Workplace Support Research Articles

Disclosure Decisions of Workers Living with a Chronic Health Condition Causing Disability at Work: Are Decisions to Disclose to Co-workers and Supervisors Different?

Individuals living with chronic physical or mental health/cognitive conditions must make decisions that are sometimes difficult about whether to disclose health information at work. This research investigated workers' decisions to not to disclose any information at work, disclosure to a supervisor only, co-workers only, or to both a supervisor and co-workers. It also examined personal, health, and work factors associated with disclosure to different groups compared to not disclosing information. Employed workers with a physical or mental health/cognitive condition were recruited for a cross-sectional survey from a national panel of Canadians. Respondents were asked about disclosure decisions, demographics, health, working experience, work context, and work perceptions. Multinomial logistic regressions examined predictors of disclosure. There were 882 respondents (57.9% women). Most had disclosed to both co-workers and supervisors (44.2%) with 23.6% disclosing to co-workers only and 7% to a supervisor only. Age, health variability, and number of accommodations used were significant predictors of disclosure for all groups. Job disruptions were associated with disclosure to supervisors only and pain and comfort sharing were associated with co-worker disclosure. The findings highlight that disclosure to co-workers is common despite being an overlooked group in workplace disclosure research. Although many similar factors predicted disclosure to different groups, further research on workplace environments and culture would be useful in efforts to enhance workplace support.

Barriers and Enablers of Successful Workplace Integration of Internationally Educated Nurses (IENs) in a Host Country: A Qualitative Evidence Synthesis.

The aim of this qualitative evidence synthesis (QES) is to critically appraise the contemporary literature to gain a comprehensive understanding of the barriers and enablers of workplace integration needs of internationally educated nurses (IENs). An electronic search was conducted across multiple databases, and eligibility criteria were applied to identify papers published between January 2013 and July 2023. Out of the 830 studies initially retrieved, six met the inclusion criteria. Study quality was assessed using the Critical Appraisal Skills Programme (CASP) tool. Thematic analysis of the included studies revealed various barriers and enablers for workplace integration experienced by IENs. Barriers were: (a) IEN-related factors (cultural differences, language barriers, and disparities in the scope of nursing practice), (b) organizational factors (poor leadership), and (c) contextual factors (racism and discrimination). Enablers emerged were: (a) IEN-related factors (commitment to learn and adapt) and (b) organizational factors (structured multifaceted program, supportive workplace environment, and mentorship). Dynamic interaction exists among these factors, therefore interventions should address multiple barriers simultaneously. The QES has illuminated essential factors which impact the integration of IENs, and emphasizes the necessity of a comprehensive approach that considers the diverse challenges and opportunities that arise.

Supportive Workplace Wellness Cultures and Mattering Are Associated With Less Burnout and Mental Health Issues in Nurse Managers.

The aims of this study were to describe burnout, mental health, and healthy lifestyle behaviors of nurses in a managerial role and assess associations among workplace culture factors (perceived culture, mattering, support, and staff shortages) with burnout, mental health outcomes, and healthy lifestyle behaviors. Nurse managers foster unit-based wellness cultures, yet burnout and mental health problems adversely impact the culture and well-being of staff. A cross-sectional, descriptive correlational design was used. The Florida Organization for Nursing Leadership enabled distribution of a wellness survey to nurse managers. There were 125 participants. Healthy lifestyle behaviors were infrequently practiced. Analysis revealed significant correlations among workplace culture factors, burnout, and mental health outcomes. When compared with nurse managers with staff shortages, those without staff shortages were 6.11 times more likely to not screen positive for burnout. Health systems should address workplace culture factors and staff shortages to reduce burnout, improve mental health, and enhance healthy behaviors in nurse managers.

Clinician Experiences of and Responses to the Challenges of Working with Patients in the Australian Compensation Setting.

Previous research indicates that the compensation process is stressful for people with a compensable injury, contributing to poorer recovery. However, little is known about the challenges faced by clinicians who work in this setting. This study aims to qualitatively explore the experiences of clinicians delivering care to patients with compensable injuries in Australia. Semi-structured interviews were conducted with 26 experienced clinicians providing care to compensable patients in Australia. The interviews were transcribed, and data were analysed using reflective thematic analysis. Participants described their work as challenging due to factors such as high patient distress, poor clinical outcomes, and high administrative load. However, they responded to these challenges in varying ways. While some reported feelings of vicarious injustice, emotional exhaustion, and self-doubt, others derived a sense of meaning, purpose, and mastery from these challenges. Clinician responses to the challenge of working with people with a compensation claim were associated with access to mentoring, continuous education and training, and a supportive workplace culture. Clinicians reported both positive and negative responses to the challenges of working with people with a compensable injury. Coping strategies that were associated with more positive reactions included seeking further education, mentoring, peer support. Prioritising these support systems is important for clinician wellbeing and patient outcomes.

Self-management Behaviours among Nurses and Midwives during Pregnancy and Associated Factors: A Cross-sectional Study

The high rate of perinatal abnormality among pregnant nurses and midwives attributable to their working environment is a serious international occupational health concern. Self-management behaviours can prevent abnormalities, but nurses and midwives have difficulty carrying out these behaviours during pregnancy. This cross-sectional study aimed to examine self-management behaviours and associated factors during pregnancy among nurses and midwives. The partic­ipants were 232 pregnant or postpartum registered nurses and midwives from four Japanese general hospitals. Participant recruitment and questionnaire distribution were undertaken through hospital management. Data were collected from July to November 2022. Instruments included the Personal Demographic and Obstetric Conditions Questionnaire, the Self-Management Behaviours Questionnaire, the Working Conditions during Pregnancy Questionnaire, the Social and Workplace Support Scale, the Sense of Coherence Scale, and Self-Management Difficulties Scale. Data analysis used univariate and multiple classification analysis. Results indicated that participants demonstrated good compliance with contraindications among self-management behaviours but scored lower in knowledge and self-monitoring, abnormalities prevention, and avoiding burden movements. Multiple classification analyses revealed that parity, profession, overtime, acquisition of maternity protection provisions, managers support, family support, and prioritising the foetus were significantly associated with self-management behaviors. Nursing administrators must provide adequate information and adjust the work of pregnant staff. Policymakers need to propose measures to reinforce maternity protection provisions for pregnant nurses and midwives. Pregnant nurses and midwives need to be proactively educated on occupational health and safety. Learning the importance of acquiring maternity protection provisions, receiving support and prioritising the foetus will contribute to effective self-management practices in them. Further research is needed to promote self-management behaviours among pregnant nurses and midwives.

Bibliometric Analysis of the Impact of Work-Life Balance on Mental Health in the Workplace

This bibliometric study investigates the academic landscape surrounding work-life balance, exploring the interrelations between work-life balance and its impacts on mental health, job satisfaction, and organizational performance. Utilizing data from major academic databases from 2000 to 2023 and employing VOSviewer for network analysis, the study maps the evolution of research themes, with a special focus on changes influenced by the COVID-19 pandemic. The findings highlight the increased emphasis on mental health issues, flexibility in work arrangements, and the critical role of workplace support. The study also identifies central researchers and thematic clusters, illustrating the dynamic interplay between work-life balance strategies and employee well-being. These insights provide a valuable foundation for developing more effective policies and interventions aimed at enhancing work-life harmony.

Shift Work and Associated Health Consequences: A Review

This literature review aims to examine the complex relationship between engaging in shift work and its subsequent health sequelae, while also shedding light on fields of research that require further investigation. Indexing services (i.e., Scopus and PubMed) were used to identify pertinent studies, prioritizing original research, review articles, and meta-analyses from 2018 to 2023. Papers not published in English or where full-text translation was not available, research conducted solely on non-human populations, as well as proposal and opinion papers, were excluded. Papers published before 2018 and those with a sample size of 50 participants or fewer were also omitted. The author conducted a thorough evaluation of each study to ensure its relevance and significance. After deduplication of the search results and implementation of the exclusion criteria, 51 papers were shortlisted for this review. The keywords used for the literature search were “shift work”, “health”, “night shift”, “cardiovascular”, “circadian, cancer”, “disease”, “dose-response relationship”, and “long working hours”. The results showed that shift work significantly impacts various aspects of health, presenting risks in the areas of cardiovascular health, cancer susceptibility, circadian rhythm, immunity, metabolism, reproductive health, and mental well-being. Shift workers have increased risks for diabetes, hypertension, adverse cardiac events, circadian dysrhythmia, metabolic syndrome, mental health disorders, and even certain types of cancer. Shift work exhibits significant associations with sexual and reproductive dysfunction in both sexes, including elevated risks for miscarriages and preterm birth. In conclusion, the findings underscore the need for comprehensive health interventions and further research to understand the intricate relationships between shift work and long-term health consequences. Highlights: Disruption of circadian rhythm due to shift work contributes to various health issues, including altered melatonin levels, immune dysfunction, and metabolic disturbances. There is a critical need for longitudinal studies to explore interventions and workplace policies that can mitigate the adverse health effects of shift work. Addressing the multifaceted impact of shift work on health requires a holistic approach that considers factors like circadian rhythm optimization, workplace support, and tailored interventions.

Individual differences in perceived changes and impacts on well-being of working from home during the COVID-19 pandemic

This study examines how individual differences in employees' demographics, physical workspace, job satisfaction, workplace support, and pandemic-induced changes affected subjective well-being, productivity, and overall flourishing (Flourishing Index, FI) while working from home (WFH). A cohort of 602 employees in Bangkok, Thailand, was surveyed. Factor Analysis of Mixed Data (FAMD) revealed underlying interactions between variables that reflected differences in FI scores and work-related perceptions. In-person focus group interviews were conducted with 30 participants following their return to work to deepen understanding of aggregate survey responses. We found that the flourishing domains and short-term positive and negative affects are significantly influenced by satisfaction with the physical environment, demographics (e.g., age, marital status, and employment tier), and perceived changes in emotions, job demand, and resources. Individuals who enjoyed higher well-being ratings while WFH tended to be male, above 35 years old, in more senior employment positions, and married or living with a partner. Qualitative results confirmed how individual differences provided resilience and well-being under WFH while revealing more nuanced aspects of employer-employee support relevant to future personnel interventions. The variable groups also interact with each other, suggesting potential scenarios where individuals and organizations can implement more targeted interventions, such as physical environmental comfort, work-life balance, and social system support in future WFH situations to sustain employees’ well-being. It also shows that flourishing can be used as an indicator of worker well-being that reflects many nuanced life aspects, offering a new management tool for workplace transitions to WFH and hybrid models.

Teachers’ Work-Life Balance and Well-Being Across Opol East District, Division of Misamis Oriental

The study investigates the relationship between work-life balance and well-being among teachers in Opol East District, Misamis Oriental for the 2023-2024 school year, focusing on workplace support, work-family conflicts, and satisfaction. It involved 159 teachers selected through random sampling and used a descriptive-correlational design with an adapted questionnaire. The findings indicate a generally positive work-life balance, with satisfaction being closely linked to overall well-being. Emotional well-being was particularly strong, while work-family conflict mainly impacted mental well-being, and family-work conflict was significantly associated with social well-being. The study emphasizes the crucial role of workplace support in fostering teachers' well-being and suggests that targeted interventions are needed to manage specific conflicts. It concludes that enhancing work-life balance through supportive policies and a better working atmosphere can significantly improve teachers' well-being, satisfaction, and overall educational outcomes. Schools and educational institutions are encouraged to focus on creating environments that support teacher satisfaction and well-being, contributing to a stronger educational community.

Extraversion, workplace support, and burnout: The moderating role of neuroticism

Past research has demonstrated that the Big Five personality dimensions explain up to a third of the variance in burnout, with extraversion typically showing the strongest negative relationship. Guided by social exchange theory, the present study extends these findings by exploring how extraversion relates to burnout, specifically examining the mediating role of workplace support. Further, based on past research, neuroticism is hypothesized to limit the benefits of extraversion through support by moderating the relationship between workplace support and burnout. Based on a final sample of 227 U.S. working adults from a variety of occupations, the results suggest that neuroticism attenuates the indirect effect of extraversion on burnout through supervisor support. Neuroticism, however, does not weaken the indirect effect of extraversion through coworker support. Implications for research and practice are described.

Healthcare professionals as domestic abuse survivors: workplace impact and support-seeking.

Healthcare professionals (HCPs) are expected to identify and respond to domestic abuse (DA) among their patients. Although research suggests that a high proportion of HCPs are affected by DA, the impact of their experiences has been under-researched. To assess UK HCPs' experiences of DA and develop a broad understanding of its impact on work and HCPs' support needs. An online cross-sectional survey was promoted via multiple professional channels (October to December 2022). We adopted convenience sampling and analysed data descriptively. Among the 192 HCP survivors who responded, all abuse subtypes-psychological, sexual, economic and physical-were common. Ninety per cent of abusers were male (ex)partners. Eighty-five per cent reported abusers directly interfered with their work and 92% reported their work and career were affected. Almost all reported physical and mental health consequences. Eighty-nine per cent reported their own experiences shaped their responses to patient survivors. On average, per year, HCP survivors reported they had 13 sick days, 5 days' leave, 10 days' lateness and 6 days' early departure due to DA. Only 20% reported their workplace had a staff DA policy, and over 50% were unsure what workplace support mechanisms were available. Just over half disclosed at work; concerns that others would question their fitness to practice were common. Twenty-two per cent reported aspects of work, for example, long hours, stopped them from seeking support outside work. HCPs face unique barriers to DA disclosure and support-seeking and may benefit from tailored support from specialists who understand both DA and the healthcare context.

Exploring Nurses' Emotional Resilience and Coping Strategies in Palliative and End-of-Life Care Settings in Saudi Arabia: A Qualitative Study.

Nurses working in palliative and end-of-life care settings face significant emotional challenges due to the demanding nature of their profession. This study aimed to explore the emotional resilience of these nurses, understanding the factors that contribute to their resilience, the impact on their professional well-being and performance, and strategies to enhance resilience. A qualitative study was conducted involving 15 registered nurses from various healthcare facilities in Riyadh, Saudi Arabia. Data were collected through semi-structured interviews, document analysis, and observational data. Thematic analysis was employed to identify recurring themes. The study identified three key themes: Emotional Challenges and Resilience-Building, Support Systems and Resources for Resilience, and Professional Growth and Fulfillment as Resilience Factors. The findings revealed the emotional toll of patient suffering, highlighting resilience-building strategies, such as peer support, mindfulness, and reflective practices. Support systems, including workplace support, organizational resources, and mentorship, were identified as crucial for fostering resilience. Professional growth, a sense of purpose, and recognition emerged as factors contributing to resilience. This study underscores the importance of emotional resilience for nurses in palliative and end-of-life care settings. Healthcare organizations can enhance resilience by implementing resilience training, providing counseling services, fostering a supportive culture, and offering professional development opportunities. Addressing the emotional needs of nurses is vital for their well-being and the delivery of compassionate care.

Personal Networks Supporting Workplace Learning

This paper is a case study researching personal social networks and their meaning to individual-level learning processes in the workplace. The study was based on the knowledge-creation metaphor of learning. Employees' personal networks are seen as an important component of their learning potential and competence. Methodologically, the paper presents a relatively new technique of Social Network Analysis (SNA), namely, the qualitative egocentric network interview, and a new way of presenting research findings in visual form. The context of the study is the Finnish Defence Forces (FDF) and it was conducted in three companies of one brigade-level unit of the Finnish Army. An egocentric network interview was conducted with ten Non-Commissioned Officers (NCO). The interview data was analysed with qualitative content analysis, and the networks were visualised with the Cytoscape software. The egocentric network analysis showed that the people in the same company created a major support structure for the NCOs’ workplace learning. However, nearly all NCOs had important network structures that were formed around their individual expertise and tasks. The networks varied considerably in size and composition, but had certain connecting features. The networks had three main components; one, the personnel of the NCO’s own unit provided important social support. Two, every NCO had networks related to their own specific task, and three, some NCOs had networks formed through various stages of their life that were still active and useful in their current job. The different ways in which the networks enable and support workplace learning are discussed. In addition, some methodological issues of social network analysis are addressed.

Experiences of unemployed and/or work-disabled cancer survivors who have pursued to return to paid employment: a focus group study.

To explore experiences of unemployed and/or work-disabled cancer survivors who have pursued to return to paid employment. Four digital focus group interviews were conducted with 16 cancer survivors (< 10 years post-diagnosis) who have pursued to return to work within the last 2 years. Interview topics included motivations, facilitators of and barriers to job seeking, and returning to and maintaining paid employment. Interview audio recordings were transcribed verbatim and analyzed using conventional content analyses. Participants were mostly female (94%), and the majority had successfully returned to paid employment (56%). Both intrinsic factors (e.g., sense of purpose, social interactions) and extrinsic factors (e.g., financial necessity) motivated their return to paid employment. During job seeking, participants experienced facilitators including support, personal qualities (e.g., life experience), and trial workplaces. Barriers included inadequate support, perceived employer discrimination, and work ability uncertainty. Returning to and maintaining employment was facilitated by flexible work, supportive colleagues, and intrinsic drive, while barriers included side effects (e.g., fatigue) and overly demanding work. Unemployed and/or work-disabled cancer survivors are generally motivated to return to paid employment by both intrinsic and extrinsic factors, but uncertainty about their ability and inadequate support may hinder this. These findings highlight the need for trial workplaces, support during every phase of return to paid employment, and a flexible, supportive workplace. Tailored interventions addressing the needs identified in this study are urgently needed. The recommendations provided offer strategies for various stakeholders to enhance support for unemployed and work-disabled cancer survivors.

Corporate identity management: A study of employees’ perceptions in the context of the retail and the hospitality and tourism sectors

This research delves into the evolving landscape of corporate identity and its interplay with corporate reputation. To construct a relevant corporate identity scale, we relied on the existing literature and conducted comprehensive interviews with personnel in the hospitality and tourism, and retail sectors. We then gathered survey responses from 690 individuals in hospitality and tourism, and 649 in retail, to evaluate the corporate identity scale's dimensions and its link to corporate reputation. Our findings validate the proposed model, highlighting that corporate reputation is significantly shaped by various facets of corporate identity. Notably, empowerment directly influences corporate reputation, while elements like corporate purpose, strategy, culture, and a climate fostering inclusion and diversity have an indirect impact. The study underscores the importance of cultivating an inclusive, supportive workplace that prioritizes employee well-being and empowerment, thus underscoring employees’ pivotal role in enhancing an organization's reputation.

Probation fear in new starters: understanding and alleviating concerns

Purpose This “viewpoint” paper aims to explore the root causes of probation fear, including worries about job security, performance expectations, cultural fit and feedback. It seeks to examine the impact of these fears on employees’ mental health, job performance, work relationships and career progression, as well as the broader implications for employers, such as increased turnover and training costs. Leadership’s role in creating a supportive environment and encouraging feedback is emphasised. Design/methodology/approach This paper uses a combination of author observations and literature to explore the intricacies of probation fears faced by employees during the probation process. Findings Author observations and literature show that the impact of probation fear is not strictly limited to the employee who is going through the probation process. It is suggested that by addressing probation fear, a more inclusive, supportive and productive workplace can be created. In a collective effort, Employers can implement transparent communication, structured onboarding, supportive feedback, mentorship programs and foster psychological safety and employees can seek clarity, build relationships, prioritise self-care, focus on learning and engage in professional development. Research limitations/implications As this paper includes observations from the author the paper could suffer from the writer’s biases even though this is unintended. Originality/value To the best of the authors’ knowledge, as this paper includes observations by the author, this study is original. This paper also provides value to both HR and front-line managers involved in the employee probation journey where the exploration of probation fear is under-researched.

Trends in negative interpersonal relationships at work and awareness of occupational safety and health services: a 2014-2019 trend analysis.

A good psychosocial climate at work, including positive interpersonal relationships, is a protective factor for health, whereas social conflict imposes a considerable health risk. Occupational safety and health (OSH) services can help create a positive working environment. In the present study, we analyzed trends in the awareness of OSH services and interpersonal relationships and whether these are linked. We used time series data from the Italian Survey on Health and Safety at Work (INSuLa) from 2014 and 2019 (n = 16 000 employees). Negative interpersonal relationships included workplace bullying and lack of workplace support. The availability of OSH services was measured through items inquiring about the awareness of OSH representatives and OSH training. We used Poisson regression in reporting prevalence ratios and provided predicted probabilities and average marginal effects to show trends and differences in interpersonal relationships and OSH availability. Our findings suggest that negative interpersonal relationships at work increased, whereas awareness about OSH services declined between 2014 and 2019. These trends were particularly strong for young workers, for whom workplace bullying increased by 6.3% and awareness of OSH training declined by 11.7%. We also found that unawareness about OSH services is associated with negative interpersonal relationships at work. The results suggest that low OSH awareness may be an increasing problem, whereas exposure to an adverse social climate at work became more frequent at the same time. Given the role of OSH services in ensuring a positive working climate, it is important to increase workers' awareness about OSH services.

Revisiting the Link between Workplace Support for Families, Family Support, Diet Quality, and Satisfaction with Food-Related Life in the Second Year of the Pandemic.

The main objective of this study was to examine the actor and partner effects between Perceived Workplace Support for Families (PWSFs) and family support (PFS), diet quality, and satisfaction with food-related life (SWFoL) in households with both parents working and adolescents, along with the role of the three family members' diet quality as a mediator. During the second year of the pandemic in Chile, 860 dual-earner parents of different sexes and their adolescent child (average age 13 years, with 50.7% being male) were recruited from two cities. Parents responded to a measure of PWSFs and the Perceived Family Support Scale. Mothers, fathers, and adolescents answered the Adapted Healthy Eating Index (AHEI) and the satisfaction with food-related life Scale. The examination employed the mediation Actor-Partner Interdependence Model and structural equation modeling for the analyses. Results showed that mothers' PWSFs improved their and their teenage children's SWFoL, while fathers' PWSFs only improved their SWFoL. The mothers' PFS improved their and the fathers' diet quality while enhancing their SWFoL and the adolescents' SWFoL. The fathers' PFS enhanced their and the adolescents' SWFoL. The mothers' PFS also indirectly enhanced their and the fathers' SWFoL via each parent's diet quality. Each family member's diet quality was positively related to their SWFoL, while mothers' diet quality was positively related to the fathers' SWFoL. These results imply that resources obtained by parents from PFS positively impact the SWFoL of the three family members through different mechanisms. They also highlight the importance of maternal family support for SWFoL during the pandemic.

The Job Demands and Accommodation Planning Tool (JDAPT): A Nine-Month Evaluation of Use, Changes in Self-efficacy, Presenteeism, and Absenteeism in Workers with Chronic and Episodic Disabilities.

Enhancing workplace communication and support processes to enable individuals living with disabilities to sustain employment and return to work is a priority for workers, employers, and community stakeholders. The objective of this study was to evaluate a new resource that addresses support challenges, the Job Demands and Accommodation Planning Tool (JDAPT), and assess its use, relevance, and outcomes over a nine-month follow-up period. Workers with physical and mental health/cognitive conditions causing limitations at work were recruited using purposive sampling. Online surveys were administered at baseline (prior to using the JDAPT), and at three and nine months post-baseline. Information was collected on demographics (e.g., age, gender) and work characteristics (e.g., job sector, organization size). Outcomes included assessing JDAPT use and relevance, and changes in self-efficacy, work productivity difficulties, employment concerns, difficulties with job demands, and absenteeism. Baseline participants were 269 workers (66% women; mean age 41years) of whom 188 (69.9%) completed all three waves of data collection. Many workers reported using JDAPT strategies at and outside of work, and held positive perceptions of the tool's usability, relevance, and helpfulness. There were significant improvements (Time 1-2; Time 1-3) in self-efficacy, perceived work productivity, and absenteeism with moderate to large effect sizes in self-efficacy and productivity (0.46 to 0.78). Findings were consistent across gender, age, health condition, and work context variables. The JDAPT can enhance support provision and provide greater transparency and consistency to workplace disability practices, which is critical to creating more inclusive and accessible employment opportunities.

Lesbian, gay, bisexual, transgender and queer (LGBTQ+) menopause: Literature review, knowledge gaps and research agenda.

There is growing interest in menopause discrimination in healthcare, the workplace and beyond. However, there is a dearth of research on lesbian, gay, bisexual, transgender and queer (LGBTQ+) experiences of the menopause. This article reports on a scoping review of the recent literature which identified a very limited number of articles and a wide range of knowledge gaps. This is discussed in relation to LGBTQ+ wider health, healthcare and workplace inequalities, and heteronormative and cisnormative conceptualisations of the menopause. A research agenda is proposed. Research should: be intersectional; differentiate between LGBTQ+ sub-groups; aim to understand how menopause experiences impact and are impacted by minority sexuality/gender identities; and examine how menopause healthcare and workplace support can be LGBTQ+ inclusive. Such research is urgently needed to ensure that LGBTQ+ people are fully included in menopause justice discussions and solutions.