Healthy Workplace Culture Research Articles

Knowing your worth

Clementine Rees Brown speaks with practice owner Polly Bhambra about her approach to recruitment and how she promotes a healthy workplace culture.

Understanding and Addressing the Well-Being of School Counselors

Diminished self-care practices and heightened stress of school counselors are continuing problems in education. With role ambiguity, high student-to-counselor ratios, emotional exhaustion, and other factors adding pressure to the roles and responsibilities of school counselors, this study investigated the well-being practiced of Missouri school counselors and the internal and external factors which influence them. Findings demonstrate several ways in which school counselors fail to meet basic well-being benchmarks, examples of positive school principal supports, and systemic counselor role ambiguity, mission creep, and high caseloads that contribute to stress and burnout. These results indicate three levels of decision-making that are paramount to school counselors achieving and sustaining healthy well-being practices—the individual counselor's role in self-care and professional advocacy; the school leader's approach to defining the counselor's role and promoting a healthy workplace culture; and the ways in which policymakers affect systemic change.

Impact of the SARS-CoV-2 pandemic on pediatric subspecialists' well-being and perception of workplace value.

To explore pediatric subspecialist distress and well-being during the pandemic, with a particular focus on relationships between compassion fatigue (CF), burnout (BO), and compassion satisfaction (CS), and physicians' perception of "feeling valued" by their institution. The Compassion Fatigue and Satisfaction Self-Test and a questionnaire of personal/professional characteristics were distributed electronically to pediatric subspecialists. Content analysis was performed for responses to the question "How has your institution made you feel valued?" During the 16-month study period, CF and BO scores significantly increased, and CS scores decreased over time. By Epoch 3, 52% of respondents did not feel valued by their employing institution. When controlling for the effect of time, CF and BO scores remained higher, and CS scores lower, in participants who did not feel valued by their institution. Themes from the content analysis of "value" included expressions of gratitude, perks vs. penalties, safety, and leadership. The same overture from leadership provoked disparate responses in recipients, seemingly over the sincerity behind the offering, which may reflect underlying workplace culture. Increasingly, pediatric subspecialists are not feeling valued for their work. Institutional leadership must prioritize healthy workplace culture, and re-think emotional and mental health support within the health system. A total of 52% of our study population did not "feel valued" by their employing institution by late 2021, which is cause for concern. This is the first longitudinal analysis of distress and well-being in a national cohort of pediatric subspecialists during the COVID-19 pandemic. The same overture or messaging from leadership sparked disparate responses in recipients, seemingly over the sincerity behind the offering, which relates to the underlying workplace culture of the department or institution. Institutional leadership must prioritize a healthy workplace culture, and re-think and re-invent emotional and mental health support within the health system.

The Impact of Talent Management Strategies on Employee Retention

In today's fiercely competitive business world, firms must prioritize employee retention. Strategies for talent management have drawn a lot of attention as successful solutions to this problem. This article offers a succinct summary of how talent management techniques affect employee retention. In-depth recruitment and selection procedures, employee training and development programs, methods for tracking performance and providing feedback, competitive pay and benefits, and promoting a healthy workplace culture are just a few of the strategies covered in the article. The results highlight how crucial these tactics are for improving employee retention rates, which in turn boosts output, lowers turnover expenses, and fosters a more engaged and devoted workforce. The purpose of this paper is to provide some effective personnel management techniques into practice so that organizations may establish a welcoming and rewarding atmosphere that encourages staff to stick around and contribute to the long-term success of the company.

Evaluation index for a healthy workplace culture in health and productivity management

This study aimed to establish a healthy workplace culture, rather than simply enhancing the content of intervention programs, aimed toward reducing health risks and maintaining and increasing productivity. Previous studies have found that the higher the awareness of employees' subjective evaluation of support for their health, the smaller is the health risk and problem of presenteeism. In health and productivity management, it is necessary to make evaluations from the employees' perspective. This study created an index of healthy workplace culture from the employees' perspective and examined its usefulness as an evaluation index for health and productivity management. A questionnaire survey was conducted using 20 indicators derived from a literature review of the workplace culture of health. The survey was conducted among 50 organizations that were certified as excellent healthcare corporations in 2019. A questionnaire was distributed to 886 employees in 25 cooperating organizations, and responses were received from 435 employees. The analysis was performed among employees at 43 large and 263 small and medium-sized organizations, and 123 organizations with unknown certification status. Comparison by size showed that the following were significantly better in large organizations: policy on maintaining and promoting health, procedures for handling health issues, program and support for returning to work after a long absence, program and support for improving mental health, and places to consult with employees about health and safety issues. However, the following were significantly better in small and medium-sized organizations: feedback on health issues from supervisors to employees and provision of useful information about health promotion. Organizations with unknown certification status showed significantly worse results for all items. It was evident with all indicators that a strong workplace culture of health resulted in reduced health risks and diminished presenteeism. The validity of the index developed in this study demands future verification. However, the index allows the degree of the workplace culture of health to be assessed and may be beneficial in health and productivity management for evaluation from the employees' perspective.

A detailed study on employee job satisfaction

Because of the environment's dynamic character, companies nowadays face a number of difficulties. The ability of a company to keep up with the always changing and growing environment, achieve success, and stay competitive is one of the numerous obstacles it faces. The company must meet the demands of its workers by providing comfortable working circumstances if it wants to promote efficiency, effectiveness, productivity, and employee loyalty. The goal of this essay is to examine how workplace conditions affect workers' job happiness. A quantitative technique was used in the investigation. A self-administered survey questionnaire was used to gather the data. The questionnaire was taken from an earlier, verified evaluation. Educational institutions, the financial industry, and businesses located in Tamil Nadu make up the target population. 80 workers' data are gathered using simple random sampling. The findings show a link between a healthy workplace culture and job happiness. The report ends with a few quick recommendations for how firms may maximise job happiness by understanding the value of a positive work environment. By motivating individuals to contribute more to their employment and by assisting them in their personal growth, this article may be of social value. As a result, it is critical for a business to inspire its workforce to put in long hours in order to realise its goals and objectives.

Stress Management Practices Among Clinical Instructors in University of Bohol

Stress has an indeterminate response as a normal reaction to stressful events, to both external and internal body components, indicating both positive and negative reactions. Both positive and negative events can impact how people live their lives and how they manage stress emotionally, socially, and spiritually. Clinical teachers face a variety of stresses, particularly when the academe transitions to a new normal. This study aims to determine the stress management practices among clinical instructors at the University of Bohol. This research utilized a descriptive quantitative method. It included all 19 regular and contractual clinical instructors from the college of nursing of the University of Bohol. A self-constructed questionnaire was used to conduct the online survey, utilizing the google form for the respondents' responses. The questionnaire was of two parts; demographic profile and stress management practices categorized as spiritual, emotional, and social. The questionnaire was validated through pilot testing using Cronbach’s Alpha test to assess its reliability and obtained a more than accepted reliability result of 0.70. The study's findings indicated that clinical instructors are more inclined to spiritual activities such as talking to God and going to church as the best way to manage stress. It also showed that doing diversional activities and getting along with friends contribute to managing stress. The finding also revealed that the demographic profile does not influence the level of stress management practices. The study further concluded that clinical instructors utilize stress management practices and found it useful to maintain a strong, healthy workplace culture conducive to creativity and productivity.

The Influence of Organizational Culture on Employee Retention: A Case of Google

Google’s organizational culture is one of the main reasons it has cemented its place as the biggest player in the current age of information technology, rapid digital growth, and in the fourth Industrial Revolution which includes the Internet of Things (IoT), virtual reality (VR) and artificial intelligence (AI). This paper investigates how a healthy workplace culture cultivates the best and retains the best and talented employees in the field. How the mission, core values, and flexibility resonate with the employees in building the culture. The paper presents the influence of organizational culture on employee retention in Google. The paper analyzes the pros and cons of such a culture and its impact on the company. The paper concludes with implication and recommendation to the companies and business leaders around the world.

Impact Of Workplace Ethics On Job Satisfaction And Job Commitment Of Self Financing College Professors - A Study With Special Reference To Thoothukudi District

Ethics is a moral philosophy concerned with the study of what is good and what is bad. The ethical culture prevailing in the organization leads to the emergence of new humanity of responsible leaders driven by values, virtues and wisdom which transform the working environment amicable. Healthy workplace culture motivates the employees to function beyond organizational expectations. Employees are motivated and their performance improves as they work under good culture. A strong employee culture has a positive impact on employee behavior and performance. The concept of ethics is of critical importance to all the professions that serve society. It plays an important role in a teacher’s personal and professional life. Identifying the ethical climate would provide the college with the evidence to support the need to make improving their colleges. The professional ethics, the values and virtues practiced in colleges heavily influence the future leaders. Given this background, an attempt was made to carry out the research on the title “Impact of Workplace Ethics on Job Satisfaction and Job Commitment of Self Financing College Professors”. The researcher has collected data from both primary and secondary sources. The primary data were collected directly from the respondents through questionnaire. The secondary data were collected from books, journals and websites. 20 professors from six self financing Arts and Science Colleges were selected at random. Hence 120 was the sample size. To analyse the data ‘t’ test, Weighted arithmetic mean score and Karl Pearson’s Co-efficient of Correlation were applied.

PP124 Health Technology Assessment And Feedback For Healthy Workplace Culture In Malaria Care In Low And Middle Income Countries

Introduction:Malaria is a leading cause of mortality and morbidity in children under five in low and middle income countries (LMICs). Management of malaria in children under five years of age is challenging. One challenge faced by clinical practice in LMICs is lack of evidence to guide practice. This challenge is further compounded by different training backgrounds of team members. In the management of malaria in Cameroon, conflicts usually arise between clinicians, lab technicians and pharmacists resulting in over diagnosis and treatment of malaria. The patient's view is usually not considered. This leads to over diagnosis and over prescriptions for malaria in children under five years of age.Methods:We used the Joanna Briggs Institute (JBI) approach of getting research into practice to organize stakeholder meetings, assess existing evidence in malaria care, develop evidence criteria for management based on levels of evidence, assess the gamut of care for malaria, provide feedback to clinicians and re-assess practice. We used the JBI practical application of clinical evidence system (PACES) and getting research into practice (GRiP) evidence implementation tools in the process to facilitate teamwork, collaboration on evidence and provide feedback.Results:A collaborative approach to assessments and feedback including all healthcare stakeholders significantly improved workplace culture of evidence-based care and staff-to-staff relationships as well as staff-to-patient relationships. Over a period of twelve months, we reported eighty-four percent fewer conflicts between staff and ninety-eight percent fewer conflicts between staff and patients. For malaria management, overall criteria showed a thirty-one percent improvement in compliance with best practice recommendations with evidence levels of Grade 1.Conclusions:The project demonstrated that local leadership and evidence-based care can significantly improve practice in resource limited settings.

Cultural Governance and Sustainable Development

A healthy workplace culture is necessary for organizations if we are to reap fully the benefits of advancement in technology, finance, and infrastructure. In absence of the values and beliefs which guide the behaviour of people in organizations for a harmonious and coordinated work, the development initiatives may not be sustained. On the one hand, human race has achieved significant advancement of information technology, communications and other physical infrastructure, on the other hand our employed youth is experiencing an increased interpersonal conflict, perceived injustice and stress across different organizational settings which results in lack of motivation and the underutilization of talent. Since majority developmental work is achieved through organizations, and organizations are a group of people who come together for a common purpose; the culture of these organizations shapes and governs the quality and output of human interactions which result in organizational outputs. This paper suggests cultural governance as a model for effectiveness of organizations for sustainable development.

The influence of workplace culture on nurses' learning experiences: a systematic review of qualitative evidence.

A healthy workplace culture enables nurses to experience valuable learning in the workplace. Learning in the workplace enables the provision of evidence-based and continuously improving safe patient care, which is central to achieving good patient outcomes. Therefore, nurses need to learn within a workplace that supports the implementation of evidence-based, professional practice and enables the best patient outcomes; the influence of workplace culture may play a role in this. The purpose of this review was to critically appraise and synthesize the best available qualitative evidence to understand both the nurses' learning experiences within the workplace and the factors within the workplace culture that influence those learning experiences. Registered and enrolled nurses regulated by a nursing and midwifery board and/or recognized health practitioner regulation agency (or their international equivalent). This review considered studies that described two phenomena of interest: the nurses' learning experience, either within an acute healthcare workplace or a workplace-related learning environment and the influence of workplace culture on the nurses' learning experience (within the workplace or workplace-related learning environment). This review considered studies that included nurses working in an acute healthcare organization within a Western culture. This review considered studies that focused on qualitative evidence and included the following research designs: phenomenological, grounded theory and critical theory. Published and unpublished studies in English from 1980 to 2013 were identified using a three-step search strategy, searching various databases, and included hand searching of the reference lists within articles selected for appraisal. For studies meeting the inclusion criteria, methodological quality was assessed using a standardized checklist from the Joanna Briggs Institute Qualitative Assessment and Review Instrument (JBI-QARI). Qualitative data were extracted from articles included in the review using the standardized data extraction tool from the JBI-QARI. Qualitative research findings were pooled using the Joanna Briggs Institute Qualitative Appraisal and Review Instrument (JBI-QARI). This involved the aggregation and synthesis of findings to generate a set of categories, which were then subjected to a meta-synthesis to produce a single comprehensive set of synthesized findings that could be used as a basis for evidence-based practice. Fourteen articles were identified following appraisal and a total of 105 findings (85 unequivocal and 20 credible) were extracted from included studies and grouped into eight categories based on similarity of meaning. Subsequently, categories were grouped into two synthesized findings. The two synthesized findings were as follows: ORGANIZATIONAL INFLUENCES: Enabling nurses to demonstrate accountability for their own learning, along with clear organizational systems that provide resources, time, adequate staffing and support, demonstrates encouragement for and the value of nurses' learning and education. Nurses value their peers, expert nurses, preceptors, mentors and educators facilitating and encouraging their learning and professional development. An optimal workplace culture is central for nurses to experience valuable and relevant learning in the workplace. To emphasize the importance of nurses' learning in the workplace, working and learning is understood as an integrated experience. Consequently, a dual system that enables nurses to demonstrate accountability for their own learning, along with clear organizational and educational systems, is required to demonstrate the value in nurses' learning and education.

Does elderberry benefit intercontinental air travellers?

Discussion: Junior doctors face enormous stress and are often reluctant to seek help. Some key stressors to which junior doctors are exposed, including medical error and negative workplace culture will be explored. Barriers to junior doctors ensuring the priority of their own wellness will be examined. The importance of ‘healthy’ specialty training programs and ‘healthy’ workplace for our junior clinicians will be critically discussed. Conclusion: Evidence suggests that Specialty Colleges, hospitals, medical schools and all clinical workplaces need to examine their processes to ensure struggling clinicians are identified and are helped to access self care. Furthermore, junior doctors need to be able to find joy and meaning in their work. Efforts are needed to proactively instil in trainees the importance of their own self care. The curriculum of Specialty Colleges and hospital education programs should include wellness and healthy workplace culture.

The Unfunded Worksite Wellness Program

The Texas Medical Center Library in Houston, Texas, established a worksite wellness program using strategies from the National Network of Libraries of Medicine, South Central Region’s training course on cultivating workplace wellness. A committee guides the program with support from library leadership. Space in the building is designated as a wellness room and furnished with donated equipment. Pay-as-you-go massage therapy and yoga classes are offered on site. Donations and fundraising initiatives provide support for low-cost initiatives. The worksite wellness program was implemented without any institutional funding and contributes to the creation of a healthy workplace culture.

남성근로자의 음주동기, 음주거절 효능감, 직무 스트레스가 문제음주에 미치는 영향

【Purpose: The purpose of this study was to examine relationships between drinking motivation, drinking refusal self-efficacy, job stress and problem drinking, and identify contributing factors on employees' problem drinking. Methods: A total of 191 employees recruited from two worksites. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient, and multiple regression. Results: A 65.5% of employees has shown as hazardous drinking. Employees' problem drinking was significantly influenced by coping motives as a sub-factors of drinking motives ( ${\beta}$ =.25) and .25) and social pressure as a sub-factors of drinking refusal self-efficacy( ${\beta}$ =-.57), e -.57), explained 51.2% of the total variance. Conclusion: Considering the results of this study, healthy workplace culture for preventing employees' problem drinking should be builded. In addition, alcohol education program and effective employee assistance program need to be developed.】

Creating a Healthy Workplace Culture Using an Appreciative Inquiry 4-D Cycle

This study describes the second year of an ongoing partnership between an urban drug court (UDC) and a research university with very high research activity. The purpose of the second year of our study was to engage an appreciative inquiry (AI) Learning Team in all stages of the AI 4-D Cycle to discover the positive core of their work history and work relationships to create a healthy UDC workplace culture. Nine purposively selected participants were engaged in all four stages of the AI 4-D Cycle. There were four findings. Participants (a) developed a strong sense of personal and collective empowerment; (b) created a compelling vision for healthy workplace culture; (c) created a blueprint to achieve their vision of a healthy workplace culture; and (d) generated important action steps to implement a healthy workplace culture. The application to practice of using an AI 4-D Cycle provides managers in both private and public organizations with strategies to create healthy workplace cultures.

How Appreciative Inquiry Can Help Managers Gain Trust

Energizing and enabling deep change in organizations are often necessary and always challenging. In “Creating a Healthy Workplace Culture Using an Appreciative Inquiry 4-D Cycle,” Raymond Calabrese...

Strengthening communication to overcome lateral violence

This quality improvement project aims to reduce nurse-to-nurse lateral violence and create a more respectful workplace culture through a series of workshops. Lateral violence is common and pervasive in nursing, with detrimental physical, psychological and organizational consequences. This project describes the organization-wide pre- and post-intervention survey of registered nurses' perception of lateral violence and turnover. After the workshop series, nurses who reported experiencing verbal abuse fell from 90 to 76%. A greater percentage of nurses perceived a workplace that was respectful to others and in which it was safe to express opinions. After the workshop series, a greater percentage of nurses felt determined to solve the problem after an incident of lateral violence, while a smaller percentage felt powerless. Nursing turnover and vacancy rates dropped. Educational workshops that enhanced awareness of lateral violence and improved assertive communication resulted in a better working environment, reduction in turnover and vacancy rates, and reduced incidence of lateral violence. Nurse managers must raise awareness of lateral violence with individual and organizational consequences. Nursing leadership can effect organizational change to lesson lateral violence and enhance a healthy workplace culture by replicating our intervention or components of our workshops.

Vaccination of Health Care Workers for Influenza: Promote Safety Culture, Not Coercion

In British Columbia (BC), Canada, all health care facilities must have a written staff policy on influenza immunization that includes notice that non-immunized staff can be excluded from work without pay during an influenza outbreak in the facility. In light of this policy, our objectives were to explore the views of BC health care workers (HCWs) regarding how best to promote vaccine uptake. Long-term care, and acute and community health sites in three of six health regions were divided into thirds, according to their previous season’s vaccine uptake rates, and the upper and lower thirds targeted. Ten focus groups were held. NVivo software (QSR International) and a separate editing style were used for analysis. Four dominant themes emerged: knowledge, communication, perceived punitive nature of workplace policy, and safety climate. HCWs across all focus groups noted that influenza campaign communications should include reinforcement of basic infection control, workplace health and healthy lifestyle choices that affect overall health. HCWs indicated that they wanted a workplace policy that is easy to understand, respectful of individual choice and not punitive. Our findings highlight the importance of comprehensive approaches, a message that has not appeared as strongly in previous literature. Focus group participants pointed out the importance of health and safety at work generally and felt that creating a healthy workplace culture is necessary to promoting vaccine uptake. Future vaccine promotion initiatives should be integrated into facility-wide workplace health campaigns and care taken to ensure that vaccination campaigns do not appear coercive to HCWs.

Vaccination of health care workers for influenza: promote safety culture, not coercion.

In British Columbia (BC), Canada, all health care facilities must have a written staff policy on influenza immunization that includes notice that non-immunized staff can be excluded from work without pay during an influenza outbreak in the facility. In light of this policy, our objectives were to explore the views of BC health care workers (HCWs) regarding how best to promote vaccine uptake. Long-term care, and acute and community health sites in three of six health regions were divided into thirds, according to their previous season's vaccine uptake rates, and the upper and lower thirds targeted. Ten focus groups were held. NVivo software (QSR International) and a separate editing style were used for analysis. Four dominant themes emerged: knowledge, communication, perceived punitive nature of workplace policy, and safety climate. HCWs across all focus groups noted that influenza campaign communications should include reinforcement of basic infection control, workplace health and healthy lifestyle choices that affect overall health. HCWs indicated that they wanted a workplace policy that is easy to understand, respectful of individual choice and not punitive. Our findings highlight the importance of comprehensive approaches, a message that has not appeared as strongly in previous literature. Focus group participants pointed out the importance of health and safety at work generally and felt that creating a healthy workplace culture is necessary to promoting vaccine uptake. Future vaccine promotion initiatives should be integrated into facility-wide workplace health campaigns and care taken to ensure that vaccination campaigns do not appear coercive to HCWs.