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There is a large and growing body of literature proposing that there are benefits to employees and workplaces when pets are allowed to accompany their owners to work. This article reports a scoping review of research that is workplace-based and that provides information on the reported benefits or problems of allowing employees' pets at work. The databases Scopus, Discover and Google Scholar were searched with the initial search terms "pets AND workplace AND research." Results were reviewed initially by title to remove items where, for instance, "PET" was used as an acronym. Studies were included if they provided information on research into human well-being and/or work or task performance and pets at work. This included research into the presence of pets while working from home, as the home can be considered a workplace in this situation. A total of 189 papers on pets at work were identified from the searches. The abstracts were reviewed and papers that did not report research into the benefits and challenges of employees' pets at work were excluded, leaving 31 results. The majority of studies used survey methods and did not include validated psychometric measures of key variables including stress. Findings indicated that the presence of employees' pets at work may reduce stress and lead to more positive work-related attitudes, but these findings may not apply to all employees or all workplaces. Negative aspects of pets in the workplace include health risks to humans and animals, cultural concerns and dislike or fear of some animals, and the proportion of participants who raised these concerns or agreed with them varied widely between studies. However, there is little evidence on the prevalence of risks or how they are addressed, and there was no data on how work performance, absenteeism or staff turnover were related to pet-friendly policies at work. More research is required, and some directions for future research are suggested. [ABSTRACT FROM AUTHOR]

Aims: To provide a descriptive analysis of all notifications and complaints received by the Veterinary Council of New Zealand (VCNZ) during 1992-2016 and to use a thematic analysis of complaints made by clients to the VCNZ during 2013-2015 to determine the underlying reasons for their complaints. Methods: A mixed methods approach was used. Notifications and complaints against veterinarians between 1992-2016 (n=1218) were summarised based on complaint categories and by gender of the veterinarian respondents, the number of years registered with the VCNZ and the animal species to which the complaint related. In-depth thematic analysis was made of the content of clients' complaints between 2013-2015 (n=141) to identify details of the key themes and subthemes underlying the complaints. Results: The VCNZ categorised 595/959 (62.0%) of the complaints made between 1992-2016 as related to technical competency, and 308/959 (32%) to professional behaviour. Of the 1,218 complaints, 818 (67.2%) were not investigated or were dismissed, and 18 (1.5%) cases were upheld due to technical competency concerns. Of the complaints in which animal species was identified, 623/738 (84.4%) involved companion animals and 104/738 (14.1%) involved large animals. Male veterinarians were the subject of 855/1,218 (70.2%) complaints. Of the complaints that recorded the number of years the respondent had been registered, 488/1,121 (43.5%) involved veterinarians who had been registered ≥21 years. Thematic analysis identified client expectations as the one overarching theme, within which were four subthemes; a veterinarian would be trustworthy and honest, provide good quality care, communicate in a way that the client finds acceptable, and charge fairly. Conclusions and clinical relevance: Notifications and complaints against male practitioners outnumbered those against female practitioners, and companion animal practitioners were over-represented. Many complaints that were ostensibly related to technical failures, were shown by thematic analysis to also represent underlying failures of professional behaviour. Key issues included lack of trustworthiness, honesty, good quality care and acceptable communication with the client. These data should not be interpreted as an accurate indicator of the prevalence of misconduct in practice, as the proportion of dissatisfied clients who did not raise a notification or complaint is unknown. Accurate classification of complaints will enable veterinary regulators and educators to identify competencies that could be developed or improved through training and experience. [ABSTRACT FROM AUTHOR]

AIM: To examine the relationships between workplace bullying, destructive leadership and team conflict, and physical health, strain, self-reported performance and intentions to quit among veterinarians in New Zealand, and how these relationships could be moderated by psychological capital and perceived organisational support. METHODS: Data were collected by means of an online survey, distributed to members of the New Zealand Veterinary Association. Participation was voluntary and all responses were anonymous and confidential. Scores for the variables measured were based on responses to questions or statements with responses categorised on a linear scale. A series of regression analyses were used to assess mediation or moderation by intermediate variables on the relationships between predictor variables and dependent variables. RESULTS: Completed surveys were provided by 197 veterinarians, of which 32 (16.2%) had been bullied at work, i.e. they had experienced two or more negative acts at least weekly over the previous 6 months, and nine (4.6%) had experienced cyber-bullying. Mean scores for workplace bullying were higher for female than male respondents, and for non-managers than managers (p<0.01). Scores for workplace bullying were positively associated with scores for destructive leadership and team conflict, physical health, strain, and intentions to quit (p<0.001). Workplace bullying and team conflict mediated the relationship between destructive leadership and strain, physical health and intentions to quit. Perceived organisational support moderated the effects of workplace bullying on strain and self-reported job performance (p<0.05). CONCLUSIONS: Relatively high rates of negative behaviour were reported by veterinarians in this study, with 16% of participants meeting an established criterion for having been bullied. The negative effects of destructive leadership on strain, physical health and intentions to quit were mediated by team conflict and workplace bullying. It should be noted that the findings of this study were based on a survey of self-selected participants and the findings may not represent the wider population of New Zealand veterinarians. [ABSTRACT FROM PUBLISHER]

AIM: To use a job demands-resources model to examine the associations among perceived job demands, job resources, family-to-work enrichment, positive team relationships, work engagement, emotional exhaustion, cynicism and intention to leave, in a sample of New Zealand veterinary nurses. METHODS: Data were collected by means of a self-reported online survey, with the help of eight New Zealand tertiary education providers and the New Zealand Veterinary Nurses’ Association. Nine measures or variables were assessed using questions or statements with responses categorised on a linear scale. Measurement models for each of the variables in the study were assessed to establish whether the variables represented the respective item-level data. Structural equation modelling was then used to test the hypothesised interrelationships among study variables. RESULTS: There were 253 respondents; 17.1% of individuals who classified themselves as veterinary nurses in the 2013 New Zealand census. In the final structural model job demands were associated with emotional exhaustion (standardised regression coefficient β=0.57), which was related to cynicism (β=0.52) and intention to leave (β=0.56). Job resources were negatively related to emotional exhaustion (β=−0.32). Higher work engagement was associated with lower emotional exhaustion (β=−0.29) and lower intention to leave (β=−0.30). Job resources were associated with work-to-family enrichment (β=0.69), which was related to work engagement (β=0.57); and job resources were associated with positive team relationships (β=0.79). CONCLUSION: It is important that job resources are available to help deal with demanding work. Without resources, demanding work is associated with exhaustion, cynicism and increased intention to leave, while positive spill over between work and family life are related to higher work engagement. [ABSTRACT FROM PUBLISHER]