Negative Work Experiences Research Articles

Intercultural mediators in Belgian hospitals: Demographic and professional characteristics and work experiences

ObjectiveTo investigate the 1) socio-demographic characteristics, 2) working environment, 3) tasks and responsibilities and 4) work experiences of intercultural mediators (IMs) working in Belgian hospitals. MethodsCross-sectional quantitative survey among all IMs working in Flemish and Brussels hospitals (n = 66). Data were descriptively analyzed. Meaningful associations between variables were also studied. ResultsMost IMs are young women from first- and second-generation migrant groups with different levels of education. They work under different superiors and most IMs are not employed full-time. They work mainly with patients from their own ethnic group. Mostly they intervene directly in daily intercultural communication, as per their official task description, but they also perform other tasks, such as offering support to patients/families/staff/management. IMs would prefer more of the tasks they perform to be formalized. Furthermore, they want to have policy-making responsibilities. IMs have positive and negative work experiences, e.g. working overtime. ConclusionsIMs’ socio-demographic characteristics (ethnic origin - sex - education) and official task description is only adapted to needs in the workplace to a limited extent. Furthermore, intercultural mediation is poorly integrated into hospitals’ organizational structure. Practice implicationsDifferent measures are needed, including tailored education and offering IMs enough organizational support and policy responsibilities.

The Influence of Social, Economic, and Demographic Characteristic on Working Hours of Micro, Small, and Medium Enterprises (MSMEs) in Makassar City

There are several aspects related to the strategy of developing MSMEs based on the strength of local economic resources. This research aims to determine to analyze the influence of characteristics (social, economic, demographic) of the MSMEs workers in Makassar on working hours and determine the strategy development. This research is quantitative with econometric analysis tool. The results show the influence of economy (income and work experience) and demographics (age and gender) are very significant to the working hours of the MSMEs workers, while the social characteristics (education) is not significantly affect. In addition, income and age have a negative effect, while education, work experience, and gender have a positive effect on working hours.

Shaping the use of psychotropic medicines in nursing homes: A qualitative study on organisational culture

Psychotropic medicines have limited efficacy in the management of behavioural and psychological disturbances, yet they are commonly used in nursing homes. Organisational culture is an important consideration influencing use of psychotropic medicines. Schein's theory elucidates that organisational culture is underpinned by basic assumptions, which are the taken for granted beliefs driving organisational members' behaviour and practices. By exploring the basic assumptions of culture we are able to find explanations for why psychotropic medicines are prescribed contrary to standards. A qualitative study guided by Schein's theory was conducted using semi-structured interviews with 40 staff representing a broad range of roles from eight nursing homes. Findings from the study suggest two basic assumptions influenced the use of psychotropic medicines: locus of control and necessity for efficiency or comprehensiveness. Locus of control pertained to whether staff believed they could control decisions when facing negative work experiences. Necessity for efficiency or comprehensiveness concerned how much time and effort was spent on a given task. Participants' arrived at decisions to use psychotropic medicines that were inconsistent with ideal standards when they believed they were helpless to do the right thing by the resident and it was necessary to restrict time on a given task. Basic assumptions tended to provide the rationale for staff to use psychotropic medicines when it was not compatible with standards. Organisational culture is an important factor that should be addressed to optimise psychotropic medicine use.

The impact of supervisor–subordinate racial-ethnic and gender dissimilarity on mentoring quality and turnover intentions: do positive affectivity and communal culture matter?

Demographic dissimilarity in supervisor–subordinate dyads is often associated with negative subordinate work experiences. Extending relational demography and mentoring research, the authors examined whether employee positive affectivity and communal culture ameliorated the negative effects of supervisor–subordinate racial (gender) dissimilarity on mentoring quality and reduced turnover intentions. Within a sample of 197 employees from various U.S. companies, racial dissimilarity was negatively related to mentoring quality and this relationship was stronger among employees who were lower in positive affectivity. Finally, mentoring quality mediated the racial dissimilarity–turnover intentions relationship, as moderated by positive affectivity. Specifically, racial dissimilarity reduced mentoring quality, thereby increasing turnover intentions, especially for employees who were low in positive affectivity. The research and practical implications of the study findings are noted.

Team social cohesion, professionalism, and patient-centeredness: Gendered care work, with special reference to elderly care \u2013 a mixed methods study

BackgroundHealthcare organisations are facing large demands in recruiting employees with adequate competency to care for the increasing numbers of elderly. High degrees of turnover and dissatisfaction with working conditions are common. The gendered notion of care work as ‘women’s work’, in combination with low salaries and status, may contribute to negative work experiences. There is abundant information about the negative aspects of elderly care health services, but little is known about positive aspects of this work. The study aim was to investigate work satisfaction from a gender perspective among Swedish registered nurses, physiotherapists, and occupational therapists, focusing specifically on healthcare services for the elderly.MethodsA mixed methods approach was adopted in which we combined statistics and open-ended responses from a national survey with qualitative research interviews with healthcare professionals in elderly care organisations. The survey was administered to a random sample of 1578 registered nurses, physiotherapists, and occupational therapists. Qualitative interviews with 17 professionals were conducted in six elderly care facilities. Qualitative and quantitative content analyses, chi2 and constructivist grounded theory were used to analyse the data.ResultsThere was a statistically significant difference in overall work satisfaction between those who worked in elderly care and those who did not (64 and 74,4% respectively, p <0.001). Nine themes were derived from open-ended responses in the questionnaire. The qualitative interviews revealed four prominent storylines: ‘Team social cohesion’, ‘Career development and autonomy’, ‘Client-centeredness’, and ‘Invisible and ignored power structures’.ConclusionsThe results show the complexity of elderly care work and describe several aspects that are important for work satisfaction among health professionals. The results reveal that work satisfaction is dependent on social interrelations and cohesion in the work team, in possibilities to use humour and to have fun together, and in the ability to work as professionals to provide client-centered elderly care. Power relations such as gendered hierarchies were less visible or even ignored aspects of work satisfaction. The storylines are clearly linked to the two central discourses of professionalism and gender equality.

GENDER DIFFERENCE AND JOB SATISFACTION: A STUDY AMONG FACULTIES OF PRIVATE COLLEGES IN INDIA

Teaching is one of the most important profession in which the faculties play a major role in improving the standard of an organization and the country. It is important to determine which factors influence the faculties in their job and it’s important to determine their level of job satisfaction. This study examined the influence of gender on job satisfaction among faculties of private colleges and investigated the extent to which faculties differ in various attitudes and attributes, level of satisfaction with the type of work they do. Stratified random samples of 215 academic faculties from private colleges in India were selected for this study. Findings indicate that differences between male and female faculties in the level of satisfaction were due to negative work experiences such as castism, favoritism, physical appearance, gender discrimination and due to certain source of stress from major life changes, unforeseen events and family social isolation. These negative experiences generated lower levels of job satisfaction among men than women and all these factors that might explain different job satisfaction among faculties at private colleges in India. The attributes that stood out as significant are namely: technical support at work, understanding teaching and research process and responsibilities, broadening role, belonging to an ageing group, need for more outcomes of the work. The paper recognizes the importance of gender differences in workplace and it should be controlled to improve the job satisfaction among faculties in private colleges.&nbsp

Cross-domain consequences of workplace bullying: A multi-source daily diary study

ABSTRACTIn this multi-source daily diary study, we examine the effect of exposure to workplace bullying behaviours on family domain outcomes (conflicts at home, relationship satisfaction), and the mediating role that psychological detachment and affective distress play in this relationship. A sample of 68 employees and their spouses filled in a quantitative diary for five consecutive working days twice a day (number of occasions = 680). Multilevel analyses showed that daily workplace bullying positively predicted both self-report and spouse-report conflicts at home, and daily psychological detachment mediated this relationship. In addition, daily affective distress was the mediator only for self-report conflicts at home. Further, an indirect effect of both affective distress and detachment on the relationship between bullying and self-reported relationship satisfaction was found. Detachment also showed an indirect role in the association between bullying and spouse-reported relationship satisfaction. This is one of the first studies in showing that negative effects of workplace bullying go beyond the work setting and beyond the employee. Moreover, this study adds to an emerging line of research exploring how daily negative work experiences are transferred to and interferes with the non-work domain. The theoretical and practical implications of these findings are discussed.

MODEL ORGANIZACIJSKOG ZDRAVLJA: PREDIKCIJA BLAGOSTANJA ZAPOSLENIH I ORGANIZACIJSKE USPEŠNOSTI

Model organizacijskog zdravlja pravi zaokret u tradiciji proučavanja stresa na radu, jer se simultano fokusira kako na individualne indikatore blagostanja, tako i na pokazatelje organizacijske uspešnosti. Svrha ovog istraživanja bila je da na osnovu intenziteta pozitivnih i negativnih iskustava na radu predvidi neke od pokazatelja organizacijskog zdravlja, kao što su nivo izgaranja i radne angažovanosti, te odgovorno organizacijsko ponašanje i namera za napuštanje organizacije. 477 zaposlenih (prosečne starosti oko 39 godina) iz 18 kompanija sa teritorije AP Vojvodine popunilo je Skalu pozitivnih i negativnih iskustava na radu (PNWES), Skalu izgaranja (WB), Upitnik radne angažovanosti (UWES-9), Srpski inventar afekata (SIAB-PANAS), skraćenu verziju Skale privrežnosti organizaciji (OCS), te Skalu odgovornog organizacijskog ponašanja (OCBS) i Skalu namere za napuštanje organizacije (NNO). Rezultati modelovanja pomoću strukturalnih jednačina pokazali su da testirani hipotetski model ima dobre indekse podesnosti i da su relacije među varijablama očekivanog smera. Tako je pokazano da pozitivna iskustva na radu predviđaju radnu angažovanost, i indirektno, odgovorno ponašanje na radu. Sa druge strane, negativna iskustva predviđaju izgaranje i, indirektno, nameru za napuštanje organizacije. Privrženost se pokazala kao centralni medijator u modelu. Rezultati su diskutovani u kontekstu Modela oragnizacijskog zdravlja, a istaknute su i praktične koristi od dobijenih nalaza.

Impact of the work in small groups on the educational process in the University of Civil Engineering

Researchers and teachers know about the positive impact that cooperation can have on students learning in a small group. It is necessary to clarify how the interaction and cooperation among learners influence the learning process and problem solving in a small group. The objective of the study is to increase the knowledge about the group work in higher education and understand the basis of successful teamwork of students of the university. The study is focused on the concept of student work in small groups in the University of Civil Engineering. Empirical data were collected using specific semi-structured questionnaire and analyzed using qualitative content analysis and special questionnaire. The analysis revealed three variables that influence learning in small groups of students of the University of Civil Engineering: learning process, social function of learning and organization of learning. The author revealed the correlation between these variables and the final result of learning (increase or decrease of the effectiveness of learning), as well as between these variables and the presence of positive or negative work experience in a small group.

Barriers and facilitators to staying in work after stroke: insight from an online forum

ObjectiveTo explore barriers and facilitators to staying in work following stroke.DesignQualitative analysis of posts regarding staying in work following stroke using the archives of an online forum for stroke survivors.Participants60...

Coping with Negative Work Experience and Work-related Family Issues: Spirituality as A Buffer against Emotional Exhaustion and Work-Family Conflict

&lt;p&gt;The current research examined the effects of psychological contract breach on employees’ work to family conflict and their partners’ family-work conflict. This study also investigated the buffering effect of employee spirituality on the employees’ emotional exhaustion caused by such conflicts. Analysis of a sample of 235 employee-partner dyads (188 men, 47 women, &lt;em&gt;M&lt;/em&gt; age = 44 yr.) from a plastics corporation in Taiwan found as positive relationship between psychological contract breach and family issues, through employee’s emotional exhaustion. Employees with high spirituality were discovered to weaken the relationships between psychological contract breach and employees’ emotional exhaustion and both family issues. This study highlighted the value of psychological contract breach on family issues from work to family in further research.&lt;strong&gt;&lt;/strong&gt;&lt;/p&gt;

Career barriers influencing career success

Purpose– Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics.Design/methodology/approach– This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers.Findings– The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed.Research limitations/implications– One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts.Practical implications– This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions.Originality/value– The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).

Effects of Distress and Eustress on Changes in Fatigue from Waking to Working.

As a potential indicator of strain, fatigue is an important outcome in occupational health research. The current study examined the influence of positive (eustress) and negative (distress) work experiences on changes in fatigue from morning to at-work. It was expected that within-person changes in fatigue from waking to working would be moderated by employees' experiences of stress, pain, happiness, and meaningfulness at work. Data on 1,195 full-time working adults were collected through the Bureau of Labor Statistics' 2010 American Time Use Study (ATUS) using a day reconstruction method to assess fatigue at two time points (morning and during work) and employees' eustress and distress experiences during work. Multilevel modeling showed that the indicators of distress, stress and pain, predicted higher morning fatigue and stronger increases in fatigue during the workday. The indicators of eustress, happiness and meaningfulness, predicted lower fatigue at both time points but not temporal changes. These results contribute to understanding changes in employees' fatigue and suggest that the differential effects of distress and eustress experiences at work may be important to consider in fatigue management interventions.

Relations of negative and positive work experiences to employee alcohol use: testing the intervening role of negative and positive work rumination.

This study tested a model linking work experiences to employee alcohol use. The model extended past research in 3 ways. First, it incorporated both negative and positive work experiences. Second, it incorporated a previously unexplored cognitive intervening process involving negative and positive work rumination. Third, it incorporated several important dimensions of alcohol use (heavy use, workday use, and after-work use). Data were collected from a national probability sample of 2,831 U.S. workers. Structural equation modeling revealed that the conceptual model provided an excellent fit to the data. Negative work experiences were positively related to negative work rumination, which was positively related to heavy alcohol use, workday alcohol use, and after work alcohol use. Positive work experiences were positively related to positive work rumination, which was negatively related to heavy alcohol use and after work alcohol use, but was unrelated to workday alcohol use. The study also provided initial support for the psychometric properties and construct validity of the newly developed Negative and Positive Work Rumination Scale (NAPWRS).

Perspectives and practical applications of medical oncologists on defensive medicine (SYSIPHUS study): a study of the Palliative Care Working Committee of the Turkish Oncology Group (TOG).

Defensive medicine occasionally indulges unnecessary treatment requests to defend against lawsuits for medical errors and the use of unapproved medical applications. This study determines the attitudes and orientations of medical oncologists on defensive medicine. A cross-sectional survey was sent by e-mail to medical oncologists. The survey was designed to determine the participants' demographic characteristics and defensive medicine practices. The survey measured the attitudes about defensive medicine practices of the oncologists based on a five-point Likert scale (never, rarely, sometimes, often, and always). One hundred and forty-six of a total of 402 physicians serving in oncology were fully filled, and the rate of return invitation was 36%. The majority of participants were male, with a duration of between 7 and 9years of work as university hospital officials, and the mean age was 46±9 (years). International guidelines were followed in the most common is NCCN, and the majority of respondents felt that the application of these guidelines improves their defensive medicine. All participants of defensive medicine who stand on the basis of the definition were found to be more afraid of complaints by patients' relatives. Physicians of 45% was noted that applying defensive medicine. Among the participants were the most frequent checkups of positive defensive approach is defined as increasing or shortening the follow-up period, while avoiding high-risk patients were detected as described in the definition of negative defensive medicine. Both professional groups in both the positive and negative defensive medicine approach defensive medicine approach, academic tasks, work experience and job time, there was a significant correlation between the location. Made in single- and multi-variable analyses, positions were identified both positive and negative defensive medicine is an independent risk factor for direction. Improving the working conditions of young physicians to protect against medical error may require additional educational opportunities.

Perception of Final Year Hotel Management Students towards Working in Hotel Industry

Although the development of hotel industry can create new job opportunities it is often criticized that the hotel industry provides low skilled and less paid jobs. If todays students are going to be the hotel managers of tomorrow its important to understand their perceptions about hotel jobs. This paper focuses on final year students who have completed their industrial trainings and are ready for placement in hotels. The study finds that the students respondent neither favorable nor unfavorable towards the hotel jobs. The findings also show that there is willingness to work in hotel related jobs or study further about hospitality industry. Though the impact is debatable, a students negative work experience during the industrial training can influence their image of hotel industry.

Supplemental Material for Relations of Negative and Positive Work Experiences to Employee Alcohol Use: Testing the Intervening Role of Negative and Positive Work Rumination

Supplemental Material for Relations of Negative and Positive Work Experiences to Employee Alcohol Use: Testing the Intervening Role of Negative and Positive Work Rumination

Alienation

Purpose– This study aims to re-examine the concept of alienation, particularly from the perspective of existential psychology. While research interest continues to centre on links between human resource management (HRM) and organizational performance, such as in studies by Beeret al.(1984), Huselid (1995), Becker and Gerhart (1996) and Guest (2011), there is a growing interest in individual attributes such as employee well-being in addition to organizational performance, as mentioned in studies by Macky and Boxall (2007), Wood and de Menezes (2011) and Guest and Conway (2011). In this paper, we focus on issues related to the individual, and in doing so we suggest that HRM theory needs further development, as pointed out by Guest (2011).Design/methodology/approach– This is a paper in the tradition of critical theory that draws on both classical and modern research in the business and psychology literature. It outlines the development of the concept of alienation from its classic articulation by Marx through to the perspective offered by existential psychologists such as Blauner (1964). How alienation, thus, defined might manifest in the workplace is then discussed, as are its links to other concepts associated in the literature with positive and negative work experiences is presented.Findings– We argue that alienation needs to be addressed at two levels, namely, at the systemic level, in terms of factors external to the individual such as work and organizational systems and processes, and in terms of factors internal to the individual’s “state of mind”. We offer strategies for management to consider counterbalancing the negative effects of residual feelings of powerlessness, meaninglessness, isolation and self-estrangement that systemic change is unable to eliminate.Originality/value– The paper refocuses attention on the individual within the context of HRM, the effects of alienation and other outcomes of positive and negative work experiences such as work engagement and job burnout.

Determining the Effects of Past Negative Experiences Involving Patient Care

As the cost of healthcare continues to raise, the need to address nurse attrition, which is a contributing factor, also rises. While there are various factors that influence nurses’ decision to leave or stay, job satisfaction and ethical climate are significant variables. This study examined the effects of negative previous work experiences on job satisfaction and ethical climate. The results showed previous work experiences moderated both job satisfaction and ethical climate. In addition, ethical climate mediated the effects of previous experiences on job satisfaction. The implications include identifying nurses who may have had negative experiences prior to their current employment and providing them with ongoing support.

Linking Negative Work Experience and Family Issues: Spillover and Crossover Models (WITHDRAWN)

This study examines the spillover and crossover effects of a type of negative workplace event known as a psychological contract breach, on employees' work-family conflict and their partners' family-to-work conflict. This study also investigates the buffering effect of spirituality in the workplace on the emotional exhaustion caused by such conflicts. Analysis of a sample of 224 employee-partner dyads from manufacturing, electronics, banking, service, and public organizations in Taiwan shows a significant positive relationship between psychological contract breach and family issues, via emotional exhaustion. Employee spirituality was found to weaken the relationships between psychological contract breach and both emotional exhaustion and family issues. Theoretical and practical implications are discussed.