424 results on '"Leiter, Michael"'
Search Results
402. Meet the press. April 21, 2013
- Author
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Durbin, Richard J. (Richard Joseph), 1944- Interviewee, Brokaw, Tom. Interviewee, Chertoff, Michael, 1953- Interviewee, Goldberg, Jeffrey, 1965- Interviewee, Goodwin, Doris Kearns. Interviewee, Gregory, David, 1970- Moderator Interviewer, Leiter, Michael Evan, 1969- Interviewee, Martin, Betsy Fischer. Producer, Noonan, Peggy, 1950- Interviewee, Rogers, Mike, 1963- Interviewee, Patrick, Deval. Interviewee, and Williams, Louis Alan, 1952- Interviewee
- Published
- 2013
403. Factor Structure, Psychometric Properties, and Measurement Invariance of the Pandemic Experiences and Perceptions Scale Among Italian Hospital Workers.
- Author
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Portoghese I, Galletta M, Leiter MP, Piras I, Lecca LI, Puligheddu M, and Campagna M
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- Humans, Italy, Male, Female, Adult, Middle Aged, Surveys and Questionnaires, Factor Analysis, Statistical, Reproducibility of Results, Pandemics, COVID-19 psychology, COVID-19 epidemiology, Psychometrics, Personnel, Hospital psychology
- Abstract
Background: The COVID-19 pandemic represented substantial risks to hospital workers' physical and mental health. The availability of validated measures on the impact of the pandemic on workplaces is crucial for developing data-driven interventions. The primary purpose of our study was to translate it into Italian and assess factor structure, psychometric properties, and measurement invariance of the Pandemic Experiences and Perceptions Scale (PEPS)., Methods: The survey was completed by 766 workers from an Italian hospital. We examined the internal structure of the PEPS using confirmatory factor analyses (CFA) and exploratory structural equation modeling (ESEM) techniques and testing the invariance for clinical vs. nonclinical workers., Results: The six-factor ESEM solution showed an excellent fit to the data (CFI=0.956, TLI=0.932, RMSEA=0.050), supporting the superiority of the ESEM solution. The factorial invariance of the PEPS across occupational roles (clinical vs. nonclinical hospital workers) was supported, and the ESEM-based McDonald's omega was good for all factors., Conclusions: The results from this study provided evidence for the factorial validity, reliability, and measurement invariance across occupational roles of the Italian version of the PEPS. Thus, the Italian version of the PEPS is a reliable and valid tool for assessing pandemic experiences and perceptions among Italian workers.
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- 2024
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404. Validation of the Maslach Burnout Inventory-General Survey 9-item short version: psychometric properties and measurement invariance across age, gender, and continent.
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Wang A, Duan Y, Norton PG, Leiter MP, and Estabrooks CA
- Abstract
Background: The Maslach Burnout Inventory-General Survey (MBI-GS) stands as the preeminent tool for assessing burnout across various professions. Although the MBI-GS9 emerged as a derivative of the MBI-GS and has seen extensive use over several years, a comprehensive examination of its psychometric properties has yet to be undertaken., Methods: This study followed the Standards for Educational and Psychological Testing guidelines to validate the MBI-GS9. Employing a combined approach of classical test theory and item response theory, particularly Rasch analysis, within an integrated framework, the study analyzed data from 16,132 participants gathered between 2005 and 2015 by the Centre for Organizational Research at Acadia University., Results: The findings revealed that the MBI-GS9 exhibited satisfactory reliability and validity akin to its predecessor, the MBI-GS. Across its three dimensions, Cronbach's α and omega coefficients ranged from 0.84 to 0.91. Notably, the MBI-GS9 displayed no floor/ceiling effects and demonstrated good item fit, ordered threshold, acceptable person and item separation and reliability, clear item difficulty hierarchy, and a well-distributed item threshold. However, the results suggested a recommended minimum sample size of 350 to mitigate potential information loss when employing the MBI-GS9. Beyond this threshold, the observed mean difference between the MBI-GS and MBI-GS9 held minimal practical significance. Furthermore, measurement equivalence tests indicated that the MBI-GS9 maintained an equivalent three-factor structure and factor loadings across various gender, age, and continent groups, albeit with inequivalent latent values across continents., Conclusion: In sum, the MBI-GS9 emerges as a reliable and valid alternative to the MBI-GS, particularly when utilized within large, diverse samples across different age and gender demographics. However, to address potential information loss, a substantial sample size is recommended when employing the MBI-GS9. In addition, for cross-cultural comparisons, it is imperative to initially assess equivalence across different language versions at both the item and scale levels., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Wang, Duan, Norton, Leiter and Estabrooks.)
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- 2024
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405. The psychological conditions for employee engagement in organizational change: Test of a change engagement model.
- Author
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Albrecht SL, Furlong S, and Leiter MP
- Abstract
In the contemporary world of work, organizational change is a constant. For change to be successful, employees need to be positive about implementing organizational change. Change engagement reflects the extent to which employees are enthusiastic about change, and willing to actively involve themselves in promoting and supporting ongoing organizational change. Drawing from Kahn's engagement theory, the research aimed to assess the influence of change-related meaningful work, psychological safety, and self-efficacy as psychological preconditions for change engagement. The study also aimed to test the indirect associations of the change-related psychological preconditions with proactive work behavior through change engagement. Survey data from a Prolific sample ( N = 297) were analyzed using confirmatory factor analysis and structural equations modeling. In support of the validity of the model, the results showed that change-related self-efficacy, psychological safety, and meaningfulness had significant direct effects on change engagement, explaining 88% of the variance. The change-related psychological conditions also had significant indirect effects on proactive work behavior through change engagement. The findings therefore suggest that employees who exhibit higher levels of change-related self-efficacy, psychological safety, and work meaningfulness are more likely to support and promote organizational change, and to proactively engage in innovative work behavior. In practical terms, organizations that create the psychological conditions for change could significantly improve employee motivation to change and to innovate, which in turn would increase the likelihood of successful organizational change, and improved organizational competitiveness. Study limitations and directions for future research are discussed., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Albrecht, Furlong and Leiter.)
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- 2023
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406. The Influence of Change-Related Organizational and Job Resources on Employee Change Engagement.
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Albrecht SL, Connaughton S, and Leiter MP
- Abstract
Employee attitudes to change are key predictors of organizational change success. In this article, change engagement is defined as the extent to which employees are enthusiastic about change, and willing to actively involve themselves in ongoing organizational change. A model is tested showing how change-related organizational resources (e.g., senior leader support for change and organizational change climate) influence change engagement, in part through their influence on change-related job resources. Confirmatory Factor Analysis (CFA) and Structural Equations Modeling (SEM) results yielded good fit to the data in two independent samples: 225 Australian working professionals, and 201 employees from a Prolific sample. As proposed, change-related organizational resources (modeled as a higher order construct) were positively associated with higher order change-related job resources. Change-related job resources were positively associated with change engagement. In contrast to expectations, organizational resources were not directly associated with change engagement. Instead, change-related job resources fully mediated the relationship. Overall, the study provides empirical support for new measures of organizational change resources and employee change engagement. By drawing from well-established models in the change and engagement literatures, the study provides a promising research direction for those interested in further understanding positive employee attitudes to organizational change. Practical implications and future research opportunities are discussed., Competing Interests: SC was employed by the Nous Group. The remaining authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Albrecht, Connaughton and Leiter.)
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- 2022
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407. Work Changed Forever: People realized their jobs don't have to be that way.
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Leiter M and Maslach C
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- 2022
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408. Editorial: Stress and Stress Management - Pushing Back Against Existing Paradigms.
- Author
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Grawitch MJ, Barber LK, Leiter MP, and Mazzola JJ
- Abstract
Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.
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- 2022
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409. Correct use of the Maslach Burnout Inventory to develop evidence-based strategies against burnout syndrome during and post COVID-19 pandemic.
- Author
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Chirico F and Leiter M
- Subjects
- Burnout, Psychological, Humans, Pandemics, Surveys and Questionnaires, Burnout, Professional epidemiology, Burnout, Professional prevention & control, COVID-19 epidemiology
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- 2022
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410. Facilitators and Barriers to the Adoption of an Electronic Medical Record System by Intensive Care Nurses.
- Author
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Osajiuba SA, Jedwab R, Calvo R, Dobroff N, Glozier N, Hutchinson A, Leiter M, Nankervis K, Rawson H, Redley B, and Manias E
- Subjects
- Critical Care, Humans, Intensive Care Units, Surveys and Questionnaires, Electronic Health Records, Nurses
- Abstract
Introducing new technology, such as an electronic medical record (EMR) into an Intensive Care Unit (ICU), can contribute to nurses' stress and negative consequences for patient safety. The aim of this study was to explore ICU nurses' perceptions of factors expected to influence their adoption of an EMR in their workplace. The objectives were to: 1) measure psychological factors expected to influence ICU nurses' adoption of EMR, and 2) explore perceptions of facilitators and barriers to the implementation of an EMR in their workplace. Using an explanatory sequential mixed method approach, data were collected using surveys and focus groups. ICU nurses reported high scores for motivation, work engagement and wellbeing. Focus group analyses revealed two themes: Hope the EMR will bring a new world and Fear of unintended consequences. Recommendations relate to strategies for education and training, environmental restructuring and enablement. Overall, ICU nurses were optimistic about EMR implementation.
- Published
- 2021
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411. Perioperative Nurses' Perceptions Pre-Implementation of an Electronic Medical Record System.
- Author
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Njane A, Jedwab R, Calvo R, Dobroff N, Glozier N, Hutchinson A, Leiter M, Manias E, Nankervis K, Rawson H, and Redley B
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- Humans, Electronic Health Records, Nurses
- Abstract
The use of electronic medical record (EMR) systems is transforming health care delivery in hospitals. Perioperative nurses work in a unique high-risk health setting, hence require specific considerations for EMR implementation. This research explored perioperative nurses' perceptions of facilitators and barriers to the implementation of an EMR in their workplace to make context-specific recommendations about strategies to optimise EMR adoption. Using a qualitative exploratory descriptive design, focus group data were collected from 27 perioperative nurses across three hospital sites. Thematic analyses revealed three themes: 1) The world is going to change; 2) What does it mean for me? and 3) We can do it, but we have some reservations. Mapping coded data to the Theoretical Domains Framework identified prominent facilitators and barriers, and informed recommended implementation strategies for EMR adoption by perioperative nurses.
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- 2021
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412. Older Nurses' Perceptions of an Electronic Medical Record Implementation.
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Tissera S, Jedwab R, Calvo R, Dobroff N, Glozier N, Hutchinson A, Leiter M, Manias E, Nankervis K, Rawson H, and Redley B
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- Aged, Australia, Humans, Middle Aged, Electronic Health Records, Nurses
- Abstract
In Australia, almost 40% of nurses are aged 50 years and older. These nurses may be vulnerable to leaving the workforce due to challenges experienced during electronic medical record (EMR) implementations. This research explored older nurses' perceptions of factors expected to influence their adoption of an EMR, to inform recommendations to support implementation. The objectives were to: 1) measure psychological factors expected to influence older nurses' adoption of the EMR; and 2) explore older nurses' perceptions of facilitators and barriers to EMR adoption. An explanatory sequential mixed methods design was used to collect survey and focus group data from older nurses, prior to introducing an EMR system. These nurses were highly engaged with their work; 79.3% reported high wellbeing scores. However, their motivation appeared to be predominantly governed by external rather than internal influences. Themes reflecting barriers to EMR and resistance to adoption emerged in the qualitative data.
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- 2021
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413. Humor in Workplace Leadership: A Systematic Search Scoping Review.
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Rosenberg C, Walker A, Leiter M, and Graffam J
- Abstract
Humor studies are increasingly prevalent in workplace and leadership domains, it has shown significant development in the last 40 years. The multifaceted nature of humor means varied definitions and diverse measurement approaches have been approved. As a result, research methodologies and findings are not easily clarified, and have not been synthesized. The aim of this scoping review was to review the existing body of literature relevant to humor in workplace leadership to identify key research areas, methodologies used, guiding theoretical frameworks, and gaps that are persisting over the last 40 years. Using qualitative review methods, four key themes in the research emerged relating to: (1) humor styles and outcomes; (2) humor as communication and discursive resource; (3) variables in the humor and leadership relationship; and (4) cultural context. This review demonstrates significant research progress on the topic of humor in workplace leadership. Research progress and gaps are discussed based on five key questions. Future research directions are outlined and discussed., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2021 Rosenberg, Walker, Leiter and Graffam.)
- Published
- 2021
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414. The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study.
- Author
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Sawada U, Shimazu A, Kawakami N, Miyamoto Y, Speigel L, and Leiter MP
- Abstract
Background: Good social climate and high work engagement are important factors affecting outcomes in healthcare settings. This study observed the effects of a program called Civility, Respect, and Engagement in the Workplace (CREW) on social climate and staff work engagement in a psychiatric ward of a Japanese hospital., Methods: The program comprised 18 sessions installed over six months, with each session lasting 30-min. Participation in the program was recommended to all staff members at the ward, including nurses, medical doctors, and others, but it was not mandatory. A serial cross-sectional study collected data at four time-points. Nurses (n = 17 to 22), medical doctors (n = 9 to 13), and others (n = 6 to 10) participated in each survey. The analysis of variance was used to evaluate the changes in the following dependent variables, the Essen climate evaluation schema (EssenCES), the CREW civility scale, and the Utrecht work engagement scale (UWES) over time., Result: We found no significant effects. The effect size (Cohen's d) for EssenCES was 0.35 from baseline to post-installation for all staff members. Effect sizes for EssenCES for medical doctors and UWES for nurses were 0.79 and 0.56, respectively, from baseline to post-program., Conclusions: Differences in social climate and work engagement among Japanese healthcare workers between the baseline and post-installation of the CREW program were non-significant.
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- 2021
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415. Describing the Mental Health State of Nurses in British Columbia: A Province-Wide Survey Study.
- Author
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Havaei F, Ma A, Leiter M, and Gear A
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- British Columbia epidemiology, Cross-Sectional Studies, Humans, Surveys and Questionnaires, Workplace, Mental Health, Nurses
- Abstract
A cross-sectional province-wide survey study of 3,978 British Columbia (BC) nurses was conducted to explore the mental health state of the nursing workforce in BC. About one third of nurses reported depression and anxiety; about half reported symptoms of post-traumatic stress disorder and at least one third reported high levels of one or more dimensions of burnout. Mental health problems were about 1.5 to 3 times more prevalent among BC nurses compared to their peers nationally. Improving nurses' mental health requires multi-factorial and multi-level efforts. Evidence-based and workplace-specific policies and interventions that better support nurses at risk are recommended., (Copyright © 2021 Longwoods Publishing.)
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- 2021
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416. Geographically mobile healthcare workers and the conditions of their travel: The perspectives of managers.
- Author
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Jackson L, Bourgeault IL, Kruisselbrink A, Barber PG, Leiter M, Nourpanah S, and Price S
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- Humans, Interviews as Topic, Nova Scotia, Occupational Health, Organizational Policy, Qualitative Research, Health Personnel, Travel economics
- Abstract
Many healthcare workers are "on the road" traveling to and from fixed sites (eg, patients'/clients' homes). Qualitative interviews with nine Nova Scotian managers of mobile healthcare workers explored the conditions of workers' travel. Findings highlight challenges such as changing schedules, as well as positive features including flexibility over the travel schedule. Some managers noted worker mobility-related responsibilities including having to decide if travel is too dangerous due to poor weather. A few managers suggested that workers may not receive adequate economic reimbursement for travel costs (eg, wear and tear on vehicle), and in some instances, workers need to use a benefit (eg, vacation day) or are not paid if they cannot drive due to poor weather. Reported organizational supports for workers' travel were variable. This research indicates a need for supportive mobility-related policies and practices across all organizations, including policies that cover economic costs related to travel for all workers.
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- 2020
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417. Intersecting Policy Contexts of Employment-Related Geographical Mobility of Healthcare Workers: The Case of Nova Scotia, Canada.
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Nourpanah S, Bourgeault I, Jackson L, Price S, Barber PG, and Leiter MP
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- Adult, Employment standards, Female, Geography standards, Guidelines as Topic, Health Policy, Humans, Male, Middle Aged, Nova Scotia, Nurses standards, Nursing Assistants standards, Nursing, Practical standards, Workplace standards, Employment legislation & jurisprudence, Geography legislation & jurisprudence, Nurses legislation & jurisprudence, Nursing Assistants legislation & jurisprudence, Nursing, Practical legislation & jurisprudence, Workplace legislation & jurisprudence
- Abstract
Mobility and movement is an increasingly important part of work for many, however, Employment-Related Geographical Mobility (ERGM), defined as the extended movement of workers between places of permanent residence and employment, is relatively understudied among healthcare workers. It is critical to understand the policies that affect ERGM, and how they impact mobile healthcare workers. We outline four key intersecting policy contexts related to the ERGM of healthcare workers, focusing on the mobility of Registered Nurses (RNs), Licensed Practical Nurses (LPNs) and Continuing Care Assistants (CCAs) in Nova Scotia: international labour mobility and migration; interprovincial labour mobility; provincial credential recognition; and, workplace and occupational health and safety., (Copyright © 2018 Longwoods Publishing.)
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- 2018
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418. The protective role of self-efficacy against workplace incivility and burnout in nursing: A time-lagged study.
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Fida R, Laschinger HKS, and Leiter MP
- Subjects
- Adult, Burnout, Professional psychology, Canada, Female, Humans, Job Satisfaction, Male, Personnel Turnover, Burnout, Professional prevention & control, Incivility, Nursing Staff, Hospital psychology, Self Efficacy, Workplace psychology
- Abstract
Background: Incivility has negative consequences in the workplace and remains a prevalent issue in nursing. Research has consistently linked incivility to nurse burnout and, in turn, to poor mental health and turnover intentions. To retain high-quality nurses, it is important to understand what factors might protect nurses from the negative effects of workplace mistreatment., Purpose: The aim of the study was to investigate the role of relational occupational coping self-efficacy in protecting nurses from workplace incivility and related burnout and turnover intentions., Methodology: A two-wave national sample of 596 Canadian nurses completed mail surveys both at Time 1 and one year later at Time 2. Structural equation modeling was used to test the hypothesized model., Results: The model showed a good fit, and most of the hypothesized paths were significant. Overall, the results supported the hypothesized protective effect of relational occupational coping self-efficacy against incivility and later burnout, mental health, and turnover intentions., Conclusion: Relational occupational coping self-efficacy is an important protective factor against negative work behavior., Practice Implications: Organizations should provide nurses with opportunities to build their coping strategies for managing job demands and difficult interpersonal interactions. Similarly, providing exposure to effective role models and providing meaningful verbal encouragement are other sources of efficacy information for building nurses' relational coping self-efficacy.
- Published
- 2018
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419. Work-related factors of presenteeism: The mediating role of mental and physical health.
- Author
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Pohling R, Buruck G, Jungbauer KL, and Leiter MP
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- Adult, Cross-Sectional Studies, Female, Humans, Male, Middle Aged, Young Adult, Health Status, Mental Health, Presenteeism statistics & numerical data, Workplace psychology
- Abstract
Even though work-related factors have been found to play a crucial role in predicting presenteeism, studies investigating established theoretical frameworks of job design features and, in particular, underlying mechanisms are still very scarce. The objective of this study was to investigate the influence of the areas of work life according to the Areas of Worklife Scale (AWS; Leiter & Maslach, 2004) on presenteeism. We examined mental and physical health as the underlying process of this relationship and assessed 2 presenteeism outcome measures and their relationship to each other-that is, the frequency of acts of presenteeism and work productivity. Using a cross-sectional design, the study was conducted in a sample of 885 employees from German public service. Results showed that the influence of some, but not all, areas of work life (workload, control, reward, and values) on both acts of presenteeism and health-related lost productivity was mediated by health indicators (well-being and musculoskeletal complaints). Moreover, we found a relationship between health-related lost productivity and acts of presenteeism. The present research clarifies the importance of work-related factors as antecedents of sickness presenteeism. The findings of our study also emphasize the necessity to include both acts of presenteeism and health-related lost productivity in presenteeism research and prevention. Presenteeism should be included as a measure in health prevention interventions because it reflects a crucial part of employee health that is not covered by other measures., ((c) 2016 APA, all rights reserved).)
- Published
- 2016
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420. Burnout and job performance: the moderating role of selection, optimization, and compensation strategies.
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Demerouti E, Bakker AB, and Leiter M
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- Adult, Female, Humans, Male, Middle Aged, Netherlands, Self Concept, Surveys and Questionnaires, Adaptation, Psychological, Burnout, Professional psychology, Employee Performance Appraisal, Job Satisfaction
- Abstract
The present study aims to explain why research thus far has found only low to moderate associations between burnout and performance. We argue that employees use adaptive strategies that help them to maintain their performance (i.e., task performance, adaptivity to change) at acceptable levels despite experiencing burnout (i.e., exhaustion, disengagement). We focus on the strategies included in the selective optimization with compensation model. Using a sample of 294 employees and their supervisors, we found that compensation is the most successful strategy in buffering the negative associations of disengagement with supervisor-rated task performance and both disengagement and exhaustion with supervisor-rated adaptivity to change. In contrast, selection exacerbates the negative relationship of exhaustion with supervisor-rated adaptivity to change. In total, 42% of the hypothesized interactions proved to be significant. Our study uncovers successful and unsuccessful strategies that people use to deal with their burnout symptoms in order to achieve satisfactory job performance., (PsycINFO Database Record (c) 2014 APA, all rights reserved.)
- Published
- 2014
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421. Part 1: The influence of personal and situational predictors on nurses' aspirations to management roles: preliminary findings of a national survey of Canadian nurses.
- Author
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Laschinger HK, Wong CA, MacDonald-Rencz S, Burkoski V, Cummings G, D'Amour D, Grinspun D, Gurnham ME, Huckstep S, Leiter M, Perkin K, MacPhee M, Matthews S, O'Brien-Pallas L, Ritchie J, Ruffolo M, Vincent L, Wilk P, Almost J, Purdy N, Daniels F, and Grau A
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- Adult, Canada, Career Mobility, Cross-Sectional Studies, Female, Humans, Leadership, Male, Middle Aged, Personnel Selection, Aspirations, Psychological, Career Choice, Nurse Administrators psychology
- Abstract
Aim: To examine the influence of personal and situational factors on direct-care nurses' interests in pursuing nursing management roles., Background: Nursing managers are ageing and nurses do not appear to be interested in nursing management roles, raising concerns about a nursing leadership shortage in the next decade. Little research has focused on factors influencing nurses' career aspirations to nursing management roles., Methods: A national survey of nurses from nine Canadian provinces was conducted (n = 1241). Multiple regression was used to test a model of personal and situational predictors of nurses' career aspirations to management roles., Results: Twenty-four per cent of nurses expressed interest in pursuing nursing management roles. Personal and situational factors explained 60.2% of nurses' aspirations to management roles. Age, educational preparation, feasibility of further education, leadership self-efficacy, career motivation, and opportunity to motivate others were the strongest predictors of aspirations for management roles., Conclusions: Personal factors were more strongly associated with career aspirations than situational factors. There is a steady decline in interest in management roles with increasing age., Implications for Nursing Management: Nursing leadership training to develop leadership self-efficacy (particularly for younger nurses) and organizational support for pursuing advanced education may encourage nurses to pursue nursing management roles., (© 2012 Blackwell Publishing Ltd.)
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- 2013
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422. Getting better and staying better: assessing civility, incivility, distress, and job attitudes one year after a civility intervention.
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Leiter MP, Day A, Oore DG, and Spence Laschinger HK
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- Adult, Burnout, Professional, Canada, Female, Humans, Male, Middle Aged, Models, Psychological, Nova Scotia, Interprofessional Relations, Job Satisfaction, Social Behavior, Stress, Psychological
- Abstract
Health care providers (n = 1,957) in Canada participated in a project to assess an intervention to enhance workplace civility. They completed surveys before the intervention, immediately after the intervention, and one year later. Results highlighted three patterns of change over the three assessments. These data were contrasted with data from control groups, which remained constant over the study period. For workplace civility, experienced supervisor incivility, and distress, the pattern followed an Augmentation Model for the intervention groups, in which improvements continued after the end of the intervention. For work attitudes, the pattern followed a Steady State Model for the intervention group, in that they sustained their gains during intervention but did not continue to improve. For absences, the pattern reflected a Lost Momentum Model in that the gains from preintervention to postintervention were lost, as absences returned to the preintervention level at follow-up. The results are discussed in reference to conceptual and applied issues in workplace civility.
- Published
- 2012
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423. Demands, values, and burnout: relevance for physicians.
- Author
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Leiter MP, Frank E, and Matheson TJ
- Subjects
- Canada epidemiology, Female, Follow-Up Studies, Humans, Incidence, Male, Prognosis, Retrospective Studies, Risk Factors, Sex Distribution, Sex Factors, Stress, Psychological psychology, Surveys and Questionnaires, Work Schedule Tolerance psychology, Burnout, Professional, Physicians psychology, Stress, Psychological epidemiology, Workload psychology
- Abstract
Objective: T o explore the interaction between workload and values congruence (personal values with health care system values) in the context of burnout and physician engagement and to explore the relative importance of these factors by sex, given the distinct work patterns of male and female physicians., Design: National mailed survey., Setting: Canada., Participants: A random sample of 8100 Canadian physicians (response rate 40%, N = 3213); 2536 responses (from physicians working more than 35 hours per week) were analyzed., Main Outcome Measures: Levels of burnout, values congruence, and workload, by sex, measured by the Maslach Burnout Inventory-General Scale and the Areas of Worklife Scale., Results: Results showed a moderate level of burnout among Canadian physicians, with relatively positive scores on exhaustion, average scores on cynicism, and mildly negative scores on professional efficacy. A series of multiple regression analyses confirmed parallel main effect contributions from manageable workload and values congruence. Both workload and values congruence predicted exhaustion and cynicism for men and women (P = .001). Only values congruence provided a significant prediction of professional efficacy for both men and women (P = .001) These predictors interacted for women on all 3 aspects of burnout (exhaustion, cynicism, and diminished efficacy). Howevever, overall levels of the burnout indicators departed only modestly from normative levels., Conclusion: W orkload and values congruence make distinct contributions to physician burnout. Work overload contributes to predicting exhaustion and cynicism; professional values crises contribute to predicting exhaustion, cynicism, and low professional efficacy. The interaction of values and workload for women in particular has implications for the distinct work-life patterns of male and female physicians. Specifically, the congruence of individual values with values inherent in the health care system appeared to be of greater consequence for women than for men.
- Published
- 2009
424. The impact of nursing work environments on patient safety outcomes: the mediating role of burnout/engagement.
- Author
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Spence Laschinger HK and Leiter MP
- Subjects
- Adult, Alberta epidemiology, Cross-Sectional Studies, Factor Analysis, Statistical, Female, Humans, Iatrogenic Disease epidemiology, Leadership, Male, Middle Aged, Models, Theoretical, Ontario epidemiology, Personnel Staffing and Scheduling, Burnout, Professional prevention & control, Health Facility Environment, Hospital Restructuring, Models, Nursing, Nursing Staff, Hospital organization & administration, Nursing Staff, Hospital psychology, Safety Management
- Abstract
Objective: To test a theoretical model of professional nurse work environments linking conditions for professional nursing practice to burnout and, subsequently, patient safety outcomes., Background: The 2004 Institute of Medicine report raised serious concerns about the impact of hospital restructuring on nursing work environments and patient safety outcomes. Few studies have used a theoretical framework to study the nature of the relationships between nursing work environments and patient safety outcomes., Methods: Hospital-based nurses in Canada (N = 8,597) completed measures of worklife (Practice Environment Scale of the Nursing Work Index), burnout (Maslach Burnout Inventory-Human Service Scale), and their report of frequency of adverse patient events., Results: Structural equation modeling analysis supported an extension of Leiter and Laschinger's Nursing Worklife Model. Nursing leadership played a fundamental role in the quality of worklife regarding policy involvement, staffing levels, support for a nursing model of care (vs medical), and nurse/physician relationships. Staffing adequacy directly affected emotional exhaustion, and use of a nursing model of care had a direct effect on nurses' personal accomplishment. Both directly affected patient safety outcomes., Conclusions: The results suggest that patient safety outcomes are related to the quality of the nursing practice work environment and nursing leadership's role in changing the work environment to decrease nurse burnout.
- Published
- 2006
- Full Text
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