28 results on '"Duxbury L"'
Search Results
2. Computationally efficient model of the implanted knee for time-sensitive applications
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Bori, E, additional, Navacchia, A, additional, Wang, L, additional, Duxbury, L, additional, McGuan, S, additional, and Innocenti, B, additional
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- 2020
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3. Some attitudes to Julius Caesar in the Roman republic : Catullus, Cicero and Sallust
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Duxbury, L. C.
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800 ,Literature - Published
- 1988
4. Assigning Value to Peel's Regional Police’s School Resource Officer Program
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Duxbury, L. (Linda E.), Bennell, C. (Craig), Duxbury, L. (Linda E.), and Bennell, C. (Craig)
- Abstract
Police in schools In an era where the costs of policing are constantly under scrutiny from governing municipalities, the time has come for police agencies to re-evaluate the services they provide. To do this, they need to answer questions relating to the value that different activities they perform create in the communities they serve. In other words, they need to change the focus of the conversation from “what does this service cost” to “what value does this service provide.” This document summarizes key findings from a longitudinal (2014-2017), multi-method (quantitative, qualitative, and ethnographic analysis, along with a Social Return on Investment [SROI] analysis) case study undertaken to identify the value of School Resource Officers (SROs) that are employed by Peel Regional Police and work in the service’s Neighborhood Police Unit (NPU). Of note is the application of SROI techniques in this evaluation process. SROI, a methodology that emerged from the not-for-profit sector, helps researchers identify sources of value outside of those considered through traditional valuation techniques, such as cost-benefit analysis. Evaluation of Peel Police’s SRO program was motivated by a number of factors. First, the costs of this program are both easy to identify and significant (just over $9 million per year). Second, it is very challenging to identify the value that this program provides to students and the community. The challenges of quantifying the value offered by assigning full-time SROs to Canadian high schools is evidenced by the fact that such programs are rare, as police services around the world have responded to pressures to economize by removing officers from schools and either eliminating the role of the SRO or having one officer attend to many schools.
- Published
- 2018
5. THE FOURIER TRANSFORM INFRARED SPECTRAL ANALYSIS OF A PARTICLE OF CHARCOAL.
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Duxbury, L. C.
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- *
PARTICLE analysis , *CHARCOAL , *SCIENTIFIC apparatus & instruments - Published
- 2023
6. THERMOFISHER THEATRICS.
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Duxbury, L. C.
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- *
SCIENTIFIC apparatus & instruments , *MUSICAL instruments - Published
- 2023
7. Part-time work for women: does it really help balance work and family?
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Higgins C, Duxbury L, and Johnson KL
- Abstract
Results of this study suggest that the differential response of women to part-time work as opposed to a career may be a function of motivational and work-context differences, between career and non-career women. Part-time work was associated with lower work-to-family interference, better time managent ability, and greater life satisfaction for women in both career and earner-type positions. Role overload, family-to-work interference, and family time management, however, were dependent on job type with beneficial effects for earners but not for career women. Job type also played a role: Career women reported higher life satisfaction and lower depressed mood than did women in earner positions. [ABSTRACT FROM AUTHOR]
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- 2000
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8. Making sense of organizational change: Is hindsight really 20/20?
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Gover, L. (Laura), Duxbury, L. (Linda E.), Gover, L. (Laura), and Duxbury, L. (Linda E.)
- Abstract
This qualitative study explores the conceptual links between 2 different approaches to managerial cognition, sensemaking and cognitive bias, in the context of organizational change. A longitudinal case study utilizing both real-time assessments and retrospective sensemaking data from interviews with 26 hospital employees at 3 points in time was undertaken. Patterns related to individuals' retrospective accounts and real-time assessments were identified and used to construct 4 prototypical narratives. Data analysis revealed that organizational change was not a markedly negative experience for most informants, which is contrary to the prevailing theme in the literature. This and other findings are discussed in terms of sensemaking and cognitive bias. This study makes 2 contributions to our understanding of how individual's experience and make sense of organizational change over time as (a) little is known about how the process of change unfolds over time at the individual level and (b) extant research has not investigated the extent to which individuals' retrospective sensemaking about organizational change reflects or diverges from their real-time assessments over the course of the change. More broadly, the study provides insights and focused advice for management researchers regarding the use of retrospective data to understand individuals' perceptions of situations that have already occurred.
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- 2017
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9. 2013 National Study on Work-Life Experiences of Employed Caregivers
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Duxbury, L. (Linda E.), Higgins, Christopher, Duxbury, L. (Linda E.), and Higgins, Christopher
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In 2011-2012, Dr. Linda Duxbury of Carleton University’s Sprott School of Business, and Dr. Christopher Higgins, of the University of Western Ontario’s Ivey School of Business, conducted a national study of work-life balance in Canada. Just over 25,000 employed Canadians participated in the study, which focused on the work-life experiences of employed caregivers.
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- 2013
10. 2012 National Study on Balancing Work and Caregiving in Canada
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Duxbury, L. (Linda E.), Higgins, Christopher, Duxbury, L. (Linda E.), and Higgins, Christopher
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The study examined work-life experiences of 25,000 Canadians who were employed full time in 71 public, private and not-for-profit organizations across all provinces and territories between June 2011 and June 2012. Two-thirds of survey respondents had incomes of $60,000 or more a year and two-thirds were parents. Previous studies were conducted in 1991 and 2001. “It is fascinating to see what has changed over time and what hasn’t,’’ said Duxbury. Among the findings: Most Canadian employees still work a fixed nine-to-five schedule – about two-thirds. Overall, the typical employee spends 50.2 hours in work-related activities a week. Just over half of employees take work home to complete outside regular hours. The use of flexible work arrangements such as a compressed work week (15 per cent) and flexible schedules (14 per cent) is much less common. Fifty-seven per cent of those surveyed reported high levels of stress. One-third of working hours are spent using email. Employees in the survey were twice as likely to let work interfere with family as the reverse. Work-life conflict was associated with higher absenteeism and lower productivity. Succession planning, knowledge transfer and change management are likely to be a problem for many Canadian organizations. There has been little career mobility within Canadian firms over the past several years.
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- 2012
11. 2012 National Study of Work-Life Issues in Canadian Police Departments
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Duxbury, L. (Linda E.), Higgins, Christopher, Duxbury, L. (Linda E.), and Higgins, Christopher
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This report provides key findings and recommendations from a study of work-life conflict and employee well-being that involved 4500 police officers working for 25 police forces across Canada. Findings from this study should help police forces across Canada implement policies and practices that will help them thrive in a "sellers market for labour."
- Published
- 2012
12. Horse warm-up regimes at two different competitive levels of show jumping: a pilot study
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Whitaker, T C, primary, Mills, A, additional, and Duxbury, L J, additional
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- 2008
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13. The electronic briefcase and work-family conflict.
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Duxbury, L. and Mills, S.
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- 1989
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14. The individual and organizational consequences of stress, anxiety, and depression in the workplace: a case study.
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Murphy SA, Duxbury L, and Higgins C
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This study examines the business case for well-being interventions in the workplace by examining the individual and organizational outcomes of stress, anxiety, and depression. A case study of 2,507 employees from a financial services firm provided data to examine the firm-specific relations between psychological distress and outcome variables. Canonical correlation analyses found that burnout, negative productivity, life satisfaction (-), and physical health (-) were all related to stress, anxiety, and depression. More specifically, stress and depression showed the strongest positive associations with burnout and negative productivity. The results suggest that a strong business case can be made for trying to alleviate psychological problems in the workplace by focusing attention on the costs associated with burnout and reduced productivity. We argue that tailored business-case rationales are needed at the firm level in order to advance meaningful and sustained intervention strategies. [ABSTRACT FROM AUTHOR]
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- 2006
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15. The electronic briefcase and work-family conflict
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Duxbury, L., primary and Mills, S., additional
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- 1989
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16. The use of portable offices: an exploratory analysis
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Duxbury, L., primary, Corbett, N., additional, and Kersten, G., additional
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17. The use of portable offices: an exploratory analysis.
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Duxbury, L., Corbett, N., and Kersten, G.
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- 1995
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18. Impact of Care-Recipient Health Conditions on Employed Caregiver Well-Being: Measure Development and Validation.
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Duxbury L, Ding R, Stevenson M, and Sadavoy J
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Purpose: The research was designed to help our understanding of the relationship between care-recipient health and caregiver well-being. Design: To achieve this goal, we followed the measurement development steps outlined by Hinkin. We began by identifying 18 care-recipient health conditions that encapsulated the breath of caregiver duties pertaining to specific recipient health conditions. Methods: Using a sample of n = 1696 employed caregivers, we then developed and empirically validated a research instrument that allows researchers and practitioners to (1) identify whether the caregiver was providing care to an individual who suffered from one or more of 18 health conditions and (2) quantify the demands imposed on the caregiver of caring for someone with this health issue. Results: Factor analysis identified four different constructs each of which measures the demands placed on the caregiver of caring for someone suffering from several closely related health conditions: problems with daily functioning, mental health problems, cardiovascular problems, and cancer/immune system issues., Competing Interests: Declaration of Conflicting InterestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.
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- 2024
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19. Something's Gotta Give: The Relationship Between Time in Eldercare, Time in Childcare, and Employee Wellbeing.
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Duxbury L, Halinski M, and Stevenson M
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- Child, Humans, Child Care
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While existing research indicates that "sandwiched" employees (those with both childcare and eldercare demands) have lower wellbeing than employees with only eldercare demands, there is little understanding how childcare and eldercare demands interact to create those differences. Drawing on two studies, we hypothesize childcare demands amplify the negative impact of eldercare demands on wellbeing. Study 1 operationalizes childcare as a dichotomous variable (i.e., has childcare or not), and examines the relationship between hours per week in eldercare and wellbeing for two groups of employees: those with eldercare and those in the sandwich generation. Study 2, which operationalizes childcare as a continuous variable (i.e., hours in childcare per week), explores how time in childcare moderates the relationship between time in eldercare and wellbeing. Findings show time in eldercare is negatively associated with wellbeing, and the impact of childcare on the relationship between time in eldercare and wellbeing is dependent on how one operationalizes wellbeing and childcare constructs.
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- 2022
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20. The impact on employees of providing informal caregiving for someone with dementia.
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Sadavoy J, Sajedinejad S, Duxbury L, and Chiu M
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- Aged, Canada, Humans, Self Efficacy, Workplace, Caregivers, Dementia
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Objective: To determine if employees who are concurrently providing informal caregiving for a person with dementia (DCG) experience greater challenges than employees providing informal caregiving to older adults without dementia (ND CG)., Method: From a sample of employee respondents to a national Canadian survey three groups were studied: ND CG, and two subgroups of DCGs defined by the level of demand posed by the care recipient (CR) - low dementia demand (LDD) and moderate/high dementia demand (HDD). The dependent variables were CGs' job profile, health/well-being, nature of caregiving and work-caregiving balance and CRs' health demands. We used general linear models for analysis., Results: 1839 employee respondents were informal caregivers for an older adult, of whom 666 were DCGs. HDD CGs ( n = 363) had significantly greater role demands and challenges on measures of perceived stress, depressed mood, burden, self-efficacy, mastery, control, absenteeism, job-caregiving conflict and role overload than LDD ( n = 303) and ND CGs ( n = 1173). LDD and ND CGs did not differ on these measures., Conclusion: Employees concurrently caring informally for persons with dementia who pose moderate to high care demands experience significantly more difficulties than employees providing LDD or ND informal care for an older adult. These results may guide employers and clinicians in identifying and responding to CG employees who need enhanced support both in the workplace and the community to maintain their work productivity.
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- 2022
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21. A Canadian national survey of informal employed caregivers of older adults with and without dementia: Work and employee outcomes.
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Sadavoy J, Sajedinejad S, Duxbury L, and Chiu M
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- Aged, Canada, Cross-Sectional Studies, Employment, Humans, Caregivers, Dementia
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Background: The majority of family caregivers (CG) caring for older adults, many of whom have dementia, are employees concurrently contending with the work demands and the stress and conflicts of caregiving. Both employers and CG employees are challenged by the need to address this problem., Method: A cross-sectional Canadian survey was distributed nationally to working informal CGs of older adults in 2015 to 2016. It was designed to investigate the relative predictive roles of caregiving variables, job demands, balancing work and caregiving variables, and work-related factors on work and employee outcomes. Our sample was comprised of employees ( N = 1,839) who were concurrently providing informal care for an older adult with specific attention to those caring for care recipients (CR) with dementia. We employed hierarchical and ordinal multiple regression to examine CG and caregiving characteristics, family and job demands, and balancing job-caregiving variables as predictors of work-related outcomes including work engagement, employment/employee changes index, absenteeism, and intent-to-turnover., Results: After controlling for CGs' age, sex, and family financial situation, we found dementia demands, job-caregiving conflict, effective manager, and organizational culture were significant predictors of five out of six work and employee outcomes. Role overload was significantly associated with four outcomes., Conclusion: To our knowledge, this is the first study of this size to explore the association of these predictive variables with work-related outcomes and to refine the understanding of the profile of employed CGs of older adults with dementia. Sustaining working CGs of older adults may require new 'talent management' approaches rather than simply increasing the number of benefits.
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- 2022
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22. Overloaded and stressed: A case study of women working in the health care sector.
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Stevenson M and Duxbury L
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- Adult, Female, Humans, Interviews as Topic, Middle Aged, Qualitative Research, Health Care Sector, Stress, Psychological, Women, Working psychology, Workload
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Although role overload has been shown to be prevalent and consequential, there has been little attempt to develop the associated theory. The fact that the consequences of role overload can be positive or negative implies that the relationship between role overload and perceived stress depends partly on the environment within which role overload is experienced (i.e., the perceived situation) and how the situation is evaluated (i.e., appraised). Guided by cognitive appraisal theory, this study applies qualitative methodology to identify the situation properties that contribute to variable stress reactions to role overload. In this in-depth examination, overloaded female hospital workers were asked to describe what makes role overload situations potentially stressful, to gain an insight into how role overload is appraised. A taxonomy listing 12 role overload situation properties was developed from the findings, providing the first known classification of the situation properties of role overload that can create the potential for stress. The results also reveal clues as to why some people suffer more stress during role overload than others, increase our understanding of the relationship between role overload and perceived stress, and provide a useful tool for examining the environment of role overload. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
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- 2019
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23. Attitudes towards unions through a generational cohort lens.
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Smith CG and Duxbury L
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- Adult, Age Factors, Aged, Cohort Studies, Female, Humans, Male, Middle Aged, Young Adult, Attitude, Labor Unions
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Studying a large American union, we report on findings from two studies investigating perceptions of and attitudes towards unions through a generational cohort lens. Study one explores the link between generational cohort and members' perceptions of unions, employing qualitative analysis of 100 interviews: 30 Millennials, 35 Gen X, and 35 Baby Boomers. Analysis determined that union members focus on either ideological or instrumental explanations to support perceptions that their generation was either pro-union or anti-union. Themes identified in study one were further explored in a quantitative study which involved statistical analysis of survey data (n = 4717) to identify possible differences in pro and anti-union attitudes across three generational cohorts: baby boomer (n = 2857), Gen X (n = 1256), and millennials (n = 304). Data from both studies support the idea that pro-union perceptions and attitudes are more prevalent among those in the baby boomer cohort than Gen Xers, and millennials.
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- 2019
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24. When more is less: An examination of the relationship between hours in telework and role overload.
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Duxbury L and Halinski M
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- Adult, Canada, Family Relations, Female, Humans, Male, Middle Aged, Professional-Family Relations, Risk Assessment, Role, Sampling Studies, Time Factors, Workplace organization & administration, Burnout, Professional, Employment organization & administration, Occupational Health, Telecommunications organization & administration, Work Schedule Tolerance psychology
- Abstract
Background: Proponents of telework arrangements assert that those who telework have more control over their work and family domains than their counterparts who are not permitted to work from home., Objective: Using Karasek's theory we hypothesized that the relationship between demands (hours in work per week; hours in childcare per week) and strain (work role overload; family role overload) would be moderated by the number of hours the employee spent per week teleworking (control)., Methods: To determine how the number of telework hours relates to work role overload and family role overload, we follow the test for moderation and mediation using hierarchical multiple regression analysis as outlined by Frazier et al. [50] We used survey data collected from 1,806 male and female professional employees who spent at least one hour per week working from home during regular hours (i.e. teleworking)., Results: As hypothesized, the number of hours in telework per week negatively moderated the relation between work demands (total hours in paid employment per week) and work strain (work role overload). Contrary to our hypothesis, the number of hours in telework per week only partially mediated the relation between family demands (hours a week in childcare) and family role overload (strain)., Conclusions: The findings from this study support the idea that the control offered by telework is domain specific (helps employees meet demands at work but not at home).
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- 2014
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25. The relationship between work arrangements and work-family conflict.
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Higgins C, Duxbury L, and Julien M
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- Adult, Canada, Cohort Studies, Conflict, Psychological, Cross-Sectional Studies, Family Conflict, Family Relations, Female, Humans, Male, Middle Aged, Multivariate Analysis, Needs Assessment, Role, Employment psychology, Professional-Family Relations, Quality of Life, Stress, Psychological, Work Schedule Tolerance psychology
- Abstract
Background: A review of the literature determined that our understanding of the efficacy of flexible work arrangements (FWA) in reducing work-family conflict remains inconclusive., Objective: To shed light on this issue by examining the relationship between work-to-family conflict, in which work interferes with family (WFC), family-to-work conflict, in which family interferes with work (FWC), and four work arrangements: the traditional 9-5 schedule, compressed work weeks (CWWs) flextime, and telework., Methods: Hypotheses were tested on a sample of 16,145 employees with dependent care responsibilities. MANCOVA analysis was used with work arrangement as the independent variable and work interferes with family (WFC) and family interferes with work (FWC) as dependent variables. Work demands, non-work demands, income, job type and gender were entered into the analysis as covariates., Results: The more flexible work arrangements such as flextime and telework were associated with higher levels of WFC than were fixed 9-to 5 and CWW schedules. Employees who teleworked reported higher FWC than their counterparts working a traditional 9-to-5 schedule particularly when work demands were high., Conclusions: The removal of both temporal and physical boundaries separating work and family domains results in higher levels of work-family interference in both directions. The results from this study suggest that policy makers and practitioners who are interested in improving employee well-being can reduce work-family conflict, and by extension improve employee mental health, by focusing on the effective use of traditional and CWW schedules rather than by implementing flextime and telework arrangements.
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- 2014
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26. "What you see depends on where you stand" exploring the relationship between leadership behavior and job type in health care.
- Author
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Gover L and Duxbury L
- Subjects
- Female, Hospital Bed Capacity, under 100, Humans, Interviews as Topic, Job Satisfaction, Male, Personnel, Hospital, Behavior, Hospital Administration methods, Hospitals, Rural organization & administration, Leadership, Perception
- Abstract
Purpose: This chapter seeks to increase our understanding of health care employees' perceptions of effective and ineffective leadership behavior within their organization., Design/methodology/approach: Interviews were conducted with 59 employees working in a diversity of positions within the case study hospital. Interviewees were asked to cite behaviors of both an effective and an ineffective leader in their organization. They were also asked to clarify whether their example described the behavior of a formal or informal leader. Grounded theory data analysis techniques were used and findings were interpreting using existing leadership behavior theories., Findings: (1) There was a consistent link between effective leadership and relationally oriented behaviors. (2) Employees identified both formal and informal leadership within their hospital. (3) There were both similarities and differences with respect to the types of behaviors attributed to informal versus formal leaders. (4) Informants cited a number of leadership behaviors not yet accounted for in the leadership behavior literature (e.g., 'hands on', 'professional', 'knows organization'). (5) Ineffective leadership behavior is not simply the opposite of effective leadership., Research Implications: Findings support the following ideas: (1) there may be a relationship between the type of job held by employees in health care organizations and their perceptions of leader behavior, and (2) leadership behavior theories are not yet comprehensive enough to account for the varieties of leadership behavior in a health care organization. This study is limited by the fact that it focused on only those leadership theories that considered leader behavior., Practical Implications: There are two practical implications for health care organizations. (1) leaders should recognize that the type of behavior an employee prefers from a leader may vary by follower job group (e.g., nurses may prefer relational behavior more than managerial staff do), and (2) organizations could improve leader development programs and evaluation tools by identifying ineffective leadership behaviors that they want to see reduced within their workplace., Social Implications: Health care organizations could use these findings to identify informal leaders in their organization and invest in training and development for them in hopes that these individuals will have positive direct or indirect impacts on patient, staff, and organizational outcomes through their informal leadership role., Value/originality: This study contributes to research and practice on leadership behavior in health care organizations by explicitly considering effective and ineffective leader behavior preferences across multiple job types in a health care organization. Such a study has not previously been done despite the multi-professional nature of health care organizations.
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- 2013
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27. Elder care and the impact of caregiver strain on the health of employed caregivers.
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Duxbury L, Higgins C, and Smart R
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- Adult, Aged, Canada, Female, Humans, Male, Middle Aged, Personal Satisfaction, Regression Analysis, Caregivers psychology, Employment, Geriatric Nursing, Health Status, Stress, Psychological
- Abstract
Objective: As the baby-boom generation moves towards middle age, and their parents toward old age, the number of employees who combine care for an elderly dependant and work will increase in number. These employees are "at risk" of experiencing caregiver strain. This paper advances our understanding of these trends by examining the relationship between caregiver strain and the health of employed caregivers., Participants: Our study involved the analysis of data from the 2001 Canadian National Work, Family and Lifestyle Study (N= 31,517)., Methods: MANOVA was used to determine the relationship between caregiver strain and three situational factors: (1) gender; (2) where the care recipient lives compared to the caregiver; and, (3) family type. Regression was used to determine the relationship between caregiver strain and mental health., Results: We found that caregiver strain depends on gender, family type and location of care. Emotional strain was a significant predictor of mental health., Conclusions: These findings support the need for organizations to expand their thinking around work-life balance to include employees who have eldercare responsibilities.
- Published
- 2011
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28. An empirical assessment of generational differences in basic human values.
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Lyons ST, Duxbury L, and Higgins C
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- Adolescent, Aged, Cohort Effect, Female, Humans, Male, Middle Aged, Transference, Psychology, Empirical Research, Employment statistics & numerical data, Intergenerational Relations, Interpersonal Relations, Social Values
- Abstract
This study assessed generational differences in human values as measured by the Schwartz Value Survey. It was proposed that the two most recent generations, Millennials and Generation Xers, would value Self-enhancement and Openness to Change more than the two older generations, Baby Boomers and Matures, while the two older generations would value Self-transcendence and Conservation more. The hypotheses were tested with a combined sample of Canadian knowledge workers and undergraduate business students (N = 1,194). Two hypotheses were largely supported, although an unexpectedly large difference was observed between Millennials and Generation Xers with respect to Openness to Change and Self-enhancement. The findings suggest that generation is a useful variable in examining differences in social values.
- Published
- 2007
- Full Text
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