Workplace Personnel Research Articles

BE EPIC-VR: TRANSLATING AN IN-PERSON, PERSON-CENTERED COMMUNICATION TRAINING PROGRAM INTO VIRTUAL REALITY

Abstract Be EPIC is a dementia-specific, person-centered communication training program for frontline healthcare workers that uses simulations with trained actors, reflection, and feedback. Scaling Be EPIC is limited by resource and methodology demands of recruiting and training actors and consistency of delivery across sites. Virtual reality (VR) is a promising solution to the problem of scaling Be EPIC because it provides interactive, realistic, and consistent simulations. However, there is limited research on implementing VR to train frontline healthcare workers. Guided by the Consolidated Framework for Implementation Research, the current study used an effectiveness-implementation hybrid design to compare simulation experiences of Be EPIC-VR with Be EPIC-in person and real-world clinical encounters. The study also explored factors that can influence the future implementation of Be EPIC-VR in long-term care home settings during the pre-implementation period. Six frontline healthcare workers who completed the Be EPIC in-person version with trained actors also completed the same assessment simulation in VR, followed by an interview. Thematic analyses revealed two themes that contributed to the simulation’s realism: the immersive nature of the virtual environment and the accuracy of the avatar’s visual, verbal, and behavioral characteristics. Moreover, the factors influencing the successful implementation of VR simulations in long-term care home settings include sufficient technological infrastructure and workplace personnel who can assist with Be EPIC-VR implementation. The findings highlight the potential to scale Be EPIC using VR and provides insights into the iterative process involved in translating an in-person training into a VR training program.

Inclusive leadership and knowledge sharing in Japanese workplaces: the role of diversity in the biological sex of workplace personnel

PurposeThis study aims to examine the impact of managers’ inclusive leadership (IL) on knowledge-sharing (KS) behavior. Additionally, the authors consider the cross-level moderation effect of diversity in the biological sex of employees on the relationship between IL and employee KS behaviors.Design/methodology/approachA two-wave questionnaire survey was conducted in a large Japanese company. The sample included 827 employees (254 men and 573 women) in 129 groups. The authors, then, conducted a cross-level analysis using hierarchical linear modeling (HLM).FindingsIL promotes two types of KS among employees: knowledge donating (KD) and knowledge collecting (KC). Additionally, the moderating effects of employee biological-sex diversity on the relationship between IL and KS varied according to the KS type. IL had a positive effect on KD only in groups with higher biological-sex diversity, and did not affect groups with lower biological-sex diversity. Biological-sex diversity did not moderate the relationship between IL and KC.Practical implicationsThis study has practical implications, especially for personnel departments with high diversity in employees’ biological sex. Further, to improve employees’ KS behaviors, it may be important to develop managers’ IL skills.Originality/valueThis is the first study that explores the relationship between IL and KS and the first to provide evidence of the moderating effect of diversity of employee’s biological sex.

Promoting Workplace Guidance and Workplace–School Collaboration in Vocational Training: A Mixed-Methods Pilot Study

The aim of this mixed-method pilot study was to expand the understanding of potential methods to support collaboration between vocational schools and workplaces and to enhance workplace guidance processes. Specifically, we evaluated whether a Cultural-historical Activity theory-based intervention program could have beneficial effects on school–workplace collaboration and on the individual-level competencies of the teachers and workplace personnel. Our results indicate that the change workshop provides a potential mechanism for enhancing personal competencies such as self-efficacy and for promoting collaboration between schools and workplaces, especially in terms of defining objectives for workplace learning. Our study also highlighted how the change workshop method has the potential to trigger expansive learning, in which school personnel and workplace trainers, through learning actions, can change and create new ways of working together. This study highlights the importance of providing workplaces and educational institutions with opportunities to share experiences and learn how to promote workplace-situated learning together.

Onset of workplace sexual harassment and subsequent depressive symptoms and incident depressive disorder in the Danish workforce

BackgroundWe studied onset of workplace sexual harassment and subsequent risk of depressive symptoms and depressive disorder. MethodsWe examined 9,981 individuals who participated in the Work Environment and Health in Denmark survey in 2012 and 2014 and 6,647 individuals who also participated in 2016, all unexposed to sexual harassment in 2012. Depressive symptoms and disorder were assessed with the Major Depression Inventory. Using linear regression, we estimated the associations between onset of sexual harassment in the 12 months preceding the 2014 survey and depressive symptoms in 2014 and 2016, respectively. Using logistic regression, we estimated risk of incident depressive disorder in 2014. ResultsOnset of sexual harassment was associated with elevated depressive symptoms in 2014, both for harassment by non-workplace personnel (e.g., patients, estimate (B): 1.61, 95% CI: 0.51–2.72, p = 0.004) and workplace personnel (e.g., supervisors, B: 3.85, 95% CI: 2.51–5.20, p < 0.001), after adjustment for depressive symptoms in 2012. Harassment by workplace personnel was further associated with elevated depressive symptoms in 2016 after adjustment for symptoms in 2012, but not after adjustment for symptoms in 2014. Harassment by workplace personnel was associated with incident depressive disorder in 2014 (odds ratio: 5.26, 95% CI: 2.68–10.31, p < 0.001). LimitationsDepressive symptoms and disorder were assessed with a validated self-administered rating scale but not a clinical diagnostic interview. Participants reporting harassment in 2014 had elevated depressive symptoms already in 2012 requiring future investigation. ConclusionsExposure to sexual harassments at the workplace may be a contributing factor in the aetiology of depressive symptoms and disorder.

The psychological and physiological health effects of fatigue.

The issue of employee fatigue is becoming increasingly prominent, particularly in safety-critical industries. To produce an in-depth review collating the known psychological and physiological health and work effects of fatigue to guide mitigation strategies in safety-critical industries. Literature searches were conducted via scientific databases using appropriate filters and keywords. The available results were collated into a review and commentary. Decreased sleep duration and chronodisruption have been shown to cause both significant morbidity and mortality. There is a large body of evidence showing strong associations between fatigue, reduced cognition and occupational accidents, as well as increased metabolic and reproductive health sequelae, some forms of cancer and mortality. Additional evidence links fatigue with mental, gastrointestinal, neurological and chronic pain sequelae. Fatigue risk mitigation strategies should be implemented, not only to reduce these short- and long-term health risks in employees of safety-critical industries, but also to create more efficient, productive and effective workplace personnel with longer and more fulfilling careers. This requires improved acute fatigue mitigation, as well as the prevention of cumulative fatigue build-up and the formation of acute-on-chronic fatigue. The health recommendations for fatigue mitigation outlined in this paper are pertinent to all professions where employees have high rates of both acute and chronic fatigue.

Managing Employees Undergoing Total Hip and Knee Replacement: Experiences of Workplace Representatives

Introduction There is little research on return to work (RTW) from a workplace perspective following hip and knee replacement (THR/TKR) despite employers and other workplace personnel having a key role. Our aim was to explore the experiences of individuals in the workplace in managing employees undergoing THR/TKR. Methods Employers and other workplace representatives from a cross-section of employment sectors and sizes, with experience of managing employees undergoing THR/TKR in the previous 12 months, were recruited. Interviewees included small business owners, line managers, colleagues, human resources managers and occupational health advisers. Semi-structured, qualitative interviews were conducted and data were analysed thematically. Results Twenty-five individuals were interviewed. The main themes identified were accommodating the employee, and barriers and facilitators to RTW. Accommodations included changes to the work environment, amended duties, altered hours, changed roles and colleague support. Perceived barriers and facilitators to RTW included the role of GPs and occupational health, surgical issues, characteristics of the work environment and of employees. Conclusions Employers are motivated to effect supported RTW for employees undergoing THR/TKR but have insufficient guidance. Strategies are required to signpost employers to existing RTW advice, and to develop recommendations specific to lower limb arthroplasty. Communication between medical practitioners and employers should be facilitated in order to enhance the RTW experience of individuals undergoing THR/TKR.

Exploring the Potential of Educational Developer Portfolios

There is growing interest in portfolios within the context of higher education, especially related to the use and integration of student learning portfolios, teaching portfolios, and eportfolios. Although little scholarly discourse has focused on educational developer portfolios, these have the potential to promote reflection on practice, showcase accomplishments, make explicit our approaches to practice, demonstrate impact, and support workplace personnel decisions. Despite these benefits, our community has not uniformly adopted the educational developer portfolio. Drawing from scholarly literature and based on findings from research gathered through World Cafes, this study explores the possibilities and potential for the educational developer portfolio. Findings demonstrate that these portfolios can be an authentic tool to communicate and substantiate the depth, breadth, and richness of our work. However, there is a need for a cultural shift throughout our community to further integrate and normalize educational developer portfolios in our practice.

Exploring the Potential of Educational Developer Portfolios

There is growing interest in portfolios within the context of higher education, especially related to the use and integration of student learning portfolios, teaching portfolios, and eportfolios. Although little scholarly discourse has focused on educational developer portfolios, these have the potential to promote reflection on practice, showcase accomplishments, make explicit our approaches to practice, demonstrate impact, and support workplace personnel decisions. Despite these benefits, our community has not uniformly adopted the educational developer portfolio. Drawing from scholarly literature and based on findings from research gathered through World Cafes, this study explores the possibilities and potential for the educational developer portfolio. Findings demonstrate that these portfolios can be an authentic tool to communicate and substantiate the depth, breadth, and richness of our work. However, there is a need for a cultural shift throughout our community to further integrate and normalize educational developer portfolios in our practice.

The POWERPLAY workplace physical activity and nutrition intervention for men: Study protocol and baseline characteristics

Many health promotion programs hold little “manly” appeal and as a consequence fail to influence men's self-health practices. That said, the workplace can provide an important delivery point for targeted health promotion programs by supporting positive aspects of masculinity. The purpose of this article is to, a) describe the intervention design and study protocol examining the feasibility of a gender-sensitive workplace health promotion intervention focusing on physical activity and healthy eating in male-dominated rural and remote worksites, and b) report baseline findings. This study is a non-randomized quasi-experimental intervention trial examining feasibility and acceptability, and estimated intervention effectiveness. The POWERPLAY program was developed through consultations with men and key workplace personnel, and by drawing on a growing body of men's health promotion research. The program includes masculine print-based messaging, face-to-face education sessions, friendly competition, and self-monitoring concerning physical activity and healthy eating. Male participants (N=139) were recruited from four worksites in northern British Columbia, Canada. Baseline data were collected via computer assisted telephone interview (CATI) survey which assessed physical activity, dietary behavior and workplace environment. This protocol will also be used to collect follow-up data at 6months. A process evaluation, using semi-structured interviews, will be undertaken to assess feasibility and acceptability among participants and worksites. Study outcomes will guide intervention refinement and further testing in a sufficiently powered randomized control trial.

Development, implementation and evaluation of a process to prevent and combat workplace bullying.

Our objective was to develop and implement an intervention program in collaboration with workplace personnel, to evaluate the process as a vehicle to prevent and combat bullying. The project emanates from a community-based participatory approach. We obtained data from individual and focus group interviews. We used grounded theory methodology, and made a comparative analysis before and after the intervention. Focus group interviews at the three first meetings indicated that those best positioned to prevent and combat bullying were the immediate supervisors, in collaboration with co-workers and upper management. The goal of zero tolerance toward bullying can be achieved if all concerned work together, using a humanistic value system, an open workplace atmosphere, group collaboration and conflict resolution. We developed an intervention, including lecturers and reflection groups, which ultimately resulted in an action plan. Focus group interviews at the fourth meeting, after the implementation, showed that employees were then more aware of bullying problems; the atmosphere at the workplace improved; the collaboration between and within the group was stronger; and the supervisor worked continuously to prevent and combat bullying, using the humanistic values suggested. We propose additional systematic work to implement our action plan and a conflict resolution system. The anti-bullying program implementation in the workplace achieved some success, but the intervention process is ongoing.

A case study identifying disease risk factor prevalence in government office workers in Queensland, Australia

PurposeThe purpose of this paper is to identify health and physical activity status and prevalence of chronic diseases risk factors in a sample of Government office employees.Design/methodology/approachQuantitative assessment of various health and physical activity measures including blood pressure, BMI, waist‐to‐hip ratio, cholesterol, blood glucose and physical activity in adult male (n=66; age=42 ±9 years) and female (n=262; age=40 ±10 years) Government office employees located in metropolitan, rural and remote areas of central and northern Queensland.FindingsIt was found that 54 per cent of females and 77 per cent of males were classified as overweight or obese, while 38 per cent of all participants did not participate in sufficient weekly physical activity. Metropolitan females reported significantly higher blood glucose levels and diastolic blood pressure but significantly lower waist‐to‐hip ratio than rural and remote females.Research limitations/implicationsThere was uneven sampling across geographical locations, however the sample size of each group was largely indicative of the workforce in each location.Practical implicationsThere is a large prevalence of chronic disease risk factors in male and female Government office employees working throughout metropolitan, rural and remote areas of central and northern Queensland. Workplace personnel should work to improve the health and physical activity status of employees, as this may have positive effects on workplace participation and productivity.Originality/valueThis study provides insight into the prevalence of chronic disease risk factors in Government office workers undertaking similar work duties across a variety of geographical locations, and provides suggestions for workplace interventions.

Indoor Air Problems in a Healthcare Centre – A Case Report of a Follow-up

Indoor air problems present a considerable challenge for workplace personnel. Here, we report the follow-up results of employees in a healthcare centre in Southern Finland. In this building there was moisture damage, including moulds and other microbial growth, as well as associated indoor air problems, such as sporadic high ammonia concentrations, and there was suspicion of mites. The indoor air quality was determined through mould and volatile organic compound measurements. Symptoms were recorded on the MM-40-FIN questionnaire. Two employees were also examined at the Clinic for Indoor Air Health Problems, Helsinki University Central Hospital. Employees’ complaints about dustiness and stuffiness remained mostly unchanged during the 6 follow-up years. After several renovations of the building, the eye complaints diminished to about half. Two case reports showed disappearance of symptoms when their exposure ceased. However, the complexity of indoor air problems makes it difficult to improve the indoor climate and relieve symptoms with simple renovations. Sensitive or allergic individuals may more readily react than others to these moistureassociated problems.

Sexual assault and other types of sexual harassment by workplace personnel: A comparison of antecedents and consequences.

Sexual assault and other types of sexual harassment by workplace personnel: A comparison of antecedents and consequences.

Sexual assault and other types of sexual harassment by workplace personnel: a comparison of antecedents and consequences.

Although sexual assault by workplace personnel is widely viewed as a type of sexual harassment, little is known about whether these overlapping constructs may possess some unique characteristics. This article compares the theoretical antecedents and consequences of sexual assault by workplace personnel and other types of sexual harassment among 22,372 women employed in the U.S. military. Path analysis revealed that low sociocultural and organizational power are associated with an increased likelihood of both types of victimization. Organizational climate and job gender context are directly associated with sexual harassment but are only indirectly associated with sexual assault by workplace personnel. Both types of victimization are associated with a variety of negative outcomes, but the pattern of negative consequences differs.