Social Workplace Research Articles

Does Organization Matter for Health? The Association Between Workplace Social Capital and Self-Rated Health.

This study aimed to investigate the association between workplace social capital at the individual and government organizational levels, and self-rated health among public employees in South Korea. We conducted a cross-sectional survey of public employees at government organizations in South Korea from June 2018 to December 2018. In total, 815 respondents in 31 government organizations were analyzed. We fitted two-level random intercept logistic regression models. We found that the vertical component of workplace social capital at the individual and organizational levels was positively associated with good self-rated health. Our results suggest that decision-makers targeting public interventions at the government organizational level to improve employee health are unlikely to observe an appreciable impact since a relatively small proportion of the variation in self-rated health was attributed to this level.

Using Video Modeling Package on Improving Workplace Social Skills of Young Adults with Talent Traits and Autism: A Case Study

Stable, positive relationships with colleagues or supervisors are difficult for students with autism spectrum disorder (ASD) to maintain. Little was known in teaching social skills of students with ASD in workplace, not mentioning for those who have ASD as well as talent traits. This pilot case study aimed to use a package of cognitive behavioral training, applied behavior analysis (ABA) guidelines, and secondary-tier generic video modeling to teach workplace social skills to five young adults with ASD and talent traits. The intervention lasted for 8 weeks, with 3 hours of intervention each week. Per ABA guidelines, the authors focused on the talent traits and preferred activities of the participants with ASD, and structured the training to include a reward system and opportunities to practice learned skills in the community. Analysis using nonparametric statistics revealed a significant difference between the means of pretest and posttest scores (Z = 2.032, p < .05) on a curriculum-based assessment. Significant improvements among the participants were noted on their assessments of all five target skills, on the teacher log, and through interviews. This study requires further replication with rigorous design to make causal conclusion.

Experiences With Managing the Workplace Social Environment: A Qualitative Study.

This study aims to examine 1st-line managers' (FLMs') experiences in managing the workplace social environment (WSE). FLMs are responsible for the establishment and maintenance of supportive WSE essential for effective teamwork. Poorly managed WSE and dysfunctional teams hold negative implications for patients, teams, and organizations. This was a qualitative descriptive study, using content analysis of individual and focus group interviews with FLMs and directors. FLMs play a critical role in the management of the WSE; however, the task is fraught with constraints and challenges including competing demands, lack of support, and insufficient training. Findings explicate how competing demands and communication challenges impede the successful management of the WSE. Given the importance of a healthy WSE to patient, professional, and organizational outcomes, FLMs need support, training, and resources to assist them in managing the social environment alongside other competing priorities.

Development of a Measure of Informal Workplace Social Interactions.

A measure of informal, non-task-related workplace social interactions that captures both the frequency of interactions and the positive affect that can accompany such interactions was developed and validated. In two samples of employees (N = 188 and N = 315, respectively), the factor structure, reliability, and incremental predictive validity of the newly developed measure were evaluated. Results support the anticipated two-factor structure, demonstrate strong psychometric properties, and reveal that the new measure explains additional variance in employee outcomes (job satisfaction and job-related positive affect). This newly developed, 16-item scale provides a psychometrically sound measure for researchers and organizations to use in assessing, and potentially improving, two dimensions of workplace social interactions.

Construct validity of a global scale for Workplace Social Capital based on COPSOQ III.

Background and aimWorkplace Social Capital has been suggested as a useful concept when addressing organizational and social factors of the work environment. The overall aim of the present study is to establish and evaluate the construct validity of a measure of Workplace Social Capital based on the operationalization suggested in the third version of the Copenhagen Psychosocial questionnaire.MethodsThe present study is based on data collected as part of a validation and development project for the use of the Swedish version of COPSOQ at workplaces and includes responses from 1316 human service workers answering a workplace survey. Six items from scales for organizational justice, vertical trust and horizontal trust in COPSOQ III were included in the analyses. Rasch Analysis was used for scale validation.ResultsThe analyses showed that the psychometric properties of the suggested COPSOQ scale for Workplace Social Capital were satisfactory after accommodation for local dependency. Each individual item worked as intended, the scale was unidimensional and functioned invariantly for women and men, and for younger and older employees. The scale was furthermore found to be valid for use for distinguishing groups, not individuals.ConclusionWe have established that the scale for Workplace Social Capital measured by COPSOQ III is valid for distinguishing groups, e.g. work teams. The scale exhibits good construct validity as it satisfies the measurement criteria defined by the Rasch model.

Workplace Violence and Social Engineering Among Korean Employees

The purpose of this study is to investigate if workplace violence has a negative influence on employees who are exposed to social engineering. This article explores if information security culture can be helpful to make them to resist social engineering. In the results, first, job-related bullying and abusive supervision decreases employees' intention to resist social engineering. Second, information security culture decreases the negative effect of job-related bullying, abusive supervision or organizational politics on employees' intention to resist social engineering.

Relationship of social capital with overweight and obesity among female health care workers.

Background:The epidemic of obesity has turned into a major global health challenge. Environmental and social factors such as social capital, can significantly affect obesity. This study aimed to evaluate the relationship of social capital with overweight and obesity among female health-care workers.Methods:This cross-sectional study was conducted in 2018 on 680 female health-care workers who were randomly selected from healthcare settings affiliated to Babol University of Medical Sciences, Babol, Iran. Data were collected using a demographic questionnaire and the Workplace Social Capital (WSC) questionnaire. The SPSS Version 21 was employed to analyze the data through conducting the independent-sample t and the chi-square tests as well as the linear and the logistic regression analyses at a significance level of less than 0.05.Results:Linear regression analysis revealed that age, marital status, satisfaction with economic status, and structural social capital were significant predictors of body mass index (P<0.05). Moreover, logistic regression analysis indicated that weak social capital increased the odds of overweight/ obesity by 1.3 times (OR=1.345; 95% CI: 0.643–2.812) and weak structural social capital significantly increased the odds of overweight /obesity by almost four times (OR=3.757; 95% CI: 1.628–8.671; P=0.002).Conclusion:Social capital, particularly structural social capital, is a significant predictor of body mass index and a protective factor against obesity among female health-care workers. Further studies are needed to determine the paths through which social capital affects obesity- and overweight-related behaviors.

Workplace Social Capital and Health-Related Quality of Life: A Cross-Sectional Study among Schoolteachers Working at Junior Highs

Workplace Social Capital and Health-Related Quality of Life: A Cross-Sectional Study among Schoolteachers Working at Junior Highs

Satisfaction With Work-Family Balance Mediates the Relationship Between Workplace Social Support and Depression Among Hospice Nurses.

The purpose of this study was to investigate the relationship between social support (from personal and workplace sources) and psychological distress (depression, anxiety, and stress symptoms), as well as to examine the mediating role of satisfaction with work-family balance among hospice nurses. A cross-sectional study design was utilized with a sample of 90 hospice nurses from the southern United States. Participants completed online surveys, including (a) the Depression, Anxiety, and Stress Scale (DASS-21), (b) loosely adapted items from the Affectivity, Burnout, and Absenteeism Scales, and (c) Satisfaction with Work-Family Balance Scale. Workplace social support, not personal social support, was associated with lower psychological distress, and satisfaction with work-family balance mediated the relationship between workplace social support and depression symptoms, a component of psychological distress. Hospice nurses' social support in the workplace and their satisfaction with the balance between their work and family lives play a role in supporting their mental health. Hospice nurses may benefit from programs fostering the creation of workplace-based interpersonal relationships.

Association Between Workplace Social Capital and Absolute Presenteeism: A Multilevel Study in a Chinese Context.

The aim of this study was to investigate the association between workplace social capital (WSC) and presenteeism in a Chinese context. We conducted a cross-sectional study in Shanghai, China, from December 2016 to March 2017. Totally, 2380 workers were randomly sampled through a two-stage sampling procedure. Validated and psychometrically tested measures were used to assess job stress, self-rated health and absolute presenteeism (AP), and WSC. Job stress [unstandardized coefficients, B:1.83, 95% confidence interval (95% CI): 0.43 to 3.24] was positively associated with AP. Compared with participants with excellent self-rated health, those with very good, good, and general self-rated health had gradationally higher levels of AP. High individual-level WSC (B: -6.32; 95% CI: -7.62 to -5.02) and workplace-level WSC (B: -4.43; 95% CI: -7.44 to -1.42) were negatively associated with AP. Interventions on promoting workers' health, decreasing job stress, and enhancing WSC may contribute to decreasing AP in Chinese workplaces.

Psychometric Properties of Persian Version of the Short-Form Workplace Social Capital Questionnaire for Female Health Workers.

Background: The workplace social capital is one of the important features of clinical work environment that improves the productivity and quality of services and safety through trust and social participation. Evaluation of workplace social capital requires a valid and reliable scale. The short-form workplace social capital questionnaire developed by Kouvonen has long been used to evaluate the workplace social capital. Objective: To evaluate the psychometric properties of the Persian version of the questionnaire among a group of female Iranian health care workers. Methods: The Persian version of the short-form questionnaire of workplace social capital was finalized after translation and back-translation. 500 female health care workers completed the questionnaire. Then, the content validity and the construct validity of the questionnaire were assessed. The reliability of the questionnaire was assessed by Cronbach's α, θ, and McDonald's Ω. The construct reliability and ICC were also evaluated. Results: Based on the maximum likelihood exploratory factor analysis (n=250) and confirmatory factor analysis (n=250), two factors were identified. The factors could explain 65% of the total variance observed. The model had an acceptable fit: GFI=0.953, CFI=0.973, IFI=0.974, NFI=0.953, PNFI=0.522, RAMSEA=0.090, CMIN/DF=2.751, RMR=0.042. Convergent and divergent validity as well as internal consistency and construct reliability of the questionnaire were confirmed. Conclusion: The Persian version of Kouvonen workplace social capital has acceptable validity and reliability. The questionnaire can thus be used in future studies to assess the workplace social capital in Iranian health care workers.

Silk Stockings and Socialism: Philadelphia’s Radical Hosiery Workers from the Jazz Age to the New Deal by Sharon McConnell-Sidorick

Silk Stockings and Socialism: Philadelphia’s Radical Hosiery Workers from the Jazz Age to the New Deal by Sharon McConnell-Sidorick

The Effects of Family-Friendly Policies and Workplace Social Support on Parenting Stress in Employed Mothers Working Nonstandard Hours

This study examines whether family-friendly policies (childcare leave, on-site childcare, and flexible working hours) and workplace social support (supervisor and coworker support) in South Korea are directly related to parenting stress among employed mothers with nonstandard work schedules. In addition, this study investigates the moderating role of family-supportive organization perceptions in the aforesaid associations. Data were collected from 223 employed mothers who have nonstandard work schedules with at least one or more children under the age of six. Results show that on-site childcare, flexible working hours, and supervisor support are negatively associated with parenting stress, whereas childcare leave is positively associated with parenting stress. Employed mothers with high family-supportive organization perceptions report low levels of parenting stress when they received high levels of supervisor support or did not take childcare leave. Additionally, employed mothers with low family-supportive organization perceptions report high levels of parenting stress when they did not use on-site childcare. Consequently, our findings indicate that employed mothers’ greater family-supportive organization perceptions are key factor reducing their parenting stress when they are limited to use family-friendly policies. Implications are discussed in terms of the importance of work-family intervention to the work-family balance among mothers working nonstandard hours.

Investigation into the metric properties of the workplace social capital questionnaire and its association with self-rated health and psychological distress amongst Greek-Cypriot registered nurses: cross-sectional descriptive study

BackgroundSocial capital can been described as an individual or a collective attribute, with structural and cognitive components, and a bonding, bridging and linking typology. While extensively studied in the community, studies in occupational settings are sparse by comparison. Furthermore, there is no uniformity in its measurement. This study investigated the construct validity of a Workplace Social Capital questionnaire (WSC), originally developed in the Finnish Public Sector occupational cohort, in a different socio-cultural setting (Cyprus), language (Greek) and occupational group (Registered Nurses). It also explored its criterion concurrent validity according to observed association with self-rated health and psychological distress.MethodsParticipants were 10% of all registered nurses (N = 362) who responded to the 8-item WSC scale during a nationwide educational programme. A unidimensional model was compared with the postulated two-factor (structural vs cognitive) and three-factor model (bonding, bridging, linking) in Confirmatory Factor Analyses. The association with self-rated health (0–100 Visual Analogue Scale) and mental distress (GHQ-12 ≥ 4) was assessed in linear and logistic regression models.ResultsA bonding (Cronbach’s a = 0.76), bridging (a = 0.78) and linking (a = 0.89) structure explained 77.6% of the variance and was a better fit as indicated by goodness of fit indices. Elevated odds of mental distress and poorer self-rated health were observed among participants with the lowest levels of perceived workplace social capital. In adjusted models, associations appeared stronger with bonding social capital (adjOR of mental distress = 2.71 95% CI = 1.08, 6.79) while those with the highest scores rated their health higher by 8.0 points on average (95% CI = 2.1, 13.8). Low linking social capital was also associated with poorer health but no consistent associations were observed with bridging.ConclusionWhile associations appeared stronger with bonding and linking, this may reflect a weakness of the measure to fully capture bridging social capital. Even though, this aspect might need strengthening, the WSC showed good metric properties in a different setting, language and occupational group. Cross-national and cognitive validation studies are needed.

When and how Workplace Social Support Improves Family Performance

This research investigates the simple and conditional indirect effects of emotional and instrumental family related social support from coworkers on relationship and task family performance. Work to family enrichment is incorporated as mediator and family role salience as the conditional moderator. Primary data were collected through the Likert type of survey questionnaire from the employees working in banking sector of Pakistan (N = 401). It was found that emotional and instrumental family related social support from coworkers have significant effect on relationship and task family performance. Further, the effect of emotional support were more on relationship and the effect of instrumental were more on task family performance. Work to family enrichment was found as mediator in the relationship between social support types and family performance types. Family role salience was found as the conditional moderator in the indirect relationship between both types of social support and both types of family performance. This study will help managerial practitioners and researchers to understand the direct and conditional indirect effects of two specific types of social support (i.e., emotional and instrumental) on two specific types of family performance (i.e., relationship and task).

Relaxing and Communication-Promoting Effects of Wooden Tableware at Workplace Social Gathering

&lt;em&gt;Human beings are thought to have evolved in close contact with wood and touching wood is known to have relaxing effects. In 10 health subjects participating workplace social gathering, the effects of the use of wooden tableware on autonomic functions and communication were examined in comparison to the use of porcelain-metal tableware with a crossover study design. Analysis of pulse rate variability revealed that, compared to porcelain-metal tableware, wooden tableware lowered the amplitude of low-frequency (LF, 0.04-0.15 Hz) component without affecting the amplitude of high-frequency (HF, 0.15-0.45 Hz) component, resulting lower LF-to-HF ratio. Communication measured by the total number of utterances did not differ with the type of tableware. Subjective evaluation by a post questionnaire also showed consistent results, indicating better impression, warmth, relaxation, remission, nostalgic feeling for wooden tableware than porcelain-metal tableware. The use of wooden tableware may reduce sympathetic tone at the workplace social gathering compared to porcelain-metal tableware.&lt;/em&gt;

Primary Care Practice Workplace Social Capital: A Potential Secret Sauce for Improved Staff Well-Being and Patient Experience.

Patient experiences with the health-care system are increasingly seen as a vital measure of health-care quality. This study examined whether workplace social capital and employee outcomes are associated with patients’ perceptions of care quality across multiple clinic sites in a diverse, urban safety net care setting. Data from clinic staff were collected using paper and pencil surveys and data from patients were collected via a telephone survey. A total of 8392 adult primary care patients and 265 staff (physicians, nurses, allied health, and support staff) were surveyed at 10 community health clinics. The staff survey included brief measures of workplace social capital, burnout, and job satisfaction. The patient-level outcome was patients’ overall rating of the quality of care. Factor analysis and reliability analysis were conducted to examine measurement properties of the employee data. Data were aggregated and measures were examined at the clinic site level. Workplace social capital had moderate to strong associations with burnout (r = −0.40, P < .01) and job satisfaction (r = 0.59, P < .01). Mean patient quality of care rating was 8.90 (95% confidence interval: 8.86-8.94) ranging from 8.57 to 9.18 across clinic sites. Pearson correlations with patient-rated care quality were high for workplace social capital (r = 0.88, P = .001), employee burnout (r = −0.74, P < .05), and satisfaction (r = 0.69, P < .05). Patient-perceived clinic quality differences were largely explained by differences in workplace social capital, staff burnout, and satisfaction. Investments in workplace social capital to improve employee satisfaction and reduce burnout may be key to better patient experiences in primary care.

Investigating higher Education Students’ Professional Socialisation: a revised framework

ABSTRACTResearch on professional socialisation in higher education has been conducted in nursing, pharmacy, teaching and law, but there is a lack of studies on professional socialisation in tourism and hospitality education. This paper contributes to the body of knowledge by revising the professional socialisation framework ‘Conceptualising Graduate and Professional Student Socialisation’ through the findings of a broader study on the professional socialisation of Chinese international students enrolled in tourism and hospitality degrees at a particular Australian university. The study examined diverse stakeholders’ perceptions of attributes needed by Chinese graduates with Australian university qualifications in tourism and hospitality management entering the Chinese hotel industry. The revised framework, ‘Higher Education Students’ Professional Socialisation Framework’, suggests different processes for enhancing the socialisation and career development of Chinese international students with an Australian tourism and hospitality management degree through work-integrated learning; language learning and communication; teamwork and mentoring; and interactions among different stakeholders. Furthermore, workplace socialisation emphasises mentoring and recognises different approaches to career development. Finally, the revised framework explains how the different stakeholders impact on the professional socialisation of students and graduates. The revised framework, which has a cross-cultural dimension, is generic and can be applied to other fields of study and to both international and domestic students in higher education.

Teacher Professional Socialisation: Objective Determinants

Entry into teaching is generally recognised as a crucial phase in the professional life of a teacher. The initial years at school can be a critical part of a teacher’s career having long-term implications for teacher effectiveness, job satisfaction and also career length. The problem of a high drop-out rate of novice teachers has gradually become a global issue. Therefore, teacher professional socialisation as a specific field within a larger body of research into occupational socialisation has received increased attention in the last decades. The paper presents a brief overview of teacher socialisation research paradigms within which both the anticipatory socialisation (pre-service) and the workplace (organisational) socalisation are investigated. Further on, the focus is specifically on the latter and on the factors that determine the processes of workplace socialisation of novice teachers. While recognising the significance of subjective determinants, we aim to survey mainly the objective ones in this article. Three layers of social context are addressed: interactive (pupils and classrooms), institutional (school culture, staff, and leadership) and cultural (local social community as well as broader economic, political and cultural environment).

A Needs Driven Model of Workplace Social Effectiveness in Adults With Disabilities

Social effectiveness is central to workplace success. Yet, surprisingly little is known about the factors that influence effectiveness in managing the social requirements of the workplace. This study provides a preliminary analysis of a model of workplace social effectiveness for adults with disabilities. A total of 330 adults with disabilities participated in an online, cross-sectional research study. Researchers used several measures to assess the extent to which latent variables representing communal and positive approaches to social situations influenced workplace social effectiveness and whether that relationship was mediated by the ability to connect with others. Results from a structural equation model analysis suggest that both a communal and positive social approach predict workplace social effectiveness. The ability to connect with others partially mediated relationships between both communal and positive approaches and workplace social effectiveness. Although the cross-sectional and self-report nature of this study limits the conclusions that can be drawn, the findings lay a groundwork for further model testing and clinical interventions in rehabilitation counseling services. The results offer an alternative socioemotional approach for identifying and intervening on workplace social effectiveness that can be applied to adults with disabilities.