workforce strain. Reductions in overall service capacity and a shift to remote service provision have implications for both survivors and staff. These findings suggest a critical need for additional training, infrastructure, and support for the IPV and sexual assault workforce. There is an urgent need to classify IPV and sexual assault staff as first responders and address the occupational stress associated with the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Gaps in knowledge related to occupational stress among the intimate partner violence (IPV) and sexual assault (SA) workforce remain. This study examined associations between key risk factors for occupational stress and compassion fatigue among a sample of IPV/SA service providers in the Southwestern United States (N = 520). Results of the hierarchical regression analysis identified microaggressions, age, recent life stress, direct practice, and workload as factors associated with compassion fatigue. The findings point to the importance of incorporating trauma-informed organizational approaches to address microaggressions, reduce workload, and support staff experiencing recent stress and providing direct services. [ABSTRACT FROM AUTHOR]

Although employees' attitudes towards an autism employment programme may impact its ultimate success, there is limited research examining the implementation of these programmes from the perspective of non-autistic employees (i.e. co-workers and managers). This study explored the implementation of an Australian-based supported autism employment programme, drawing on qualitative data collected from 32 employees working with autistic trainees in the programme. Thematic analysis revealed three main themes. The programme benefits theme suggested that the employment programme and autistic trainees were generally viewed positively, with the programme benefitting both the trainees and the organisation, and leading to greater understanding of autism. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which paralleled challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment and provides practical insights into barriers and facilitators associated with implementing autism employment programmes. We asked 32 employees who work alongside autistic trainees for their thoughts about the autism employment programme that is running in their company. Specifically, we analysed their responses to understand how the employees perceived the autism employment programme's implementation and outcomes. How employees within an organisation view diversity, and the nature of specific programmes to increase the inclusion of certain groups of individuals (e.g. autistic employees) in their organisation, can impact the success of these programmes. Research in other organisations has suggested that diversity perspectives that fully support the inclusion of people with diverse backgrounds in the organisation lead to better outcomes. Thematic analysis of the responses in this study revealed that the views of the employees fit three main themes: programme benefits, programme challenges and concerns about workforce integration. The programme benefits theme suggested that the autism employment programme was viewed positively. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which were similar to challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment, and it provides practical understanding into ways in which organisational-based autism employment programmes are more and less successful. [ABSTRACT FROM AUTHOR]

To compare the prevalence of and risk factors associated with overweight or obesity between the international (body mass index [BMI] ≥25 kg/m2) and Asian (BMI ≥23 kg/m2) criteria in a working population in Singapore. This was a cross-sectional analysis of a cohort study of 464 employees (aged ≥21 years) conducted at 4 workplaces in Singapore. The prevalence of overweight or obesity was 47.4% and 67.0% with the international and Asian criteria, respectively. With both the criteria, higher age, male sex, Malay ethnicity (vs Chinese), lower white rice intake, and consumption of sugar-sweetened beverages were positively associated with overweight or obesity. Participants with poorer mental health and higher levels of thermal comfort in the workplace were positively associated with overweight or obesity only with the Asian criteria. The use of international criteria alone in this population could have overlooked these risk factors that are highly relevant to the Singapore context. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic is having a significant impact on the well-being of nurses and has exacerbated long-standing issues of stress and burnout. Expecting or hoping that nurses will recover quickly or bounce back from the stress and deep trauma of the pandemic is not realistic. Each nurse has a story, and while these stories may have similar themes, they are all different. It is important to reflect on our stories, identify the myriad of emotions we are experiencing, and find ways to work through our feelings. Ignoring, denying, or suppressing feelings does not serve us well in the long run. Stifling negative emotions does not make them go away. A Call to Action is needed to address the impact of the pandemic, clinician burnout, and systemic racism on health-care organizations and educational institutions. Strategies are identified that will support personal and organizational well-being. [ABSTRACT FROM AUTHOR]

Aims: Our aim was to investigate labor-force participation, working hours, job changes, and education over 9 years among persons who have survived more than 10 years after cancer, and compare it to controls. Methods: Register data on 2629 persons who survived cancer were stratified by gender and compared to data on 5258 matched controls. Persons who survived cancer were aged 30–50 when diagnosed with cancer and had a work contract prior to diagnosis. Descriptive analysis and t -tests were performed. Results: The proportion of female persons who survived cancer in the labor force was reduced from 100% to 83.9% during follow-up, demonstrating a significant difference compared to controls for each year measured. The proportion of male persons who survived cancer dropped from 100% to 84.8%, but was only significantly different compared to controls in 2 years. The proportion of female persons who had survived cancer who worked full-time was lower in all years compared to both controls and male persons who survived cancer; in turn, male persons who had survived cancer worked full-time less than male controls. The proportion of female persons who had survived cancer who worked less than 20 hours per week increased compared to controls. The frequency of change of employer was higher among female persons who survived cancer compared to controls for some years, but no significant differences between male persons who survived cancer and controls were found. Female persons who survived cancer were in education more often than male persons who survived cancer. Conclusions: Persons who survived cancer experienced reduced labor-force participation and working hours 9 years after diagnosis, and the reduction was more pronounced for women than for men. Working patterns were also different between genders and between persons who survived cancer and controls. [ABSTRACT FROM AUTHOR]

Background: Employability, employment destinations and utilisation of knowledge–skill domains of new graduate health information managers (HIMs) have not been explored. Objectives: To capture the timing from course completion to employment and employment locations of a 5-year cohort of health information management graduates of La Trobe University, Australia, in 2017–2018; identify professional knowledge and skills used by the graduates in executing their roles; and map these to four domains of the health information management curriculum. Method: A mixed-methods descriptive study utilising a survey investigated early career pathways of new graduates of health information management courses from 2012 to 2016. Demographic data included age, year of graduation, lead time from course completion to employment, position title, number of positions held post-graduation and knowledge–skills used in the workplace. Results: Eighty percent (n = 167) of graduates working in Australia with known contact details responded to the survey. Of these, 96.4% (n = 161) worked in at least one "health information management-related" position since graduation. Forty-five percent (n = 72) of graduates obtained a position before course completion, and over 94% (n = 150) were employed in the profession within 6 months of completion. Sixty percent (n = 97) of graduates had worked in two or more positions from 2012 to 2016. The large majority of new graduate HIMs (82.4%) were employed in the public healthcare sector in "health information management" (44%), or "health classification" (28.1%) roles. Most graduates (61%) had utilised at least three or four domains of professional knowledge–skills in the workplace. Whereas 16% (n = 26) of graduates used, solely, their health classification knowledge–skill set, almost 74% (n = 117) undertook some health classification-related activities. Only 16% (n = 26) of graduates were over 40 years of age, and there were no statistically significant differences between Bachelor and Master (Combined Degree Programs) graduates and Graduate-entry Master degree graduates in terms of lead time to employment, number of positions held, type of employing agency and professional knowledge–skills utilised in the workplace. Conclusion: Graduate HIMs have very high employability, demonstrate job mobility consistent with the national trends, are largely represented in the public sector but have presence throughout the healthcare system and utilise most or all of the specialised domains of professional knowledge and skills studied at university. [ABSTRACT FROM AUTHOR]

Background: Workplace Bullying (WPB) can have a tremendous, negative impact on the victims and the organization as a whole. The purpose of this study was to examine individual and organizational impact associated with exposure to bullying in a large U.S. unionized public sector workforce. Methods : A cross-sectional Web-based survey was conducted among 16,492 U.S. state government workers. Survey domains included demographics, negative acts (NAs) and bullying, supportiveness of the organizational climate, and individual and organizational impacts of bullying. Multinomial logistic regression was used to assess the impact among respondents who reported exposure to bullying. Findings : A total of 72% participants responded to the survey (n = 11,874), with 43.7% (n = 5,181) reporting exposure to NAs and bullying. A total of 40% (n = 4,711) participants who experienced WPB reported individual impact(s) while 42% (n = 4,969) reported organization impact(s). Regular NA was associated with high individual impact (negatively impacted them personally; odds ratio [OR] = 5.03) when controlling for other covariates including: female gender (OR =1.89) and job tenure of 6 to 10 years (OR = 1.95); working in a supportive organizational climate and membership in a supportive bargaining unit were protective of high impact (OR = 0.04 and OR = 0.59, respectively). High organizational impact (transferring to another position) was associated with regular NA and bullying (OR = 16.26), female gender (OR = 1.55), providing health care and field service (OR = 1.68), and protective effect of organizational climate (OR = 0.39). We found a dose-response relationship between bullying and both individual and organizational-level impact. Conclusion/Application to Practice : Understanding the impacts of WPB should serve to motivate more workplaces and unions to implement effective interventions to ameliorate the problem by enhancing the organizational climate, as well as management and employee training on the nature of WPB and guidance on reporting. [ABSTRACT FROM AUTHOR]

Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates' job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and reducing demands) and job performance (task performance and organizational citizenship behavior). Our model was tested on a sample of 406 subordinates and their supervisors from seven manufacturing organizations in China. The results of a multilevel path analysis indicate that high-quality guanxi relations with supervisors facilitate subordinates' job resources, job crafting behaviors and organizational citizenship behavior at work. In addition, job resources mediate the relationship between supervisor–subordinate guanxi and job crafting, and job crafting mediates the relationship between supervisor–subordinate guanxi and subordinate task performance and organizational citizenship behavior. Overall, our research highlights the importance of externally-generated guanxi between subordinates and supervisors and the mechanisms that contribute to improving employee performance in the workplace. [ABSTRACT FROM AUTHOR]

The author investigates factors influencing the adoption of dispute resolution procedures in the nonunion workplace. Various explanations are tested using data from a 1998 survey of dispute resolution procedures in the telecommunications industry. The results suggest that both institutional pressures and human resource strategies are factors driving the adoption of nonunion procedures. Among institutional factors, rising individual employment rights litigation and expanded court deferral to nonunion arbitration have led to increased adoption of mandatory arbitration procedures in the nonunion workplace. At the same time, an older institutional factor--union substitution by nonunion employers aimed at avoiding union organizing--continues to inspire the adoption of nonunion dispute resolution procedures, especially peer review. Finally, the results provide some support for a link between the use of high performance work systems and the adoption of nonunion dispute resolution procedures. [ABSTRACT FROM AUTHOR]

This paper examines employee reactions to the introduction of work teams, reduced job classifications, and skill-based pay as established through the Modern Operating Agreement (MOA) between Chrysler Corporation and the United Auto Workers. Survey data suggest that workers responded favorably to the MOA across six diverse manufacturing plants, despite variation in founding conditions. The authors draw on field research to assess differences in effects across individual plants. Individual attitudes were more negative in plants facing the threat of sell-off, although individuals in those plants also reported engaging in more of the team-based behaviors required by the MOA. Individual responses to the MOA also varied by demographic characteristics, and by perceptions of the MOA's impact on various individual, group, and organization-level outcomes. INSET: Summary of Plant-Specific MOA Experiences. [ABSTRACT FROM AUTHOR]

The authors develop a logics of action framework to conceptualize the impact of globalization on employment relations (ER) and to predict the trajectory of ER. They argue that the interplay among three different logics of action--the logic of competition, the logic of industrial peace, and the logic of employment-income protection--determines the ER patterns in any given nation. The strengths of the logics themselves are influenced by five often related factors: economic development strategy, globalization intensity, union strength, labor market features, and government responsiveness to workers. The authors' extensive field research on national policies and workplace practices in four Asian countries supports this framework. ER patterns apparently reflect different combinations of logic strengths, and globalization's impact on ER is both complex and contingent. Militating against long-term convergence in ER are national variations in the combinations of logic strengths, and changes in logic strengths over time. [ABSTRACT FROM AUTHOR]

Using data from surveys of enterprises in Ireland in 1993 and 1996-97, the authors estimate the productivity effects of general training, specific training, and all types of training combined. Statistically significant positive effects on productivity are found both for all training and for general training, but not for specific training. The positive effect of general training remains when the researchers control for factors such as changes in work organization, corporate re-structuring, firm size, and the initial level of human capital in the enterprise. The impact of general training varies positively with the level of capital investment. [ABSTRACT FROM AUTHOR]

The author's purpose here is not just to comment on John Godard and John Delaney's analysis, although he will do that, since they reference work his colleagues and he have encouraged or carried out themselves as examples of where the field has gone wrong. The author also wants to use this opportunity to urge us all to look ahead, more than backward, because he believes the world of work is changing in ways that will require even more adjustments to the paradigm guiding industrial relations research, if the field is to survive as an important area of study. [ABSTRACT FROM AUTHOR]

Following a decade of dissemination, particularly within the British National Health Service, electronic rostering systems were recently endorsed within the Carter Review. However, electronic rostering necessitates the formal codification of the roster process. This research investigates that codification through the lens of the 'Roster Policy', a formal document specifying the rules and procedures used to prepare staff rosters. This study is based upon analysis of 27 publicly available policies, each approved within a 4-year period from January 2010 to July 2014. This research finds that, at an executive level, codified knowledge is used as a proxy for the common language and experience otherwise acquired on a ward through everyday interaction, while at ward level, the nurse rostering problem continues to resist all efforts at simplification. Ultimately, it is imperative that executives recognise that electronic rostering is not a silver bullet and that information from such systems requires careful interpretation and circumspection. [ABSTRACT FROM AUTHOR]

Cultivating and retaining special educators competent to serve students with emotional and behavioral disorders (EBDs) has proven persistently difficult. Improving educational systems' capacity to meet this challenge will require better understanding of the roles special educators in these settings should be prepared for and supported to fulfill. The purpose of this qualitative investigation was to explore how four special educators in self-contained classes for students with EBD defined and experienced their roles. We found that teachers defined their primary roles as promoting students' behavioral and academic growth; however, they also described experiencing dissonance between their ideal roles and their actual daily work. This dissonance was evident in two respects. First, extra responsibilities and emergent responsibilities occupied substantial energy. Second, social and material contexts often facilitated their behavioral role but less often supported their academic role. Findings have implications for improving the quality of the teacher workforce in self-contained settings for students with EBD. [ABSTRACT FROM AUTHOR]

Frequently humans are invited to engage with modern visual forms: emoji, emoticons, pictograms. Some of these forms are finding their way into the workplace, understood as augmentations to workplace atmospheres. What has been called the 'quantified workplace' requires its workers to log their rates of stress, wellbeing and subjective sense of productivity on a scale of 1–5 or by emoji, in a context in which Human Resources (HR) professionals develop a vocabulary of Workforce Analytics, People Analytics, Human Capital Analytics or Talent Analytics, and all this in the context of managing the work environment or its atmosphere. Atmosphere is mood, a compote of emotions. Emotions are a part of a human package characterized as 'the quantified self', a self intertwined with – subject to but also compliant with – tracking and archiving. The logical step for managing atmospheres is to track emotions at a granular and large-scale level. Through the concept of the digital crowd, rated and self-rating, as well as emotion-tracking strategies, the human resource (as worker and consumer) engages in a new politics of the crowd, organized around what political philosopher Jodi Dean calls, affirmatively, 'secondary visuality', high-circulation communication fusing speech, writing and image as a new form. This is the visuality of communicative, or social media, capitalism. But to the extent that it is captured by HR, is it an exposure less to crowd-sourced democracy, and more a stage in turning the employee into an on-the-shelf item in a digital economy warehouse, assessed by Likert scales? While HR works on new atmospheres of work, what other atmospheres pervade the context of labour, and can these be deployed in the generation of other types of affect, ones that work towards the free association of labour and life? [ABSTRACT FROM AUTHOR]

This paper examines the effects of a set of nonwage job characteristics on the quit decisions of young middle-aged men. The data set was constructed by merging data in the National Longitudinal Surveys of Young and Mature Men with data from the Dictionary of Occupational Titles file and the Bureau of Economic Analysis file on fringe benefits. The empirical analysis shows that some nonwage job attributes have significant influence on worker quit behavior and that there are important differences in the effects of the nonwage job characteristics across age groups. Young men are significantly more likely than older men to quit repetitive jobs, for example, whereas the presence of bad working conditions is a more important factor in the quit decisions of the older cohort. The results also indicate that, for the older men, fringe benefits have stronger effect on quit decisions than wages do. Further evidence on age differences is provided through an analysis of panel data from the Quality of Employment Survey. [ABSTRACT FROM AUTHOR]

This article discusses a study which investigated the causes of wildcat strikes in bituminous coal. An examination of questionnaire and related data concerning underground mines and interview data gathered at two high-strike and two low-strike mines is conducted. The evidence indicates that high-strike and low-strike miners do not differ significantly in working conditions, the age of their work force, or the quality of life in their surrounding area. Management in low-strike mines is more accessible to workers, however, and the parties in those mines have a problem-solving relationship that could be developed in other mines through various devices.

This article discusses a study which analyzed sex discrimination in a publishing firm. The findings revealed that the sex differential in earnings within clusters of similar jobs is greater if marriage and children variables are excluded: men receive a large payoff from being married and from having children, but women do not. On analyzing the difference, the researcher rejects a labor supply explanation and two variants of statistical discrimination, concluding that managers in the firm simply believe that married men deserve higher earnings than comparable women.

The article presents the position statement of the American Association of Occupational Health Nurses (AAOHN) on the role of occupational and environmental health nurse in health promotion and productivity in the workplace. Topics include the AAOHN's support to the National Institute for Occupational Safety and Health's (NIOSH) Total Worker Health (TWH) approach to improve workers' well-being.

Students of the labor market have long been aware that differences in institutional settings and basic value patterns account in part for differences in the levels and incidence of labor mobility. In studies of labor markets in a single country, even one as large and industrially diversified as the United States, the influence of such factors on worker mobility and job attitudes tends to be obscured by the basic cultural homogeneity of the groups studied. Comparative studies of labor market behavior in a variety of industrially similar countries should reveal the extent to which institutional and normative factors affect mobility, and several such studies by American scholars are now in progress or planned for the near future. This article is a report of an exploratory survey in several northern European countries of patterns of labor mobility and workers' and employers' labor market behavior. In addition, the author also describes some of the research that has been undertaken abroad and indicates some topics on which comparative research should enlarge our understanding of how labor markets function. [ABSTRACT FROM AUTHOR]

The article focuses on the U.S. Surgeon General's Framework for Workplace Mental Health and Well-being and its potential impact on occupational health nursing practice. It discusses the five essential elements of the framework, including protection from harm, opportunities for growth, connection and community, work-life harmony, and mattering at work. It also highlights the role of occupational health nurses in promoting worker mental health and wellbeing.

‘Tele’ means distance. The term ‘teleport’, means ‘distant place of working’. In practice, however, it refers to a specific mode of distant working, their services, using telemetric, on a site which is geographically separated from the main office. ‘Telemetries’ refers to a combination of information and technologies which connect the computers of employees to the computer of the main employing organization. As the current ratio of services being delivered on-site is 40 per cent or more, most Indian companies have a long way to go to move up the value chain in promoting home-based work which allow companies to use certain categories of employees effectively and profitably. The rapid spread of information technology combined with the deregulation and upgrading of telecommunications in virtually all countries has given considerable impetus to outsourcing or delocalization of work. The development of teleporting represents a convergence of a number of different trends, many of which have major implications for environmental, social and economic policy. How the industry, the governments and the policy-makers respond to these changes will seriously impact the future of the economy, on the employment possibilities as well as the quality of work life of people, especially women employees in the same field. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the influence of work environments and occupational hazards on smoking intensity by occupation type in Korean workers. This study used the data from the Fourth Korea National Health and Nutrition Examination Survey in 2009. The sample of this study included 3,769 adults who were aged 18 years or older and had an occupation of office work, sales, or manufacturing. After controlling for sociodemographic characteristics, the generalized linear models revealed that office workers and the sales force who had smoking co-workers at the workplace were more likely to smoke than those who did not. A dirty workplace and exposure to occupational noise were significant factors increasing the smoking intensity for manufacturers. A smoking cessation program considering physical work environments and co-workers’ support should be developed for Korean workers. [ABSTRACT FROM AUTHOR]

The author explores organizational issues associated with the meaningful employment of adults with autism spectrum disorders. Topics discussed include factors which influence workforce participation of adults with autism such as family and vocational rehabilitation services, the initiatives launched by various employers that support employment of this population, and the implementation of diversity policies in the workplace that provide support to employees with autism.

This article explores how institutional differences matter to the quality of a nation’s jobs; job quality is conceived as a dimension of a national economy’s social performance and thus defined in accordance with civic principles. Focus is on the two archetypical varieties of capitalism, the United States and Germany. Using data from a 2009 telephone survey of U.S. and German workers, we find that the overall attainment of civic principles, as perceived by workers, is no different in Germany than in the United States, even though the German institutional environment should be more conducive to them. This is due to higher worker expectations in Germany and a tendency for employer practices to compensate for the weaker (liberal) institutional environment in the United States. Once these are controlled, German workers report substantially more positive outcomes. We find that institutional differences also matter in how various employer practices are adopted and hence have indirect as well as direct implications. [ABSTRACT FROM PUBLISHER]

The growth in managerial jobs is often presented by policy makers as evidence of the UK’s success in developing high-skilled, well-paid employment. At the same time, concerns have been raised that the lack of higher level qualifications in the managerial workforce has a detrimental impact on productivity and performance. This article focuses on the relatively neglected figure of the first line manager in private services through a study of the UK cafe sector. It explores the content and quality of the cafe manager’s job, and interrogates the purported benefits of upskilling through graduate level qualifications. The findings indicate that these jobs leave much to be desired in terms of pay and work content, and that managers are highly constrained by the degree of centralized control wielded by head office. Limited autonomy and, in many cases, poor job quality raise crucial questions about the ability of lower level managers to influence performance, even allowing for higher level qualifications. [ABSTRACT FROM PUBLISHER]