1,721,038 research outputs found
Building Psychosocial Safety Climate:Evaluation of a Socially Coordinated PAR Risk Management Stress Prevention Study
No full textInterventions to promote well-being at work
No full textThis chapter describes a variety of interventions that can be used by occupational health psychologists in their attempts to improve the health of employees and organizations. There is a wide variety of interventions available, many of which are based on strong theories that explain the links between work and well-being. Interventions can be classified according to their objectives into primary, secondary, and tertiary interventions. Examples of each type of intervention are presented in order to give the reader a flavour of intervention practices within organizational settings. This chapter also contains a critical analysis of intervention effectiveness including a detailed discussion of research design, evaluation criteria, and the practical challenges of evaluation research. Both process evaluation and effect evaluation are examined in detail. In closing the chapter the conclusions that can be drawn about intervention effectiveness, and the priorities for the future in research and practice, are presented
An investigation into how team resilience emerges in work
No full textTeam resilience in the workplace has emerged as a significant topic of debate among organisational scholars. Team resilience is the ability of a team to positively adapt when faced with adversity. The aim of this research is to explore how team resilience emerges at work. This thesis combines two theoretical perspectives namely the job demands-resources theory and high-quality connections theory to explore the unique features of team resilience. Adopting a mixed methods approach, phase one consists of an online survey with 102 participants from the services and educational sector. Phase two draws on semi-structured interviews with 23 higher educational workers to explore their lived experiences of resilience within their teams specifically during Covid-19. Findings illustrate that while job demands predominately hinder the emergence of team resilience as they can be viewed as stressors, job resources have the opposite effect as they can be considered motivational. Findings also indicate that the quality of relationships play a major role in how team resilience emerges. This research articulates many contributions. Theoretically, this study brings together the job demands-resources and high-quality connections theory to explore how team resilience emerges. In doing so enables us to understand the individual and team level factors that impact team resilience and how these levels work together. Empirically, this thesis provides novel insights into the impact of Covid-19 on team resilience. Practically, this research calls attention to those factors that facilitate and inhibit the emergence of team resilience which holds particular relevance to organisations given ongoing efforts to develop resilience in workplaces in turbulent times
Labour market segmentation and change: the case of female workers in the higher education sector in Saudi Arabia
No full textResearch indicates that female workers in the Middle East experience barriers in their labour market access and mobility. However, little is known about the impact of labour market modernization on the job and labour market experiences of this group of workers. This qualitative study was designed to explore, with a sample of female academics, the impact of labour market change on their jobs and working conditions. The rationale for this research emanates from the researcher’s desire to understand labour market change and the ways this change is impacting the job and labour market experiences of female workers. It was the researcher’s assumption that gaining a deep and holistic understanding of female workers’ job and labour market experiences would support the development of effective policy interventions that are attuned to the reality of female works in a changing segmented labour market and mitigate unintended negative consequences on their wellbeing. The purposefully selected sample was composed of 30 Saudi-national female academics who were drawn from different higher education institutions across Saudi Arabia. The primary data collection method was in-depth semi-structured interviews. The data was systematically coded and thematically analysed. Analysis and interpretation of findings were based on the literature review and answering the research three questions: (1) female workers’ mobility patterns and the labour market structure for female workers, (2) the ways institutional factors shape and impact academic jobs, and (3) psychosocial working conditions in academic jobs, their impact by labour market change, and implications for faculty wellbeing. This research found that female workers face a structural obstacle of limited job opportunity upon their entry to the labour market which forces them to compromise on the quality of their early career jobs. However, institutional change in the labour market is expanding their labour market opportunity. Second, public higher education institutions constitute internal labour markets where access to employment is controlled whereas private higher education institutions operate in an external competitive labour market where employment is subject to market factors. Third, the relationship the higher education institution has with state funding and the employment system followed in the employment of female academics differentiate compensation, employment stability, and employee training for this group of workers across the higher education labour market. Fourth, academic jobs are meaningful, include social support, and provide opportunity for development while at the same time lack job clarity in some areas, include restriction in job autonomy as well as time pressure. Nevertheless, academic jobs are considered good jobs by labour market standards and resourceful by organizational psychology standards and these characteristics combined render them supportive of faculty wellbeing. Recommendations are offered for future research, policy, and practice. Given the institutional complexity of the research context and acknowledging that context varies across cultures and economies, the research findings should be transferred to situations sharing key characteristics and the recommendations considered for their appropriateness for the situation of interest
Gestion des risques psychosociaux et promotion de la santé, de la sécurité et du bien-être dans l’avenir du travail
No full textCette présentation passera en revue l’état actuel des connaissances sur les risques psychosociaux liés au travail, qui représentent une priorité essentielle pour l’avenir du travail. Les preuves de l’impact des risques psychosociaux liés au travail seront discutées et les interventions clés seront mises en évidence, de l’élaboration des politiques à la pratique. Une attention particulière sera accordée aux politiques et outils pertinents qui ont été développés dans différents pays. Enfin, l’exposé présentera les priorités à prendre en compte dans la politique, la recherche et la pratique pour traiter les risques psychosociaux et promouvoir la santé, la sécurité et le bien-être dans l’avenir du travail
Occupational health and safety practices in small and medium-sized enterprises : a comparative study between England and Greece
No full textEThOS - Electronic Theses Online ServiceGBUnited Kingdo
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Moving towards positive organizational health: challenges and a proposal for a research model of organizational health development
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