Sample Of University Employees Research Articles

Determinants of perceived health in university employees

Objective: Employee health plays an important role in overall campus health and wellbeing. Therefore, this research explored the physical, mental, and environmental determinants of perceived health in employees of higher education. Participants: 422 full-time employees from one university took the American College Health Association National Faculty and Staff Health Assessment (NFSHA) online in April 2021. Methods: A cross-sectional correlational design was used to explore which physical, mental, and environmental health factors influenced perceived health of employees. Results: Sleep, body mass index (BMI), flourishing, and the extent to which employees felt the university cared about their health and wellbeing were the four significant factors that increased the odds of employees reporting higher levels of perceived health. Conclusions: Using Bandura’s reciprocal determinism as a theoretical lens, these results reinforce that behaviors, personal attributes, and the environment are interdependent and influence perceived health in this sample of university employees.

A Social Cognitive Assessment of Workplace Sedentary Behavior among a Sample of University Employees.

Sedentary behavior (SB) is an important public health concern. Adults working in desk-based occupations spend a considerable proportion of the workday sitting. More information is needed regarding the factors that contribute to occupational SB. The aim of this study was to assess the utility of social cognitive theory (SCT) to explain work-related SB using a quantitative, cross-sectional design by administering an online questionnaire. Participants included 381 full-time employees at a large, public university in the south-central United States. Hierarchical multiple linear regression was used to determine the relationship between SCT constructs and SB. Mean work-related SB was 5.95 (SD = 1.30) h/8 h workday. In model 1, 9.6% of the total variance in SB was accounted for by standing desk ownership and physical activity level (p = 0.001; R2 = 0.096). In model 2, SCT constructs led to a statistically significant R2 increase of 4.9% (p < 0.001), where standing desk ownership, physical activity, and self-efficacy explained 13.3% of the variance in work-related SB. Findings from this study suggest that self-efficacy may be an important factor in explaining variation in occupational SB. Public health researchers and practitioners should consider strategies to address self-efficacy when developing workplace interventions to target occupational SB.

UDRŽITELNÉ VEDENÍ V DIGITÁLNÍM PRACOVNÍM PROSTŘEDÍ

Purpose of the article The purpose of the article is to monitor the needs of employees and leading staff within a challenging, new and/or unknown working environment, point out the challenges of the digital working environment and formulate key suggestions for Leaders and Human Resource Managers. Methodology/methods Literature Review was executed and Primary Qualitative Research based on semi-structured interviews with university students and staff was proceeded. Data was analyzed with the help of the content analysis principles. Scientific aim The aim of the primary research was to find out the long term consequences of the pandemic on superiors and subordinates based on the sample of university employees and students. Namely the needs of students and university staff managed and working remotely were aimed to be identified in order to draw attention to the challenges of the digital work environment and to formulate key recommendations for leaders, managers and employees of the human resources department. Findings Key factors influencing the mental health and well-being within the academic working and study environment were identified and based on that recommendations on possible future superiors ́ actions were drawn. Conclusions (limits, implications etc.) Emotions varied on a fairly varied scale including both extremes negative as well as positive. The usual experience of stress (due to unexpected changes in life) was multiplied especially by individual developmental crises and not satisfying) family backgrounds. Among the crucial implications the need of coping strategies to be applied by leading employees was revealed. The research findings are limited by the narrow focus of the environment of investigation - academia.

Workplace Social Capital: Redefining and Measuring the Construct

Although workplace social capital (WSC) is a relevant construct that contributes positively to employee and organizational wellness, there is lack of consensus regarding its definition and measurement. The aim of this paper was to synthesize a valid definition of WSC and develop an instrument measuring the construct. Based on a literature review of existing definitions (Phase 1), we conceptualized WSC as a workplace resource that concerns employees’ perceptions regarding trust, reciprocity (cognitive WSC), and network interactions (structural WSC) that exist among peers (bonding WSC) and among individuals across hierarchical levels and organizations (bridging WSC). Next, we developed the WSC Inventory (WoSCi; Phase 2) and, we tested the psychometric properties of the new scale (Phase 3). The initial structure of the scale was explored in a sample of university employees (N = 376). Multilevel confirmatory factor analysis in a heterogeneous sample of 733 employees nested in 158 work groups supported the hypothesized factor structure of the WoSCi. Results also supported the internal consistency, as well as the convergent, criterion-related and incremental validity of the WoSCi in explaining work engagement, burnout, job performance over and above similar constructs, such as individual social capital and psychological capital. These results highlight the relevance of WSC as defined and measured with the WoSCi and underline its value for explaining work-related well-being and organizational behavior.

Flying High in Academia—Willingness of University Staff to Perform Low-Carbon Behavior Change in Business Travel

This study aims to explore the factors that influence business travel decisions of university staff, in particular the extent and ways in which they are willing to reduce emission-intensive air travel, and the personal and structural barriers to such behavior change. Three strategies to reduce air travel were investigated: abstaining from particular events, substituting travel through virtual participation and mode shifting to ground-based public transport. We tested the effects of (1) specific decision factors for engaging in long-distance travel, choosing specific modes of travel and choosing virtual solutions; (2) former travel activities; (3) postponed trips due to COVID-19; and (4) sociodemographic factors, on the willingness of individuals to reduce air travel in a sample of university employees. We calculated regression models for the three strategies and added a qualitative analysis of open-ended comments. Former travel behavior as well as pro-environmental considerations play significant roles, influencing the willingness of employees to change their business travel behavior. Furthermore, we found that willingness to reduce air travel depends on the scope of behavior change. Although travel behavior is unevenly distributed across different subgroups, sociodemographic factors only play a minor role in the regression models. The present study adds to the limited body of quantitative research on the reduction potential of academic air travel, presenting an examination of university staff's willingness to change their long-distance travel behavior. Implications for university polices are discussed.

Retirement saving behavior: evidence from UAE

PurposeThis study aims to examine the effect of future time perspective (FTP), financial risk tolerance (FRT) and knowledge of financial planning for retirement (KFPR) on retirement saving behavior (RSB).Design/methodology/approachPrimary data were collected using a non-probability judgmental sampling technique. A questionnaire was distributed either manually (by hand) or through email where 370 United Arab Emirates (UAE) residents used in the higher education sector participated. The data analysis was obtained by using SPSS and Smart-PLS software. Structural equation modeling was used to evaluate the linear relationship between FTP, FRT, KFPR and RSB.FindingsThe findings from this study are consistent with previous research. FTP and KFPR had a significant positive effect, while FRT had an insignificant negative effect on RSB.Research limitations/implicationsThis study examined the effect of a few psychological variables on RSB and was conducted on a sample of university employees in the UAE. Additional research should examine environmental influences, individual differences and other psychological process factors. Furthermore, future research could extend the current study into other industries and other the Middle East and North Africa countries.Practical implicationsA better understanding of the factors that influence RSB can help working individuals, financial advisors/financial planning professionals, financial institutions and government/policymakers strengthen their understanding and initiatives toward retirement planning.Originality/valueTo the best of the authors knowledge, none of the previous research papers studied RSB in the UAE. Additionally, it is important to note that the results of this study can be generalized to all Gulf Cooperation Council countries because of the similar economic, political, ethical, social and cultural factors.

Generational Diversity and Work Values

Work values are a significant factor that impacts employees’ job satisfaction and their commitment to work. Understanding generational diversity among employees and using the right strategy to manage them are important for organizational success. Diversity across generations was theorised and applied in Western cultures. This research investigated if generational diversity can be expanded equally to United Arab Emirates workforce. A sample of university employees was surveyed. Employees as a whole identified extrinsic factors such as job security, intrinsic interest, social, and power work values as the most important values. The results revealed that there are no variations in work values. Classification: J53; M54; O15.

Workplace Influences On Active Commuting In A Sample Of University Employees

Active commuting (AC; walking or biking) to work is associated with improved physical and mental health, decreased chronic disease morbidity and mortality, less pollution and greater economic spending, though rates of AC remain low in the US. Workplaces have the potential to improve AC participation, though evidence is limited in this area. PURPOSE:To examine if workplace influences are associated with AC participation. METHODS:A volunteer sample of employees at a large university were recruited for an online survey about their travel habits. Participants responded about the number of trips to campus using different modes of travel (walk/bike/drive/bus), demographics, and the physical and social environments for AC. Walk and bike trips were summed to determine AC participation. Basic statistics described the sample. Pearson correlations and t-tests examined relationships between AC participation with social and environmental influences. A multivariate regression analysis predicted AC participation. RESULTS: The sample (n=551) was predominately female (75.7%), Caucasian (95.6%) with a mean age of 45.8±11.5 y. Participants reported .86±2.6 AC trips/week. AC trips were positively associated with perceiving that your coworkers AC (r=.32, p<0.001). Parking availability (r=-.23, p<.001) and cost (r=-.17, p=.04) and bike parking availability (r=.24, p<.001) were associated with AC. Individuals reporting a greater walking time from their parking spot to their workplace reported more AC (1.21± 3 trips/week) compared with those with closer parking (.27±1.53 trips/week, t=4.197, p<.001). The multivariate model explained 21.5% of the variance in AC (p<.001) with walk time from parking lot (B=.77, p=.001), parking availability (B=-.36, p<.001), perceived coworkers AC (B=1.14, p<.001), and bike parking availability (B=.47, p<.001) as significant predictors. CONCLUSIONS: These findings provide insight into the role of the workplace for influencing AC participations. Employers can consider environmental or policy shifts related to parking availability and cost to target AC among employees. Findings also indicate the importance in creating a positive social environment for promoting AC through interventions promoting social support and shifting social norms around AC.

Colorectal Cancer Screening: Knowledge, Perceived Benefits and Barriers, and Intentions Among College and University Employees

Background: Early detection through routine screening is critical in reducing the incidence rate of colorectal cancer (CRC). Purpose: The purpose of this study was to examine college and university employees' knowledge of CRC issues, their perceptions of the benefits of and barriers to CRC screening, and their intentions toward it. Methods: This study surveyed a targeted sample of 350 employees aged 45 and older and examined their knowledge of CRC issues and screening, their screening status, and group differences in perceptions about screening and in their intentions toward it. Results: Less than half of the participants answered correctly about CRC being one of the leading causes of cancer. The top perceived barriers were “fears,” followed by “doctor never recommended” and “preparation for the test is difficult.” A discriminant analysis revealed that individuals who had not been screened and those who did not intend to get screened perceived significantly more barriers. Discussion: Perceptions about screening appear to be a major determinant in CRC screening, regardless of knowledge. Translation to Health Education Practice: Further study using a representative sample of university employees may provide a clearer picture of the determinants of CRC screening so that specific health education interventions can be planned.

Measuring Meaningful Work

Many people desire work that is meaningful. However, research in this area has attracted diverse ideas about meaningful work (MW), accompanied by an equally disparate collection of ways of assessing MW. To further advance study in this area, the authors propose a multidimensional model of work as a subjectively meaningful experience consisting of experiencing positive meaning in work, sensing that work is a key avenue for making meaning, and perceiving one’s work to benefit some greater good. The development of a scale to measure these dimensions is described, an initial appraisal of the reliability and construct validity of the instrument’s scores is reported using a sample of university employees ( N = 370) representing diverse occupations. MW scores correlated in predicted ways with work-related and general well-being indices, and accounted for unique variance beyond common predictors of job satisfaction, days reported absent from work, and life satisfaction. The authors discuss ways in which this conceptual model provides advantages to scholars, counselors, and organizations interested in fostering MW.

Differences in Employee Multidimensional Health by Gender, Age, and Educational Level

SUMMARY Multidimensional health was assessed in a sample of university employees including faculty, staff, and administrators (N = 955). Seven areas of self-reported health were measured: physical, environmental, social, emotional, intellectual, spiritual, and occupational wellness. A gender by age by educational level between-subjects MANOVA revealed a significant gender by education interaction (p = .001), and significant main effects (p < .001) for gender, age, and educational level. Men reported as significantly healthier than women on social and intellectual health. Women reported as significantly healthier than men on physical health. In general, response trends indicate that older participants reported greater health across dimensions than younger participants, and more educated persons reported greater health across dimensions than less educated persons. Recommendations for how these findings can direct primary prevention programming are offered.

Use of both qualitative and quantitative approaches to study job stress in different gender and occupational groups.

Gender differences in job stress were investigated, collecting both qualitative (stressful incidents at work) and quantitative (rating scales of commonly experienced job stressors and strains) data from a sample of university employees. Content analyses of the qualitative data revealed 5 major job stressors, 5 major psychological strains, and 4 major physical strains experienced by both genders. When comparisons are made between men and women on their job stress experiences, a potential confounder is occupation, for which the authors controlled. While the authors controlled for occupation, women reported more overall psychological strains (as indicated by the qualitative data) and depression (as indicated by the quantitative data) than did men. Conversely, while the authors controlled for gender, faculty reported more anger and less frustration (as indicated by the qualitative data) and less turnover intentions (as indicated by the quantitative data) than did support staff. In this study, both qualitative and quantitative data indicated interaction effects between gender and occupation in predicting job stressors and strains. Finally, there was a stronger relation between interpersonal conflicts and negative emotions/job satisfaction were stronger for faculty than for staff.

High-Cost Analysis

Studies linking medical costs to behavioral risk and risk-lowering often use means for comparisons, although claims data are highly skewed. The result overestimates and obscures the case for work-site health promotion. In this study, high-cost analysis is illustrated in a sample of university employees. Five risk factors were examined: cholesterol, blood pressure, cardiovascular fitness, body fat, and smoking status. Screened employees who released their claims (n = 367) were examined against a random sample of employees (n = 587). Linear regression was used to determine the risk of having high claims costs within four gender-specific age groups. A formula was then applied to determine that more than 43% of the cost of medical claims was associated with elevated risk. High-cost analysis accounts for the skewness in claims data and presents a clear case for work-site health promotion.

Patterns of drug use among young adults

The present study assessed patterns of multiple drug use among a sample of university employees and students who had been identified as having moderately high drug use habits. Use of eleven categories of legal and illegal drugs was tested and subjects reported how much of each drug they currently and habitually used. Factor analysis yielded three factors of drug use. Four of the items in the first factor (hallucinogens, cocaine, marijuana, alcohol) exhibited moderately strong and positive intercorrelations, suggesting that this particular pattern of drug use was the most common and/or reliable among young adult drug users. Sedatives and opiates were the highest loading items on the second factor, suggesting a pattern of drug use motivated by the desire for relaxation and stress avoidance. The third factor identified a pattern of legal stimulant use involving two of the three food-like categories of items employed in the present study (i.e., caffeinated cola beverages and chocolate, but not coffee). The results provided only mixed support for the hypothesis that categories of drugs with similar pharmacological properties define patterns of multiple drug use.

PERFORMANCE APPRAISAL BEHAVIORS: SUPERVISOR PERCEPTIONS AND SUBORDINATE REACTIONS

This study examined supervisor perceptions and subordinate reactions to formal performance‐appraisal reviews. The performance‐appraisal behaviors of supervisors and the reactions of their subordinates were studied in a sample of university employees. A factor analysis revealed that there were three dimensions of formal performance appraisals: two developmental dimensions (being supportive; emphasizing performance improvement) and one administrative dimension (discussing pay and advancement). Regression analyses suggested that supervisors supported highly rated individuals and stressed improvement efforts for poor performers. After controlling for the level of previous performance ratings, results indicated that support in the appraisal review was associated with higher levels of employee motivation, while discussing pay and advancement was associated with higher levels of employee satisfaction. Unfortunately, improvement efforts by the supervisors did not influence job performance one year later.

Effects of career orientation on retirement attitudes and retirement planning

The impact of career orientation and demographic variables on retirement attitudes, intended age of retirement, and retirement preparation is examined among a sample of university employees. Results indicate that occupational status is associated with unique patterns of career orientation as well as differences in anticipated age of retirement. Career orientation variables are observed to be stronger predictors than demographic characteristics of retirement attitudes, while the demographic factors are found to be more efficient in predicting retirement age and level of preparation. Use of career orientation variables in the retirement preparation process is discussed.