Workplace Quality Research Articles

Ergonomic Practice in Medical Laboratory Workers in a Tertiary Care Hospital in Lahore

Objective: To evaluate the ergonomics practice pattern among medical laboratory professionals to determine the ergonomic deficiencies to improve the workplace quality and safety at a tertiary care hospital in Lahore Methodology: This was a cross-sectional study conducted in department of pathology, King Edward Medical University/Mayo Hospital, Lahore from November 2019 to January 2020. All the workers engaged in all the sections of the clinical laboratory were included in the study. The results were collected using a self-administered questionnaire, which included demographic information, ergonomic practices, workplace layouts and equipment utilization pattern. Individuals were instructed to complete the questionnaires in accordance to their own specific time range and return it after filling. All the data was gathered from the surveys and then coded and securely stored in a database for further analysis and interpretation. Results: Average age of the participants was 26.80±5.70 years. Several participants reported appropriate bench heights (70.7%) and tools within arm’s reach (62.2%), deficiencies were noted in foot and knee clearance, with only 50.0% and 53.7% respectively. Limited provision of foot rails (11.0%) and floor mats (31.7%) for prolonged standing tasks was seen. Seated benches showed similar disparities, with notable deficiencies in adjustable armrests (32.9%) and footrests (29.3%). Microscope usage demonstrated challenges in maintaining neutral posture (65.1%), while pipette use and micro-manipulation tools highlighted the need for improved accessibility and ergonomic support. Conclusion: Study revealed the varying levels of ergonomic appropriateness across the workplace and equipment among medical laboratory workers, with significant inadequacies in foot and knee clearance, the presence of foot rails, floor mats, adjustable armrests, and foot rests. Difficulties in using a microscope, as well as concerns about pipettes and micro-manipulation equipment, underscored the need for improved accessibility and ergonomics.

Quality Of the Work Environment Through the Approach of Employee Perceptions in Indonesian Manufacturing Companies

The purpose of this study is to investigate the relationship between perceptions of quality of work environment, behaviour and organization in PT manufacturing. The research method used was a questionnaire survey distributed to employees from different areas of the company. The variables studied include the perception of the quality of the work environment, the behaviour of the employees in performing their duties and the level of organization within the company. The results of the study show that there is a positive correlation between the perceived quality of the work environment and employee behaviour. The more positive the perception of the quality of the work environment, the better the relationship between the perceived quality of the work environment and employee behaviour. This study adds to our knowledge of how workplace quality influences employee behaviour and effective organizational performance. The results of this study suggest that organizations need to continue to improve the workplace. To create a successful and happy work environment, perception, environmental quality, behaviour and organization are critical factors that are interrelated. The secret to achieving organizational goals is a thorough understanding of how individuals' perceptions influence their behaviour and how that behaviour contributes to the organization. Organizations can improve employee performance, increase satisfaction, and gain a competitive edge in an increasingly globalised market by providing a happy, encouraging and high-quality working environment.

Influence of soundscape on quality of work from home during the second phase of the pandemic in Brazil

Abstract The coronavirus disease 2019 (COVID-19) pandemic prompted several countries to implement measures restricting people’s movements. This situation presented an opportunity to understand the acoustic environment experienced by the population during that time. This study aims to assess the impact of the soundscape in the home office environment during the pandemic. A survey was carried out using an online survey to collect data on the work environment before and during the pandemic. The questions identified the predominant sound sources using pre-defined taxonomy and non-parametric statistical tests. The findings underscore the common occurrence of multitasking during work from home and its correlation with decreased workplace quality. Notably, exterior sounds received lower pleasantness ratings compared to interior sounds, and the presence of human and mechanical sounds had a more significant impact on the overall assessment of workplace quality. Individuals who live in apartments or mixed-use areas tend to perceive outdoor sounds less favorably than those who live in houses or residential areas. On the other hand, individuals who live with two or more people tend to perceive indoor sounds more unfavorably than those who live alone. This study contributes to the ongoing discussion about the influence of the soundscape during the pandemic and mobility restrictions on the quality of home office environments.

Work Environment-Mediated Job Burnout and Intention-to-Stay in Registered Nurses

Nurse engagement and retention are critical issues affecting the quality of healthcare. Although the work environment is known to affect nursing performance and patient outcomes, little is known regarding the impact of this environment on nurse burnout and future work intention, especially in non-Western settings. This study explored the extent to which Taiwanese nurses' perceptions of their practice environment mediates burnout levels and intention-to-stay. This descriptive, correlational study, conducted between September and December 2020, recruited nurses employed at a regional teaching hospital located in a relatively rural region in Taiwan. The participants completed standardized questionnaires, including a demographic information form, the 31-item Practice Environment Scale of the Nursing Work Index (PES-NWI), the 22-item Maslach Burnout Inventory (MBI-HSS), and the 6-item Intention-to-stay (ITS) scale. The mediating effect among the variables related to intention-to-stay was examined using Model 4 of the PROCESS macro and tested using the bootstrapping method (repeated 5,000 times) with a p value < .05. The mean age of the 376 participants was 34.3 years (SD = 8.1). Nearly one-third (30.3%) scored > 27 on the emotional exhaustion subscale of the MBI-HSS, indicating they were "highly burned-out". Also, nearly one-third (30.6%) were uncertain about their intention to stay with their current employer. Burnout was associated with intention-to-stay (β = -.088, p < .001), and holding a positive perception toward their practice environment was shown to mediate the relationship between burnout and intention-to-stay (β = -.015; p < .001). Targeted interventions and technical support that promote a collaborative climate and psychological empowerment in clinical practice may alleviate burnout and intention-to-leave in nurses and improve workplace quality.

Impact of the COVID-19 pandemic on burnout and perceived workplace quality among addiction treatment providers

BackgroundThis study examines the impact of the COVID-19 pandemic on work satisfaction, work-related stress, and perceived work quality among substance use treatment providers to better understand challenges faced among this group during the pandemic.MethodsParticipants of this study were 91 addiction treatment providers (e.g., therapists, physicians, community support specialists, administrative staff) recruited from various treatment facilities (e.g., inpatient and outpatient settings). Mixed method analyses were conducted to assess self-reported burnout, sources of work-related stress, and perceived work quality during the pandemic. Responses from providers reporting COVID-19 related decreases in work quality were compared to responses from providers who reported their quality of work had increased or remained the same.ResultsResults demonstrated half of providers (51%) reported their quality of work had decreased. This perceived decrease in quality of work was associated with higher levels of emotional exhaustion (M = 17.41 vs. M = 12.48, p = 0.002), workplace stress (M = 42.80 vs. M = 30.84, p = 0.001), as well as decreased enjoyment of work (83% vs. 51%, p = 0.001) and decreased personal accomplishment (M = 20.64 vs. M = 23.05 p = 0.001). Qualitative investigations further illustrated that increased hours, changes in work schedules, work-life balance challenges, difficulties with client communication, and increased client needs were contributing factors increasing stress/burnout and decreasing perceived work quality.ConclusionsAddiction treatment providers experience high levels of burnout and workplace stress. Additionally, many individuals perceived a decrease in their quality of work during the COVID-19 pandemic. Addiction treatment facility administration should address these challenges to support the well-being of clinical staff and the clients they serve both during and after the COVID-19 pandemic.

Mental health outcomes and workplace quality of life among South African pharmacists during the COVID-19 pandemic: a cross-sectional study

BackgroundThe effect of the COVID-19 pandemic on the mental health of healthcare workers is gaining attention globally. This study assessed the quality-of-working life (QoWL) and prevalence of, and risk factors for anxiety, depression and stress among South African pharmacists.MethodsAn online survey, after stratification by province, was sent to 3435 (target = 2454) randomly selected pharmacists between 14 April to 18 May 2021. Sociodemographic data were collected and mental health was assessed using the 7-item Generalized Anxiety Disorder scale, the 9-item Patient Health Questionnaire, Perceived Stress Scale and a modified Work-Related Quality-of-Life tool. Prevalence of anxiety, depression, stress and QoWL was estimated. A multivariate logistic regression analysis identified factors associated with mental health outcomes.ResultsA total of 953/2454 pharmacists (38.8%) responded. Of these, 56.5% were 40 years or younger, 78.5% were female, 45.4% were White race and 44.5% were practicing in a community pharmacy setting. Pharmacists demonstrated symptoms of anxiety (n = 605, 66.1%), depression (n = 561, 62.9%), stress (n = 642, 73.8%) and low QoWL (n = 409, 51.3%). Significant risk factors (aOR; 95%CI) for anxiety, depression and stress were female gender (1.96;1.36–2.83,1.84;1.27–2.67,1.58;1.05–2.38, history of mental health conditions (2.50; 1.52–4.13, 3.68; 2.19–6.19, 3.34;1.85–6.03) and significant COVID-19 mitigation changes to pharmacy practice (2.70; 1.36–5.38, 4.23; 2.06–8.70, 3.14;1.44–6.82), respectively. Practice changes were also associated with a low QoWL (5.19; 2.40–11.8). Compared to their Black/African colleagues, Indian pharmacists were at higher risk for anxiety (1.82; 1.03–3.23) and stress symptoms (2.28; 1.21–4.32), while risk for depression was significant amongst White pharmacists (1.86; 1.05–3.32). Pharmacists living apart from family were at significant risk for anxiety (1.66; 1.15–2.41), depression (1.52; 1.06–2.18) and low QoWL (1.60; 1.10–2.34).ConclusionsCOVID-19 pandemic has had a significant negative impact on the mental health of South African pharmacists. Interventions to support the psychological well-being and improve QoWL of pharmacists are needed.

Do you feel like being proactive day? How Daily Cyberloafing Influences Creativity and Proactive Behavior: The Moderating Roles of Work Environment

Cyberloafing means that employees spend work hours and use the company's internet resources to check personal e-mail or visit websites which are not related to their work. Although most scholars and practitioners viewed cyberloafing as a form of workplace deviance or counterproductive work behavior, some scholars indicated that cyberloafing might be beneficial for employees' productivity. Thus, it is important to clarify whether cyberloafing is beneficial or harmful for both employees and organizations.Drawing on the conservation of resources (COR) theory, we examined the daily relationships between cyberloafing on creativity and proactive behavior, and whether work environment plays any positive moderating role is examined. The experience sampling method was adopted and a twice-daily questionnaire survey conducted with 94 full-time employees from China for 10 consecutive working days. A total of 928 daily data points were successfully paired, and the multilevel path analysis were performed to test the proposed hypotheses. Consistent with our expectation, the results indicated that employee cyberloafing positively predicts creativity and proactive behavior. In addition, the facilitation of informal interaction and environment workplace quality strengthens the positive relationships between employee cyberloafing and creativity and proactive behavior. The theoretical and practical implications were further proposed.

Employee Organizational Citizenship Behavior in The National Tire Industry: The Impact of Workplace Quality, Organizational Commitment, Career Development, and Entrepreneurial Orientation

&#x0D; &#x0D; &#x0D; Abstract&#x0D; This study intends to determine the direct and indirect effects of Quality of Work Life and Career Development on Organizational Citizenship Behavior via Organizational Commitment and Entrepreneurial Orientation. This research explains by evaluating hypotheses regarding the nature of the relationship and influence among factors. SEM (Structural Equation Modeling) analysis is utilized for statistical analysis. Results indicated that Quality of Work Life and Career Development positively influenced Organizational Citizenship Behavior; Quality of Work-Life positively influences Organizational Commitment; Organizational Commitment positively influences Organizational Citizenship Behavior; Career Development positively influences Entrepreneurial Orientation; Entrepreneurial Orientation positively influences Organizational Citizenship Behavior, and Quality of Work Life positively influences Organizational Commitment.&#x0D; &#x0D; &#x0D;

Workplace Conflict, Turnover, and Quality of Services. Case Study in Greek Seasonal Hotels

ABSTRACT Seasonality and its impact on staff turnover and conflict within the workplace is one of the most crucial issue that seasonal hotels are called to deal with. The purpose of this study is to examine the effect that workplace conflict and turnovers have on service quality of seasonal hotels in Greece. The outcome of the research indicated that hotel management’s policy in resolving conflicts affects mainly job turnover rather than the frequency of conflicts. In fact, it was found that cooperation strategies are likely to reduce employee turnover through the resolution of conflicts, while enforcement/competition or avoidance strategies enhances the possibility of employee turnover. Finally, it was found that service quality was not related to either the intention to leave or the manifestation of conflicts.

Employee ownership and firm R&D investment: evidence from China

PurposeAs majority of studies of employee ownership (EO) take place in developed markets and primarily focus on the impact on firm performance, scholars have recently called for other markets, especially large developing markets to be considered, as well as alternative outcome measures.Design/methodology/approachThrough the examination of the implementation of EO by Chinese listed firms during the period of 2011–2019 with total 3,473 firms and 21,204 observations, the authors provide empirical evidence on the positive effect of EO on firm R&D investment within the rapidly growing Chinese market.FindingsThe authors find that the adoption of EO promotes higher level of firm R&D investment. This positive relationship is more evident among small firms, non-state-owned firms and local state-owned-firms, compared with their counterparts. As for the plausible channels, the authors find that adopting EO provides a favorable institutional environment, which attracts more technical staff, improves workplace quality, and encourages job stability and greater employee effort, leading to greater R&D investment.Originality/valueThough the connection between R&D investment/innovation and firm survival performance has been known for decades, the innovation side of outcomes has been ignored by EO research. Therefore, the authors explore the relationship between EO implementation and firm R&D investment within the rapidly growing Chinese market.

Critically reflective mentoring within team-based leadership: ‘having conversations that matter’

ABSTRACT Team-based leadership is increasingly recognized as valid for raising workplace quality. Developing effective teams of leaders, though, is barely understood, scantly researched and not simple or straightforward. Mentoring has been recognized as valuable within teams and with the support of critical reflection can assist in augmenting team-based leadership. This paper presents findings from an action research project in an early childhood center that was nested within a larger practitioner research project. Using action research, practitioner researchers investigated the conceptual interrelationships between team-based leadership, team-based mentoring, and critical reflection. Sociocultural theory underpinned the interactive and collaborative project. A framework for mentoring and critical reflection was developed and implemented to support critical mentoring for team-based leadership. Findings indicated that complex and abstract concepts can be combined to strengthen team-based leadership through mentoring and critical reflection. We argue this was made possible through action research. Our purpose in disseminating this research is to give glimpses into complex and iterative action research processes; to show that clarifying and integrating key concepts enabled the full potential and impact of the work to be realized; and to contribute to the knowledge by showing that action research is a powerful approach for addressing quality issues.

Развитие культуры безопасности на основе эффективной организации управления по целям

One of the universal tools for the development of a safety culture at the enterprise is management by goals. The main task of the management of occupational safety goals is aimed at achieving sustainable transformations in the enterprise activities (corporate safety culture) that would generate a given result for a long time (for example, reduction of the level of injury, accidents rates, etc.). To increase the effectiveness of this tool, it is proposed to use two groups of target indicators: goals-states (describe the parameters to the system final state), and the goals-drivers (reflect the degree of implementation of the planned activities (processes) that ensure the transfer of the system to a given state). The need to introduce goals-drivers is related to the need to control the implementation of the activities on eliminating the key risks, regularly inform the staff on occupational safety issues, training the staff in practical skills in emergency situations, conduct workplace safety inspections, timeliness, and quality of elimination of the identified violations and inconsistencies, staff involvement in various corporate programs on occupational safety improvement. Successful implementation of the goals-drivers directly effects on the achievement of the corresponding goals-states. The choice of specific types of target indicators and their values is determined by the desired level of the new state of occupational safety culture at the enterprise. The possibility of cascading (rationing) of the target indicators from the enterprise level to the level of its smallest organizational unit ensures the motivation and involvement of all the personnel in the implementation of the planned activities in the field of occupational safety. The examples are provided in the article related to the successful application of this approach for reducing the level of injury rate and increase the level of safety culture in the company divisions.

SPİRİTÜEL LİDERLİK VE İŞYERİ İLİŞKİLERİ KALİTESİ

The main purpose of this study is to determine the effect of spiritual leadership, which wishes that employees find peace by meeting their spiritual and psychological needs, on the quality of workplace relationships. With this purpose, the sample of this study includes 276 employees working at two selected units affiliated to an Incorporated Company operating in the private sector. In the study in which easy sampling method was used, the data were obtained through a questionnaire technique that includes questions regarding demographic features, spiritual leadership and quality of workplace relationships. The data obtained were analysed with SPSS 20 and AMOS programs. In order to reveal the reliability and validity of the measurement models used in the study, confirmatory factor analysis as well as compound reliability (CR) and average variance extracted (AVE) tests were utilized. Hypotheses formed in order to achieve the purpose of the study, were tested using correlation and the structural equation modeling, and the results were interpreted accordingly. In the findings obtained as a result of the analyses, it was determined that the spiritual leadership characteristics of the managers have a positive effect both on the workplace quality and on all sub-dimensions of the workplace quality (leader-member, mentor-member, counterpart).

The impact of work-place social capital in hospitals on patient-reported quality of care: a cohort study of 5205 employees and 23,872 patients in Denmark

BackgroundDecision-makers increasingly consider patient-reported outcomes as important measures of care quality. Studies on the importance of work-place social capital–a collective work-place resource–for the experience of care quality are lacking. We determined the association between the level of work-place social capital and patient-reported quality of care in 148 hospital sections in the Capital Region of Denmark.MethodsThis cross-sectional study combined section-level social capital from 5205 health care professionals and 23,872 patient responses about care quality. Work-place social capital encompassed three dimensions: trust, justice and collaboration. Patient-reported quality of care was measured as: overall satisfaction, patient involvement, and medical errors. Linear regression analysis and generalized linear models assessed the mean differences in patient reported experience outcomes and the risk of belonging to the lowest tertile of care quality.ResultsA higher level of work-place social capital (corresponding to the interquartile range) was associated with higher patient-reported satisfaction and inpatient and acute care patient involvement. The risk of a section belonging to the lowest tertile of patient involvement was lower in sections with higher social capital providing inpatient (RR = 0.39, 0.19–0.81 per IQR increase) and acute care (RR = 0.53, 0.31–0.89). Patient-reported errors were fewer in acute care sections with higher social capital (RR = 0.65, 0.43 to 0.99). The risk of being in the lowest tertile of patient-reported satisfaction was supported for acute care sections (RR = 0.47, 0.28–0.79).ConclusionsAlthough we found small absolute differences in the association between patient-reported experience measures and social capital, even a small upward shift in the distribution of social capital in the hospital sector would, at the population level, have a large positive impact on patients’ care experience.

The workplace quality of life of university hospital digestive surgeons: Results of a 2019 nationwide survey.

Burnout syndrome (BOS) affects all professional categories, particularly in the medical sector. Perceived deterioration of working conditions in university hospital centres impacts not only hospital doctors, but also and more generally, university hospital (UH) staff. The goal of this survey was to analyse workplace quality of life among French UH digestive surgeons. An online questionnaire was addressed to all members of sub-section 52-02 (digestive and visceral surgery) of the national university council (CNU). It contained isolated questions, as well as the specific Copenhagen Burnout Inventory (CBI) questionnaire, which assesses three fields: personal burnout (PBO), work-related burnout (WBO) and client-related burnout (CBO). While 132 (85%) out of the 156 surgeons responded, only 110 (70%) filled out the CBI questionnaire. Their perceptions of quality of life were poor or very poor (57%), and progressively poorer; this was mainly due to a lack of human, logistical and financial means, and also to conflictual relations with administration. The CBI questionnaire showed high scores for PBO (37%) and WBO (30%), with lower scores for CBO (8%). Depressive syndrome appeared among 26% of respondents. There were no significant differences according to region, gender or age. This study objectifies a perceived deterioration of the working conditions of UH digestive surgeons, with elevated rates of BOS and a depressive risk superior to that of the overall population.

Systematic assessment with "POE" method in office buildings cases study on the redesign results of office interior after occupied and operated

This research is motivated by the fact that an office as a forum for activities depends on the type of business being carried out, where the conditions of the office will determine the credibility and synergy of a business entity, guaranteeing the performance and productivity of its employees. This study aims to formulate an interior design concept based on Post Occupancy Evaluation with the Mixed Methods Research (MMR) approach, which emphasizes the meaning of empiric based on relevant field data. The research method used the case study method with the MMR approach in data collection and analysis. The research step was started by analyzing the physical space conditions based on the design results that were compared with standardization, then a satisfaction survey was carried out using a questionnaire that was submitted to the employees as respondents. The MMR approach is intended to ensure the level of significance of the quality of the work environment in the room, the quality of the workplace, and the performance of employees. The research object is the Haleyora Powerindo office building, Jakarta. The results of the study show that the work environment quality is high and responds positively. According to the workplace quality, satisfaction is mainly related to workspace area and quality, comfort and style of furniture, circulation, and accessibility to the work table, effectiveness and efficiency of workplace layout, ICT implementation, and HVAC and maintenance. Social space and entertainment facilities provide flexibility in interacting between officers of different divisions that were not in the previous office. Based on the results of multiple regression calculations, the in-door environment and the officer workspace quality have a significant effect on officer performance. These are 3 main factors critical in conducting systematic evaluations to obtain results from office space design. This study is expected to be a strategic reference for planning and designing a similar spatial atmosphere in different locations or cases. Further research needs to be developed in the future on the ergonomic aspect through the human-centered design approach to obtain a single guideline for office design based on post-occupancy space performance and user participation.

Relationship of immediate workspace and environmental workplace with organizational citizenship behaviors

PurposeThe purpose of this paper is to examine the relationship of immediate workspace satisfaction (IWS) and environmental workplace quality (EWQ) on perceived organizational support (POS), engagement and organizational citizenship behaviors (OCBs). In this paper, we draw on social exchange theory and environmental psychology to propose IWS and EWQ as drivers of employee OCBs.Design/methodology/approachA survey was conducted with 1,206 full-time employees. The EWQ measure was assessed with a randomly selected calibration sample (n = 603). Structural equation modeling was used to analyze the hypothesized model (n = 603).FindingsIWS and EWQ both are positively related to employees’ OCBs. For IWS, the effect was fully mediated by POS while POS and engagement partially mediated the EWQ–OCB relationship.Research limitations/implicationsThe survey was conducted at one point in time and may introduce common method variance.Practical implicationsHigh-quality, satisfying workspace and workplace environments motivate employee OCBs through POS and work engagement.Originality/valueThis study introduces a scale for measuring EWQ. Empirical evidence provided to support the effects of two contextual perceptions—IWS and EWQ—on employee discretionary behaviors.

The Impact of Organizational Justice on the Workplace Quality in the Ministry of Foreign Affairs in Riyadh: أثر العدالة التنظيمية على جودة حياة العمل في وزارة الخارجية بالرياض

The study aimed to identify the level of organizational justice and its dimensions (distributional, procedural, and transactions) from the perspective of the employees at the Ministry of Foreign Affairs in Riyadh and to identify the level of dimensions of the workplace quality (conditions of the work environment moral, job characteristics, salaries and rewards, workgroups, supervision and participation method, and decision making process) In the Ministry of Foreign Affairs from the employees' point of view. Also, it aimed to clarify the relationship between organizational justice within its dimensions (distributional, procedural, and transactions) and workplace quality within its dimensions (moral work conditions, job characteristics, salaries and rewards, the manager’s supervision’s method, and participation in decision-making). The researcher used the descriptive-analytical method; with a population consisted of (1733) employees of the Ministry of Foreign Affairs Office in Riyadh. The study used a questionnaire that was distributed to the sample of the study which consisted of (292) employees who were randomly selected. The study has showed some results, most important of: The level of employees' perception of organizational justice in the Ministry of Foreign Affairs in Riyadh is high, as the organizational justice is applied by (77.25%); the realization perception of procedural justice was at its highest (81%); however, the distributive justice was the least applied by (73.75%). The Ministry of Foreign Affairs in Riyadh has a high workplace quality by a quality level of (79.50%); where the work environment conditions were the highest at (82%) and the salaries and rewards were the lowest at (78.25%). The study also concluded that there was a statistically significant positive impact of the organizational justice dimensions (organizational justice, procedural justice, distributive justice) on the career's quality (after the morale conditions of the work environment, after the characteristics of the job, after salaries and remunerations, after working groups, after the supervision method, after participating in making decisions). In addition, there was a strong positive relationship between the dimensions of organizational justice and career quality and that the three dimensions of organizational justice explain (76.8%) of the changes and positive effects that occur in the career quality. We find that distributive justice is the most important and influential on the career quality, followed by the fairness of transactions and procedural justice. In light of the results, the researcher recommended that the administration has to ensure that all employees have the same rights and privileges through employing transparency in the rewards’ provision basing on legal and fair basis for all.

Manifestations of Institutional Aggression in the Practice of Child Protection Workers

Studies show that practice in some professional fields may be socially and morally unattractive: employees working with stigmatized groups have to use methods, related to aggression and confrontation, which leads to stress and reduces their professional well-being. This applies to child rights and protection institutions which have a responsibility to take a child out of the family in the case of a threat to their safety. Problems related to workplace quality lead to a lack of qualified employees in this sector, and this problem is emphasized not only in Lithuania. Institutional aggression is typical of institutions to which the state attributes certain functions of abuse (e.g. public safety). Employee’s intervention into the family can also be regarded as aggression performed by institutions, and the nature of work in these institutions may be associated with the problem of workplace aggression. However, in the research on workplace quality among the indicators of workplace aggression we do not find the indicator of employees’ aggression against clients. We presume that an employee’s function to take a child from a family (the use of coercion) can affect their well-being. So, in the context of workplace quality, the concept of workplace aggression has to be re-conceptualized by including institutional aggression enforced by an employee.

The LASSO on latent indices for regression modeling with ordinal categorical predictors

Many applications of regression models involve ordinal categorical predictors. Two common approaches for handling ordinal predictors are to form a set of dummy variables, or employ a two stage approach where dimension reduction is first applied and then the response is regressed against the predicted latent indices. Both approaches have drawbacks, with the former running into a high-dimensional problem especially if interactions are considered, while the latter separates the prediction of the latent indices from the construction of the regression model. To overcome these challenges, a new approach called the LASSO on Latent Indices (LoLI) for handling ordinal predictors in regression is proposed, which involves jointly constructing latent indices for each or for groups of ordinal predictors and modeling the response directly as a function of these. LoLI borrows strength from the response to more accurately predict the latent indices, leading to better estimation of the corresponding effects. Furthermore, LoLI incorporates a LASSO type penalty to perform hierarchical selection, with interaction terms selected only if both parent main effects are included. Simulations show that LoLI can outperform the dummy variable and two stage approaches in selection and prediction performance. Applying LoLI to an Australian household-based panel identified three dimensions of psychosocial workplace quality (job demands, stress, and security) which affect an individual’s mental health in an additive and pairwise interactive manner.