Well-being Of Workforce Research Articles

Perceived Impact of Affect Labeling and Social Sharing in Healthcare: Insights from a Pilot Study and Opportunities for Future Investigation

Perceived Impact of Affect Labeling and Social Sharing in Healthcare: Insights from a Pilot Study and Opportunities for Future Investigation

Investigating Correlates of Home Visitor Burnout, Compassion Fatigue, and Compassion Satisfaction in New York State: Implications for Home Visiting Workforce Development and Sustainability.

Home visitor well-being is integral to delivering effective home visiting services and a core component of successful home visiting program implementation. While burnout (BO), compassion fatigue (CF), and compassion satisfaction (CS) have been studied extensively in physicians, nurses, and other health providers, little is known about the correlates of these phenomena in home visitors. This cross-sectional study examined demographic characteristics (age, race, gender), health and personal experiences (anxiety, physical health, and adverse childhood experiences), and job-related factors (caseload, role certainty, job satisfaction) as correlates of BO, CF and CS among a sample of 75 home visitors employed across six MIECHV-funded agencies in New York State. Descriptive statistics were used to characterize our sample; linear regressions were employed to investigate correlates with outcomes of interest. Anxiety was significantly and positively associated with BO (β = 2.5, p < 0.01) and CF (β = 3.08, p < 0.01). Overall job satisfaction was significantly and inversely associated with BO only (β = -0.11, p < 0.001). Participants who identified as white were less likely to report higher levels of CS relative to non-white counterparts (β = -4.65, p = 0.014). Examinations of specific aspects of job satisfaction revealed significant associations between satisfaction with workplace operating conditions, nature of the work, and contingent rewards and select outcomes of interest. Prioritizing preventive measures that target correlates of BO and CF, such as higher levels of anxiety and lower levels of job satisfaction - particularly operating conditions - may improve workforce well-being, continuity of service delivery, and ultimately quality of care provided to clients.

“Make it the done thing”: an exploration of attitudes towards rest breaks, productivity and wellbeing while working from home

ObjectiveTaking regular rest breaks while working positively impacts productivity and wellbeing. While home and hybrid working styles have become a popular choice for employees, the impact of, and perceptions towards, taking breaks while working at home is poorly understood. The current research aimed to explore attitudes towards taking rest breaks while working from home and capture levels of breaks taken, wellbeing and productivity in a sample of UK white-collar workers.MethodsA mixed method approach was applied where self-report data from an online survey were gathered from individuals (N = 140) from one organisation. Open-ended questions regarding attitudes and perceptions towards rest break behaviours were obtained. Further quantitative measures included the number of breaks taken while working from home, levels of productivity (measured by the Health and performance Presenteeism subscale) and mental wellbeing (measured by the Short Warwick-Edinburgh Mental wellbeing scale). Both quantitative and qualitative analysis approaches were applied.ResultsQualitative responses indicated two overarching themes (1) Personal and (2) Organisational sat above four further themes including Movement outside, Structure of home working, Home environment and Digital presence. Additionally, quantitative findings indicated that the number of breaks taken outside was associated with positive changes in wellbeing.ConclusionEmployers could aim to support employees working from home in taking outside breaks through flexible working patterns, authentic leadership, and a change in company social norms around break behaviours. Such organisational changes could help to improve workforce productivity and wellbeing.

Evaluating workforce well-being: an investigation of healthcare professionals’ mental health and burnout symptoms at the Tokyo 2020 and Beijing 2022 Paralympic Games

ObjectiveTo explore the prevalence of symptoms of mental health conditions and burnout of healthcare professionals (HCPs) working during the Tokyo 2020 Paralympic Games and the Beijing 2022 Paralympic Winter Games.MethodsIn...

Hospital workforce engagement, satisfaction, burnout and effects on patient mortality: Findings from the English national health service staff surveys.

Previous studies of healthcare organizations' workforces and their performance have focused on burnout and its impact on care. The aim of this research is to expand on this and examine the association of positive organizational states, engagement and recommendation of employer as a place to work, in comparison to burnout on Hospital performance. Methods: This was a panel study of the respondents to the 2012-2019 yearly Staff Surveys of the English National Health Service (NHS) hospital Trusts with hospital performance measured by the adjusted inpatient Summary Hospital-level Mortality Indicator (SHMI). Results: In univariable regression, all three organizational states significantly and negatively correlated with SHMI, with recommendation and engagement showing a nonlinear effect. In multivariable analysis, all three states remained significant predictors of SHMI. Engagement and recommendation showed mutual correlation, with engagement being a more prevalent state than recommendation. Conclusion: Our study indicates that organizations could benefit from monitoring multiple workforce variables to preserve or enhance workforce well-being, while optimizing organizational performance. The surprising finding that higher burnout was associated with improved short-term performance requires further investigation, as does the finding of less frequent staff recommendation of work compared to staff engagement with their work.

Research on the Context of Supervisor Leadership Style and Employee Well-Being

Abstract Thailand is one of the major industrial countries in Southeast Asia, with a workforce of approximately 38 million people. In recent years, Thailand’s government has started to emphasize the physical, mental, and spiritual well-being of the Thai workforce and has encouraged businesses to apply the principles of the “Happy Workplace” to enhance employees’ happiness and well-being. Although these principles can help businesses to systematically improve employee well-being, there are still many factors affecting employee well-being that are yet to be considered. This research aims to study the context of supervisor leadership style and employee well-being of Thailand’s M Chemical Company while conducting a departmental comparison as part of the analysis. This research is a case study that utilized literature analysis and interviews for data collection. The employees of the four major departments from the production factory of M Chemical Company were recruited as participants. The results showed that the difference in the department's job characteristics and structure influenced the department manager's leadership style. When the department manager is a transformational leader, the principles of the Happy Workplace can be enhanced to further improve the employees’ well-being. Keywords: Leadership styles, Employee well-being, Happy workplace.

Role of Sehat Insaf Card in access to healthcare services

Introduction: The Sehat Insaf Card (SIC) scheme has the potential to improve access to healthcare services for low-income families in Pakistan, there are several challenges that healthcare professionals may face during its implementation. Objectives: This study aims to assess the workload, reimbursement rates, quality of care, and job satisfaction and burnout levels of healthcare professionals in private hospitals providing services under the Sehat Insaf Card scheme. The study's findings will provide insights into the effectiveness of the scheme and inform policymakers about healthcare workforce well-being. Methodology: The study utilized a cross-sectional survey design to collect data from private hospitals in Lahore, using a one-day survey and questionnaires to achieve a snapshot of the research problem at a societal level. A sample size of 200 was calculated and data were analyzed using SPSS. Regression analysis was done to calculate value significance of the analysis. Results: The study assessed the impact of Sehat Insaf Card on healthcare professionals in private hospitals. Results showed a significant impact on increased work and demand (mean score: 76.09, p-value: 0.0071), due to administrative requirements (mean score: 65.09, p-value: 0.0082), and insufficient reimbursement rates (mean score: 56.98, p-value: 0.0032).

Investigation of key domains associated with worker well-being and burnout and turnover in the early care and education workforce.

The early care and education (ECE) workforce provides care for children aged zero to five. This critical segment of the workforce experiences significant burnout and turnover rates resulting from extensive demands, including job stress and poor overall well-being. Factors associated with well-being in these settings and the resulting impacts on burnout and turnover are understudied. The purpose of this study was to investigate associations between five well-being domains and burnout and turnover outcomes among a large sample of Head Start ECE staff in the United States. An 89-item survey based off the National Institutes of Occupational Safety and Health Worker Wellbeing Questionnaire (NIOSH WellBQ) was administered to ECE staff employed in five large urban and rural Head Start agencies. The WellBQ is made up of five domains intended to measure worker well-being as a holistic construct. We utilized linear mixed-effect modeling with random intercepts to investigate associations between sociodemographic characteristics, well-being domain sum scores and burnout and turnover. After controlling for sociodemographic variables, the well-being Domain 1 (Work Evaluation and Experience) (β = -.73, p < .05) and Domain 4 (Health Status) (β = -.30, p < .05) were significantly and negatively associated with burnout; the well-being Domain 1 (Work Evaluation and Experience) (β = -.21, p < .01) was significantly and negatively associated with turnover intent. These findings suggest that multi-level well-being promotion programs could be critical to mitigate ECE teacher stress and address individual-, interpersonal-, and organizational-level predictors of overall ECE workforce well-being.

A Contemporary Model for Improving RN Job Outcomes

The pandemic has highlighted 3 critical nursing workforce issues: turnover, wellbeing, and equity. A comprehensive framework is needed to understand the interactions between these concepts. This paper proposes a model that allows for more inclusive understanding of professional outcomes for RNs, with attention not just to job outcomes, but also to equity for underrepresented groups in the workforce and individual wellbeing. The model highlights the importance of systems and societal elements, contextual elements, and individual responses to the dynamic conditions of work and life, and can be used to advance research and practice to create effective retention and support strategies.

The benefits for European companies and investors of promoting happiness through high-performing work policies

PurposeIn this paper, the authors tested if promoting the workforce's happiness (through high performance work policies or HPWP) and well-being in European Public companies relates to their profitability (return on equity, ROE), market risk (beta) and stock price return. Also, the authors tested if investors have a performance benefit if they buy a portfolio screened with companies with HPWP.Design/methodology/approachThe authors proxied the quality of the HPWP efforts in the first method with the Refinitiv workforce score. They used this data in an unbalanced panel of eastern, western, northern and southern Europe companies from 2011 to 2022. The panel data also included the ROE, the market risk (beta) and the stock price return of these companies. The authors estimated the corresponding regressions with the panel data and tested the relationship between the workforce score and these three variables. In a second method, they simulated the weekly performance of a portfolio that invested only in European companies with high standards in their HPWP and compared its performance against a conventional market portfolio (with no HPWP screening).FindingsIn the first method, the authors found no significant relationship between the workforce score and the ROE, beta, or stock price return in the panel regression, controlling for random effects. In the second one, they found no over or underperformance in the HPWP portfolio against the European market one in the second method.Practical implicationsThe results suggest that there is no risk or cost for European Public companies and investors alike if they promote, with better HPWP, the happiness and well-being of their workforce. The findings suggest that if European companies promote HPWP, there will be no adverse impact on their profits, market risk, or stock price performance. Also, investors will not lose performance (against a conventional market portfolio) if they screen their portfolios with this type of workforce-friendly companies.Originality/valueIncrease the scarce literature on the test of the workforce score with company profitability (ROE), stock market price variation and stock market risk level.

Blueprints for well-being: Modeling the way through Human-Centered Leadership and Pathway to Excellence.

Blueprints for well-being: Modeling the way through Human-Centered Leadership and Pathway to Excellence.

CHaMP: A Model for Building a Center to Support Health Care Worker Well-Being After Experiencing an Adverse Event.

With an already distressed health care workforce demonstrating high levels of burnout, depression, and suicide, access to behavioral health care, particularly after an adverse event, is critical. Unfortunately, clinicians identify multiple barriers to seeking behavioral support. In 2022 the National Academy of Medicine, in its National Plan for Health Workforce Well-Being, established "Support Mental Health and Reduce Stigma" as one of its seven priority areas. The authors developed a program called CHaMP (Center for Healthy Minds and Practice) guided by a multidisciplinary task force that developed the vision, plan, and algorithms to improve crisis response; build a peer support program; and remove barriers to accessing mental health care by establishing an on-campus behavioral health support center. This program was implemented using Kotter's 8-step Model of Change. Within the first months of establishing this program, the support team responded to multiple activations of the crisis response plan, built a peer support program, and provided counseling services to 631 employees. During the COVID-19 pandemic, CHaMP played a central role in the support of all employees. This program and its implementation based on Kotter's 8-Step Model of Change was a powerful and practical methodology to design and implement interventions to address system and individual factors that affect clinician well-being and resilience after an adverse event.

Prevalence and patterns of domestic abuse victimisation in an English police workforce

ABSTRACT Perhaps more than any other occupation, police witness the context and aftermath of domestic abuse but little is known about the police-victim overlap with regard to domestic abuse. This paper, based on survey responses from approximately one-quarter of the workforce in an English police force (weighted n = 876) addresses this gap. In the survey, respondents described personal characteristics, colleague and personal experience of domestic abuse victimisation. Weighting the data to address non-response patterns, we found lifetime prevalence of domestic abuse in the police workforce around 22%. Females were more likely than males to experience domestic abuse (relative risk (RR) 1.61, confidence interval (CI) 1.25–2.08). Of victims, 47% disclosed their victimisation to a colleague, while 37% disclosed to a line manager and 27% were abused by a partner who also worked in policing. Although there was no difference in disclosure between males and females, disclosure to a colleague (RR 1.66, CI 1.24–2.13) or a line manager (RR 1.79, CI 1.24–2.58) was more likely if the abuser worked in policing. This paper – the most comprehensive description of domestic abuse victimisation in a policing population – demonstrates that, despite their occupational role as guardians and enforcers of the law, the police workforce experience domestic abuse in similar ways as do the general population. As with the general population, this frequency of victimisation, coupled with the repetitive and continuous nature of domestic abuse and the harm it causes, represents a widespread problem and threat to the wellbeing of the police workforce.

Funding Research on Health Workforce Well-being to Optimize the Work Environment

This Viewpoint discusses the need for public funding for research that supports health workforce well-being and addresses occupational burnout among health care practitioners.

Wellbeing and mental health outcomes amongst hospital healthcare workers during COVID-19.

Global healthcare systems have been particularly impacted by the COVID-19 pandemic. Healthcare workers (HCWs) are widely reported to have experiencedincreased levels of baseline psychological distress relative to the general population, and the COVID-19 pandemic may have had an additive effect. However, previous studies are typically restricted to physicians and nurses with limited data available on hospital HCWs. We aimed to conduct a cross-sectional, psychological evaluation of Irish HCWs during COVID-19. HCWs across five adult acute level-4 Dublin-based hospitals completed an online survey of wellbeing and COVID-19 experience. There were 1898 HCWs who commenced the survey representing 10% of the total employee base. The sample comprised nurses (33%), doctors (21%), Health and Social Care Professionals (HSCPs) (24%) and 'Other' disciplines (22%), and 81% identified as female. Clinical levels of depression, anxiety and PTSD symptoms were endorsed by 31%, 34% and 28% of respondents, respectively. Professional grouping effects included: nurses reporting significantly greater levels of COVID-19 exposure, infection, COVID-fear, moral injury, and post-traumatic distress; HSCPs were significantly less likely to report mood dysfunction. In terms of gender, males were significantly less likely to report negative pandemic experiences, low resilience, and significantly more likely to endorse 'minimal' depression, anxiety, and traumatic distress. Logistic regression modelling revealed mental health outcomes (depression, anxiety and PTSD symptoms) were associated with increased frontline exposure, fewer career years' experience, elevated pre-pandemic stress, and female gender. To our knowledge, this is the largest evaluation of psychological wellbeing amongst HCWs in acute hospitals in the Dublin region. Our findings have implications for healthcare workforce wellbeing and future service delivery.

Further education workforce wellbeing: Did Covid actually change anything?

This paper considers wellbeing in the context of those working in the further education (FE) sector in England and how this has been affected by the Covid pandemic. There has been a growth of research into the impact of the pandemic on the workforce in the higher education sector and some considerations for schools. However, research that examines the FE sector's workforce, an education sector which is often considered under-resourced, can be lacking. Our empirical research seeks to begin to address this gap and provide a unique contribution through the replication of a pre-pandemic national FE workforce wellbeing study commissioned by the Education and Training Foundation. The current study uses the same scale framework as the 2019 study to assess the wellbeing of FE sector employees. The results from 347 responses show that the pandemic had a negative impact on the wellbeing of employees, but employees drew upon their resilience to cope with increasing demands in the sector.

Leading Indicators of the Health and Well-Being of the Construction Workforce: Perception of Industry Professionals

Construction is one of the most hazardous and stressful occupations throughout the world. The dynamic, complex, and high-risk nature of construction operations places significant burden on the construction workforce. This significant burden of construction operations can compromise the health and well-being of the construction workforce. The objective of the present study is to identify leading indicators of the health and well-being of the construction workforce. To achieve the study objective, a survey questionnaire was developed and distributed to construction experts in the United States. After collecting and analyzing the responses, it was found that there are six leading indicators of the health and well-being of the construction workforce: (1) toolbox talks, (2) company social events, (3) safety, health care, and wellness program, (4) employee assistance program (EAP), (5) employee benefits and perks, and (6) annual medical checkups. Identifying these indicators helps construction organizations interested in supporting employee career advancement assess and improve the health and well-being of the workforce. The findings of the study make a practical contribution to the body of knowledge on construction health and safety and enables the practitioner community to utilize the identified indicators for managing and improving construction employee health and well-being.

An Investigation of Organizational Correlates of Distress in Non-Clinician Biomedical Researchers in the United States.

Challenges ushered by the COVID-19 pandemic led to an increased focus on the mental well-being of the healthcare workforce. Despite the important contribution non-clinician biomedical researchers make to the mission of academic medical centers, the well-being of this unique population remains understudied in the United States. The purpose of this study was to examine the individual and organizational correlates of distress among non-clinician biomedical researchers. A survey was delivered to employees of a large academic medical center in the southeastern United States, including non-clinician biomedical researchers. Participants were asked to assess their own well-being using the validated Well-Being Index (WBI) tool, resilience, work and nonwork-related stressors and demographic descriptors. Descriptive statistics and bivariate analyses were conducted, and binary logistic regression was used to examine predictors of increased odds of overall distress. Nearly 44% of surveyed non-clinician biomedical researchers met the threshold for high distress which indicates an increased risk of suicidal ideation, turnover intention, and burnout. The major correlates of distress were at the organizational level, including perceived organizational support (OR 0.79, 95% CI 0.70-0.90), heavy workload and long hours (OR 3.25, 95% CI 1.53-6.88), inability or lack of support to take time off (OR 2.80, 95% CI 1.03-7.66) and conflict with supervisor (OR 5.03, 95% CI 1.13-22.1). While lower individual resilience (OR 0.69, 95% CI 0.54-0.88) was statistically significantly associated with greater distress, it accounted for less than 10% of the overall variance when controlling for other work-related factors. These findings suggest that developing organizational interventions that address institutional support for non-clinician biomedical researchers within academic medical centers represents an important opportunity to reduce distress within this population. While emphasizing individual resiliency as an important in the pursuit of well-being, it is also the responsibility of the organization to create and foster an environment in which employees can access their own resilience.

An Exploratory Evaluation of the Impact and Acceptability of a Structured Reflective Practice Program Piloted with Staff in a Forensic Mental Health Setting

This study describes and examines the impact of a novel Reflective Practice program tailored to the multidisciplinary clinical workforce at an inpatient forensic mental health setting. Surveys assessing wellbeing, self-efficacy and reflective practice capacity were administered to all clinical staff prior to commencement of the Reflective Practice program, as well as six months post-implementation. Interviews were also conducted with key clinical stakeholders to obtain detailed feedback regarding the impact of the program across the organization following six-eight months of implementation. Staff who participated in post-implementation surveys reported significantly higher confidence in their work when compared to staff at baseline, while clinical stakeholders observed improvements in the cohesion of the multidisciplinary team. In spite of the limitations of the pragmatic study design and small sample size, results suggest the novel Reflective Practice program offers an acceptable model for adoption in an inpatient forensic mental health setting, with potential to improve the wellbeing, learning and morale of a forensic mental health workforce. The findings also highlight the need to support practice development and wellbeing in early career clinicians, where low confidence and high stress are predominant.

Investigating the effect of media synchronicity in professional use of video conferencing applications

PurposeThis research aims to gain a holistic understanding of how video conferencing (VC) apps' media characteristics influence individuals' perceptions of VC apps and, ultimately, their use and continued use in professional settings.Design/methodology/approachA conceptual research model is developed by integrating constructs from media synchronicity theory (MST), social presence theory and the unified theory of acceptance and use of technology (UTAUT2) model, as well as ubiquity, technicality and perceived fees. Structural equation modeling (SEM) is used to empirically test the conceptual model using data collected from 252 working professionals from the European Union.FindingsThe results reveal that while performance expectancy (PE) and facilitating conditions (FC) are fundamental to VC app use, these factors alone do not explain the use and continuing use of VC apps in the professional context. Media characteristics that include synchronicity, social presence, and ubiquity are equally crucial to professionals using VC apps. It also confirms the moderating effect of convergence on the relationship between synchronicity and PE and the moderating effect of technicality and perceived fees on the relationship between ubiquity and FC.Originality/valueFor researchers, the study offers insights into the extent to which technological and socially derived characteristics of VC apps influence the routine tasks undertaken by professionals in virtual work settings. For practitioners, recommendations pivotal to the use of VC apps are presented to promote higher acceptance and improved well-being of the professional workforce.