International Journal of Workplace Health Management

vLex
Publisher:
Emerald Group Publishing Limited
Publication date:
2021-02-01
ISBN:
1753-8351

Issue Number

Latest documents

  • Editorial: Research directions on gender and workplace health
  • Psychometric stress risk assessments: proceed with caution

    Purpose: Despite extensive psychometric research on psychosocial assessment tools, comparatively little explores the practical application and evaluation of these tools for prioritising workplace psychosocial risks. This paper addresses this gap by illustrating the use of one popular, freely available measure in an applied risk assessment context, alongside qualitative data, highlighting questions and challenges for organisations. Design/methodology/approach: 1,425 employees from a UK public-sector organisation completed the Management Standards Indicator Tool (MSIT), General Health Questionnaire, and open-text questions about stress-related and positive aspects of work. Three approaches to analysing MSIT data were adopted: descriptive statistics, multiple regression and risk calculation, complemented by analysis of open-text qualitative data. Findings: Demands and change were ranked prominently by each method; however, there were major inconsistencies, for example, relationships ranked first using one method but sixth by another. Qualitative comments broadly reflected quantitative analyses, with demands mentioned most frequently, but highlighted issues and nuances not covered by the MSIT. Research limitations/implications: Only a selection of potential approaches to analysis is considered here, future research to support employers with analysis and evaluation of quantitative risk assessment data would be valuable. Practical implications: Risk-assessors’ choice of analysis could have major implications for where employers direct resources, supporting existing guidance to avoid sole reliance on quantitative surveys for risk assessment. Originality/value: This paper builds on the necessary–but not sufficient–psychometric foundations of risk assessment tools, integrating qualitative data and illustrating questions and challenges in applying them for their stated purpose.

  • The mediating role of individual adaptability in the relationship between psychological capital and psychological well-being: evidence from Uganda’s small enterprises

    Purpose: This paper aims to investigate whether individual adaptability mediates the relationship between psychological capital and psychological well-being (PWB) of Ugandan small enterprise employees. Furthermore, the paper examines whether psychological capital and individual adaptability also affect PWB. Design/methodology/approach: A cross-sectional survey design using a quantitative approach was used in this study. Data were collected from 726 employees of small enterprises in Uganda using a self-administered questionnaire. Data were analysed using the Statistical Package for Social Scientists and uploaded into AMOS version 23. The hypotheses were tested using the structural equation modelling technique. Findings: Results confirm that individual adaptability partially mediates the relationship between psychological capital and PWB. Findings further indicate that psychological capital is positively related to individual adaptability and that individual adaptability is positively related to PWB. Research limitations/implications: First, the sample of this study consisted of employees working with small enterprises in Uganda with different demographic characteristics; thus, the generalizability of these findings to other sectors or contexts needs to be established. Secondly, the study was quantitative in nature. This study has managerial implications in a way that managers should have people management skills that support their employees to develop psychological capital and individual adaptability. Originality/value: This study may be among the first to demonstrate that individual adaptability partially mediates the relationship between psychological capital and PWB in the context of small enterprise employees of Uganda, an African developing country. Consequently, this study contributes to both theory and literature via the broaden-and-build theory and the complex adaptive systems theory, hence adding to the scant existing literature on psychological capital, individual adaptability and PWB.

  • A path analysis study of relationships between long work hours, stress, burnout, job satisfaction and turnover intention among mine workers

    Purpose: Increased work hours can result in stress and burnout among mine workers. Research within stone, sand and gravel mining operations is limited and has not explored whether health impairment, in this context, influences job satisfaction and turnover intention among these workers. Design/methodology/approach: A path analysis was completed using Mplus to assess a theoretical model and hypotheses associated with model variables to include work hours, stress, burnout, job satisfaction and turnover intention. Cross-sectional survey data from 419 stone, sand and gravel mine workers were used in the path analysis. Findings: Model fit was good. Work hours were positively associated with stress, stress was positively associated with burnout, stress and burnout were negatively associated with job satisfaction, stress and burnout were positively associated with turnover intention and job satisfaction was negatively associated with turnover intention. Burnout partially mediated the relationship between stress and both job satisfaction and turnover intention. Job satisfaction partially mediated the relationship between stress and turnover intention and burnout and turnover intention. An alternate model determined there was no direct relationship between work hours and burnout and that this relationship was fully mediated by stress. Originality/value: Findings illustrate the importance of managing work hours among mine workers to reduce health impairment and to bolster job satisfaction and reduce turnover intention.

  • Synergizing ergonomic principles with lean philosophy model towards productivity improvement in the shoes manufacturing industry

    Purpose: This study aims to address the gap in integrating ergonomic principles with lean principles in the shoe product manufacturing process. The objective is to develop a customized model that effectively combines and synergizes ergonomics and lean principles. Design/methodology/approach: Primary data was collected through on-site observations, interviews and assessment of whole-body discomfort to evaluate the implementation of lean and ergonomic principles in each section of the shoe production process. The collected data were analysed using descriptive statistical tools, content analysis and software such as Microsoft Excel. Findings: The findings of the study indicate that the case company’s underperformance, achieving only 26.96% of its designed capacity and 50.19% of its planned capacity, is primarily attributed to the poor integration of ergonomic principles with the lean philosophy model. The high prevalence of work-related musculoskeletal disorders (WMSDs) in the shoe production process significantly contributes to a loss of productivity due to increased absenteeism. The factory experiences a labour absenteeism rate of 5.59%, resulting in overtime and additional costs. To address these issues, the study proposes the adoption of 8S principles and an ergo-lean production system model. This model, conceptualized as a building construction structure, effectively eliminates waste in the shoe production process. Practical implications: The study’s findings will greatly enhance productivity in the shoe manufacturing sector by establishing a work environment that prioritizes employee needs and well-being. This will have significant practical implications for improving overall productivity in the industry. Originality/value: This study stands out as it investigates the proactive integration of ergonomics and lean principles in the shoe manufacturing industry, an area that has not been previously explored. By bridging the gap between these two principles, the research contributes to the existing knowledge base.

  • Senior managers’ perceptions of mental health and organizational intervention strategies for improving mental health and well-being

    Purpose: This study aimed to explore senior managers’ mental models regarding perceptions of mental health and how these perceptions might inform intervention strategies. Design/methodology/approach: The study is part of a broader European project aiming to design, develop, implement and validate assessment, intervention and evaluation toolkits to promote mental health in the workplace across Europe. Thirty-two semi-structured interviews were conducted among senior managers as part of a needs analysis in small-to medium-sized enterprises (SMEs) and public workplaces in four European countries (Italy, Spain, Czech Republic and Germany) in 2020 and 2021. Findings: The results showed that the interviewed senior managers had two different mental models regarding their perception of mental health, which differed with respect to the conceptualization and thereby their perception of strategies for organizational interventions for improving mental health and well-being. The individual-centric mental model is focused on problem solving and treatment of mental illness at only the individual level. The holistic multilevel mental model is focused on mental illness as well as mental health and well-being at multiple levels of the organization through prevention and promotion strategies. The senior managers' mental models seem to inform their perceptions of suitable strategies for organizational interventions for improving mental health and well-being. Originality/value: The study supports previous calls for more research on how senior managers’ perception of mental health inform their strategies when planning for organizational interventions.

  • Burnout in healthcare: can job autonomy heal, or does context hold the key?

    Purpose: This study investigates the relationship between job autonomy and burnout among healthcare professionals, focusing on two key contextual elements that moderate this relationship: role ambiguity and workers’ age. Design/methodology/approach: Employing an integrative approach, this research combines the Job Demands-Resources model with the lifespan developmental framework. A multilevel analysis was conducted on a sample of 1,232 hospital workers, nested within 74 units, to examine the relationships between job autonomy and burnout across teams with varying levels of aggregated role ambiguity, incorporating the factor of workers’ age. Findings: The results indicate significant interaction effects between job autonomy, age and role ambiguity in relation to burnout. Job autonomy is associated with lower levels of burnout in contexts of moderate role ambiguity. In contrast, in highly uncertain contexts, job autonomy proves more beneficial for older workers, while it appears to have negative effects on younger workers. Originality/value: This study enhances our understanding of the complex dynamics between job autonomy and burnout among healthcare professionals by utilizing a multilevel approach to examine the impact of contextual role ambiguity and workers’ age. The multilevel analysis offers original insights into the role of ambiguity, while the integration of two robust theoretical frameworks (i.e. JD-R model and Lifespan framework) provides a solid foundation for contributing to the discussion.

  • The power of play and community – managing exercise at work by combining institutional logics

    Purpose: Play and exercise at the workplace have been promoted as ways to counter the development of lacking physical activity and improve workplace health. Through a reappraisal of the critical literature on workplace exercise, the analysis seeks to answer two questions: How do managers perceive employee health in the intersection between individual responsibility and collective community? How can the performative potentials of workplace exercise be critically understood? Design/methodology/approach: We use an institutional approach along with critical theories on management in which we argue that specific logics guide certain practices, values and beliefs within organizations. This qualitative study relies on insights from three diverse Danish workplaces that have implemented exercise during workhours. Findings: Adopting exercise and play as elements inspired by community sports becomes a powerful managerial technique. Managers combine practices such as play and voluntarism with the logics of profession and corporation. This gives rise to practices known from community sport that can lead to micro-emancipations during work as well as to subtle forms of managerial power by hiding explicit references to employee health. Originality/value: By combining an institutional logics perspective with critical views, the study contributes to the growing body of research on workplace exercise by pointing to the potentials and constraints of adopting a community logic into practices. The study adds nuances to the view on workplace exercise in the critical management literature as well as illustrating the conditions necessary to make exercise and health promotion reconcilable with existing managerial practices.

  • A multilevel investigation of workplace bullying and employee creative behavior: uncovering the crucial role of psychological capital

    Purpose: This study investigates workplace bullying through a novel conceptualization by focusing on the simultaneous effects of abusive supervision and coworkers’ bullying. It aims to thoroughly understand how these harmful behaviors affect employee creative behavior. Design/methodology/approach: Based on the tenets of social cognitive theory, this study used multilevel structural equation modeling with Mplus to analyze multi-source and multi-wave data collected from the information, communication and technology sector. The sample included 510 participants from 170 teams, comprising 340 subordinates and their 170 supervisors. Responses were collected at three time points, with a gap of approximately two weeks. Findings: The findings indicate significant direct effects of abusive supervision and coworkers’ bullying on employee creative behavior, highlighting the detrimental effects of workplace bullying. Additionally, this study introduced and tested the mediating role of psychological capital, providing valuable insights into the mechanisms through which workplace bullying affects employee creative behavior. Originality/value: By adopting a social cognitive framework, this multilevel research advances the field and enriches the literature on workplace bullying and employee creative behavior. This study adds depth to existing research by examining how abusive supervision and coworkers’ bullying simultaneously affect employees. It also highlights the vital role of psychological capital in mediating these effects. The findings emphasize the need to tackle workplace bullying to boost employee creative behavior and overall well-being.

  • An aftercare intervention programme for employees returning from substance use rehabilitation in South Africa

    Purpose: Employee assistance programmes (EAPs) and wellness practitioners (WPs) are the first line of support for employees returning from substance use rehabilitation. However, many workplaces need more guidance and support provisions to address these needs effectively. The purpose of this paper is to present a 10-week aftercare intervention programme that EAPs and WPs can use to support employees returning to work after a period of substance use rehabilitation. Design/methodology/approach: The qualitative methodological approach involved two distinct stages of data collection and consensus search activities. Stage 1 involved three data collection activities with three stakeholder groups, and Stage 2 consisted of two consensus-seeking engagements with the intended audience of the intervention programme. Findings: Participants in the consensus-seeking activities endorsed the inclusion of content in the proposed intervention programme and structural and organisational arrangements. Specific recommendations were made, namely, increased reliance on faith-based and spiritual support, the need to include community support structures and ensuring that workplace interventions include counselling, skills training and motivational speakers. Practical implications: Those working in the EAP environment are offered a systematic and holistic plan for managing and supporting employees recovering from substance abuse disorders (SUDs) to maintain their recovery and return to productive work. Originality/value: Implementing the intervention programmes can reduce the ad hoc nature of current approaches to workplace aftercare. The WPs are placed in a central role while stressing the valuable input of other key role players within the workplace or part of the family and community networks of the employee.

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