How Human Resources Index, Relational Justice, and Perceived Productivity Change after Reorganization at a Hospital in Sweden That Uses a Structured Support Model for Systematic Work Environment Management.

Erebouni Arakelian,Magnus Svartengren,Fredrik Molin,Sofia Paulsson

doi:10.3390/ijerph182111611

Abstract

To facilitate systematic work environment management, which should be a natural part of business development, a structured support model was developed. The Stamina model has previously been used in Swedish municipalities, showing positive results. The aim was to study how the Human Resources Index (HRI), relational justice, short-term recovery and perceived productivity changed in a recently reorganised perioperative setting in a hospital in Sweden that uses a structured support model for systematic work environment management. A longitudinal design that took measurements at four time points was used in a sample of 500 employees in a perioperative hospital department. The results for the overall sample indicated a positive trend in the HRI (Mt1 = 48.5, SDt1 = 22.5; Mt3 = 56.7, SDt1 = 21.2; p < 0.001). Perceived health-related production loss (Mdt1 = 2, IQR = 3; Mdt3 = 0, IQR = 3; p < 0.001) and perceived work environment-related production loss (Mdt1 = 2, IQR = 3; Mdt3 = 0, IQR = 4; p < 0.001) showed major improvements. Short-term recovery showed a minor improvement (Mt1 = 2.61, SDt1 = 1.33; Mt3 = 2.65, SDt3 = 1.22; p = 0.872). In conclusion, the implementation of the Stamina model, of which the HRI constitutes an important part, seems to be a helpful tool to follow-up on work environment processes, and minimise production losses due to health and work environment-related issues.

Highlights

The work environment refers to biological, medical, physiological, psychological, social and technical factors that affect the individual in the work situation or in the workplace environment
Results from a recent study on Swedish municipalities using the Stamina model as their support model for approximately 6400 employees showed a positive association between the Human Resources Index (HRI) and relational justice, a positive association between HRI and short-term recovery, a negative association between HRI and work environment-related production loss, and a negative association between HRI and healthrelated production loss [35]
The authors indicated that monitoring changes in HRI as feedback of the process is a possible way to determine production loss, perceived leadership and short-term recovery in a work group

Summary

Introduction

The work environment refers to biological, medical, physiological, psychological, social and technical factors that affect the individual in the work situation or in the workplace environment. Work places that are developed may focus more on improving conditions, rather than avoidance of risks only. According to Swedish legislation, employers are obligated to work systematically on environment issues in the workplace, including both physical and psychosocial aspects (AFS 2001:1) [1,2]. This means that employers are obligated to assess risks and take actions to improve the work environment and follow-up the cycle annually. Regarding the organisational and social work environment, factors such as job demand, job control, and perceived fairness in the organisation have proven important, and these are partly mediated by sleep quality and short-term recovery [6,7]. Studies suggest that first-line managers play an important role in supporting their employees, which improves well-being [12], job satisfaction [13] and the employees’ engagement at work [1,14]

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