International Journal of Environmental Research and Public Health

Research

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15 pages, 690 KiB

Open AccessArticle

The Effects of Routinization on Radical and Incremental Creativity: The Mediating Role of Mental Workloads

by Heesun Chae and Jisung Park

Int. J. Environ. Res. Public Health 2023, 20(4), 3160; https://doi.org/10.3390/ijerph20043160 - 10 Feb 2023

Cited by 2 | Viewed by 2051

Abstract

An important question within the creativity literature is whether routinization inhibits individuals’ creative performance. Scholars have concentrated on complex and demanding jobs that promote creativity while ignoring the potential effects of routinized activities on creativity. Moreover, little is known about the impact of [...] Read more.

An important question within the creativity literature is whether routinization inhibits individuals’ creative performance. Scholars have concentrated on complex and demanding jobs that promote creativity while ignoring the potential effects of routinized activities on creativity. Moreover, little is known about the impact of routinization on creativity, and the few studies investigating this matter have reported inconclusive and inconsistent results. This study investigates the mixed impacts of routinization on creativity by examining whether routinization has a direct impact on two dimensions of creativity or an indirect impact through the mediating role of mental workloads, such as mental effort load, time load, and psychological stress load. Based on multisource and time-lagged data from 213 employee–supervisor dyads, we found a positive direct effect of routinization on incremental creativity. In addition, routinization had both an indirect effect on radical creativity via time load and on incremental creativity via mental effort load. Implications for theory and practice are discussed. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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30 pages, 4025 KiB

Open AccessArticle

Assessment of a Workforce Sustainability Tool through Leadership and Digitalization

by Ioana Gutu, Daniela Tatiana Agheorghiesei and Alexandru Tugui

Int. J. Environ. Res. Public Health 2023, 20(2), 1360; https://doi.org/10.3390/ijerph20021360 - 11 Jan 2023

Cited by 12 | Viewed by 2741

Abstract

As organizational environment develops, the working environment increases in physical and mental demands. As a result, risk inadvertences could arise, along with organizational emotional and financial challenges. Within their efforts to diminish such risks, organizations strive for developing and training their workforce; a [...] Read more.

As organizational environment develops, the working environment increases in physical and mental demands. As a result, risk inadvertences could arise, along with organizational emotional and financial challenges. Within their efforts to diminish such risks, organizations strive for developing and training their workforce; a sustainable workforce can only be achieved through cultivating aptitudes and positive attitudes that will lead to organizational but also personal growth. Considered to be an important measuring instrument for social sustainability, workforce sustainability enhances organizational leadership projections and trajectories, along with digitalization initiatives. The aim of the current study is the development of an assessment tool for state and private organizational workforce sustainability, and to study it in relation to leadership and digitalization components. Through a quantitative approach, data was gathered by issuing an online survey that delivered 463 responses. By using structural equation modelling, the authors examined the aims and found that the designed workforce sustainability tool is reliable and valid; as predicted, all the leadership components contribute to organizational stability and a more favorable workforce sustainability development, along with enhancing digital learning. This study stresses the importance for state and private organizations to achieve workforce sustainability, while nurturing and providing the necessary tools for the development of leadership and digital learning. Full article

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14 pages, 669 KiB

Open AccessArticle

A Study on the Psychological Attributes of Survivors Who Experienced Downsizing in China

by Byung Hee Lee, Li Cai, Jing Liu and Yu Jin Chang

Int. J. Environ. Res. Public Health 2022, 19(23), 16071; https://doi.org/10.3390/ijerph192316071 - 1 Dec 2022

Cited by 1 | Viewed by 2021

Abstract

This study aims to examine how perceived justice affects downsizing survivors’ attitudes, from the psychological contract perspective. By using data collected through surveys from employees of the Industrial and Commercial Bank of China (ICBC) who have recently survived layoffs, we examine the relationships [...] Read more.

This study aims to examine how perceived justice affects downsizing survivors’ attitudes, from the psychological contract perspective. By using data collected through surveys from employees of the Industrial and Commercial Bank of China (ICBC) who have recently survived layoffs, we examine the relationships between perceived justice, the survivors’ psychological status, and their attitudes after downsizing. The hypothesis was verified through path analysis using SPSS 26.0 and Amos 23.0. Our findings are as follows. Perceived justice has a negative effect on psychological contract violation and a positive effect on trust. Psychological contract violation influences affective commitment negatively and influences turnover intention positively. Trust is positively related to affective commitment and negatively related to turnover intention. We hope that this study will be a useful piece of data that can provide guidelines for inducing positive behavior of members in downsized organizations. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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12 pages, 335 KiB

Open AccessArticle

Assessing Continued Employability among People with Mental Illnesses: Development of a Scale in Japan

by Yoshitomo Fukuura, Yukako Shigematsu, Yumi Mizuochi and Tatsuyuki Kakuma

Int. J. Environ. Res. Public Health 2022, 19(22), 14786; https://doi.org/10.3390/ijerph192214786 - 10 Nov 2022

Cited by 1 | Viewed by 1447

Abstract

Continued employment enables people with mental illnesses to maintain and improve their mental health, and its mutual understanding between them and their workplaces can help provide specific support and improve the work environment. Hence, this study developed a Continued Employability Scale to provide [...] Read more.

Continued employment enables people with mental illnesses to maintain and improve their mental health, and its mutual understanding between them and their workplaces can help provide specific support and improve the work environment. Hence, this study developed a Continued Employability Scale to provide people with mental illnesses solutions for achieving continued employment and examined the scale’s reliability and validity. It is based on a conceptual analysis of the skills necessary for continued employment and comprises items related to continued employability and the consequences of continued employment. We performed conceptual analyses to prepare the item list, conducted the study using a questionnaire survey, and examined its content validity and reliability using factor analyses. The results showed that the developed scale, which can determine self-management, dedication to work, environmental adjustments, and expression of sincerity necessary for continued employment, was reliable and valid. This can be a potentially helpful tool for assessing the ability to continue working and help people with mental illnesses visualise their continued employability, clarify what is being assessed, and improve the self-management ability necessary for continued employment. Further, it can help people who support them at work and enable existing support and programs to function effectively. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

17 pages, 685 KiB

Open AccessArticle

Self-Reported Experiences of Midwives Working in the UK across Three Phases during COVID-19: A Cross-Sectional Study

by Susan McGrory, Ruth D. Neill, Patricia Gillen, Paula McFadden, Jill Manthorpe, Jermaine Ravalier, John Mallett, Heike Schroder, Denise Currie, John Moriarty and Patricia Nicholl

Int. J. Environ. Res. Public Health 2022, 19(20), 13000; https://doi.org/10.3390/ijerph192013000 - 11 Oct 2022

Cited by 10 | Viewed by 2820

Abstract

Maternity services cannot be postponed due to the nature of this service, however, the pandemic resulted in wide-ranging and significant changes to working practices and services. This paper aims to describe UK midwives’ experiences of working during the COVID-19 pandemic. This study forms [...] Read more.

Maternity services cannot be postponed due to the nature of this service, however, the pandemic resulted in wide-ranging and significant changes to working practices and services. This paper aims to describe UK midwives’ experiences of working during the COVID-19 pandemic. This study forms part of a larger multiple phase research project using a cross-sectional design based on an online survey. The online survey used validated psychometric tools to measure work-related quality of life, wellbeing, coping, and burnout as well as open-ended questions to further understand the experiences of staff working during the pandemic. This paper reports the qualitative data collected from the open-ended questions. The qualitative data were subjected to thematic analysis and the four main themes that emerged were ‘relentless stress/pressure’, ‘reconfiguration of services’, ‘protection of self and others’, and ‘workforce challenges’. The key conclusions were that midwives experienced a reduction in quality of working life and significant stress throughout the pandemic due to a range of factors including staffing shortages, restrictions placed on women’s partners, changes to services and management support, all of which compounded workforce pressures that existed prior to the pandemic. This research recommends consultation of front-line midwives in relation to possible changes in practice and workforce planning in preparation for crises such as a pandemic and to ensure equitable and supportive management with access to practical and psychological support. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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12 pages, 741 KiB

Open AccessArticle

Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement

by Chien-Chung Huang, Bin Tu, Huiyu Zhang and Jamie Huang

Int. J. Environ. Res. Public Health 2022, 19(17), 10739; https://doi.org/10.3390/ijerph191710739 - 29 Aug 2022

Cited by 7 | Viewed by 2937

Abstract

Despite a rapid increase in the work force over the last decade, the social work labor force is still suffering through high amounts of stress and burnout that could negatively affect work engagement and job performance in China. A potential solution worth exploring, [...] Read more.

Despite a rapid increase in the work force over the last decade, the social work labor force is still suffering through high amounts of stress and burnout that could negatively affect work engagement and job performance in China. A potential solution worth exploring, however, is the practice of mindfulness, a concept based on expanding one’s awareness to target focus without judgement. Using 537 social workers from street-level social work service stations in Guangzhou, China, this paper examines the relation between mindfulness practice and job performance, and whether work engagement mediated the relation through the application of the job demand and resources theory. The findings indicate that that mindfulness practice directly increases work engagement (Beta = 0.33) and has an indirect effect on job performance (Beta = 0.21) through its effect on work engagement that fully mediated the relation between mindfulness practice and job performance. In contrast to formal mindful practices (Beta = 0.13), informal mindful practices (Beta = 0.22) encompass a broader impact on employee performance. The findings suggest that mindfulness practice can effectively be used in workspaces to enhance engagement and performance of social workers in China. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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10 pages, 309 KiB

Open AccessArticle

Career Capital and Well-Being: A Configurational Perspective

by Qian Xu, Zhe Hou, Chao Zhang, Feng Yu and Tong Li

Int. J. Environ. Res. Public Health 2022, 19(16), 10196; https://doi.org/10.3390/ijerph191610196 - 17 Aug 2022

Cited by 8 | Viewed by 1852

Abstract

This study explored the configuration effect of human capital, social capital, and psychological capital on employee well-being. A total of 458 employees were investigated via a human capital scale, social capital scale, Chinese psychological capital scale, and multiple well-being questionnaire. The result of [...] Read more.

This study explored the configuration effect of human capital, social capital, and psychological capital on employee well-being. A total of 458 employees were investigated via a human capital scale, social capital scale, Chinese psychological capital scale, and multiple well-being questionnaire. The result of the fuzzy-set qualitative comparative analysis showed that human capital, social capital, and psychological capital in the form of diversified configuration will achieve high well-being, characterized by “all roads lead to Rome”. Even without human capital and social capital, high well-being can be achieved as long as psychological capital exists. Psychological capital is the most critical factor affecting subjective well-being, followed by human capital and social capital. Compared with guanxi-oriented psychological capital, task-oriented psychological capital is a more critical factor in achieving high well-being. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

15 pages, 480 KiB

Open AccessArticle

Co-Design, Delivery, and Evaluation of Wellbeing Initiatives for NHS Staff: The HOW (Healthier Outcomes at Work) NHS Project

by Jermaine M. Ravalier

Int. J. Environ. Res. Public Health 2022, 19(8), 4646; https://doi.org/10.3390/ijerph19084646 - 12 Apr 2022

Cited by 3 | Viewed by 3086

Abstract

Stress and mental health are leading causes of sickness absence in the UK, responsible for over 50% of sickness absence across the country. Healthcare sector workers play a vital role in the life of everyone across the country but have among the highest [...] Read more.

Stress and mental health are leading causes of sickness absence in the UK, responsible for over 50% of sickness absence across the country. Healthcare sector workers play a vital role in the life of everyone across the country but have among the highest levels of sickness absence of any sector. The aim of this project, therefore, was to work with UK healthcare workers to co-develop, implement, and evaluate a series of mental health and wellbeing interventions delivered via a smartphone app and associated toolkit. A participatory action research methodology, consisting of individual interviews, focus group discussions, and oversight by an expert action learning group, was used to develop primary (i.e., those associated with the workplace) and secondary (improving individual resilience and coping) stress management interventions. Pre-post-intervention analysis demonstrated improvements in work engagement and working conditions, although significant improvements were only found in mean scoring on demands, control, managerial support, and peer support working condition measures. The project therefore demonstrates that co-produced initiatives which focus on improving either the organisation or resilience of the workforce may be useful in supporting employee health and wellbeing. Future studies should build upon these findings through a full RCT to determine utility of the interventions. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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Review

Jump to: Research, Other

18 pages, 1507 KiB

Open AccessReview

Transformational Leadership and Psychological Well-Being of Service-Oriented Staff: Hybrid Data Synthesis Technique

by Hyun-Duck Kim and Angelita Bautista Cruz

Int. J. Environ. Res. Public Health 2022, 19(13), 8189; https://doi.org/10.3390/ijerph19138189 - 4 Jul 2022

Cited by 4 | Viewed by 8750

Abstract

Leaders play a significant role in organizations and their leadership behaviors can either enhance or undermine the well-being of their employees. This study aimed to meta-analyze the relationship between transformational leadership and well-being in the service industry, and how employees’ gender and service [...] Read more.

Leaders play a significant role in organizations and their leadership behaviors can either enhance or undermine the well-being of their employees. This study aimed to meta-analyze the relationship between transformational leadership and well-being in the service industry, and how employees’ gender and service sector moderated the strength of this relationship. This study used a convergent mixed-method approach. PubMed, MEDLINE, Google Scholar, AMED, and Scopus electronic databases were utilized to search for relevant studies. Textual data were analyzed using a text data-mining technique (Leximancer) to determine the relevant themes and concepts. Statistical data were examined through a comprehensive meta-analysis to determine their effect sizes. The qualitative results outline the major themes that emerged: leadership, well-being, and health. The quantitative findings revealed that the perceived well-being of male employees and those working outside of the health-care service sector was positively higher when employees’ leaders showed transformational leadership. In general, the findings from the qualitative and quantitative data converge. The findings confirm the positive relationship between transformational leadership and employee well-being. This study also highlights the applicability of a convergent mixed-method approach as a useful methodological strategy when analyzing both lexical and statistical data. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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Other

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19 pages, 360 KiB

Open AccessProject Report

Utilization of Job Demands-Resources (JD-R) Theory to Evaluate Workplace Stress Experienced by Health Care Assistants in a UK In-Patient Dementia Unit after 10 Years of National Financial Austerity (2008–2018)

by Christopher Chigozie Udushirinwa, Andrew McVicar and Julie Teatheredge

Int. J. Environ. Res. Public Health 2023, 20(1), 65; https://doi.org/10.3390/ijerph20010065 - 21 Dec 2022

Cited by 4 | Viewed by 2307

Abstract

Aims: Workplace stress for support workers in UK hospitals (Health Care Assistants; HCAs) is poorly understood. This study explores experiences of HCAs working in a National Health Service in-patient dementia unit after 10 years of national financial austerity (2008–2018). Design: Qualitative evaluation. Methods: [...] Read more.

Aims: Workplace stress for support workers in UK hospitals (Health Care Assistants; HCAs) is poorly understood. This study explores experiences of HCAs working in a National Health Service in-patient dementia unit after 10 years of national financial austerity (2008–2018). Design: Qualitative evaluation. Methods: 15 HCAs (42%) from a specialist dementia care Unit were interviewed. Interviews were guided by UK Health & Safety Executive published dimensions of work stress. Framework analysis was applied to interview transcriptions, corroborated by a follow-up focus group (6 HCAs). Post hoc interviews with 10 nurses were later introduced to obtain a balanced view of teamwork on the Unit. Results: Health care assistants were altruistic regarding demands of dementia care but otherwise negative of most aspects of their work environment. Staff shortages had increased job demands: workload, poor shift rotas, and excessive reliance on inexperienced agency staff. According to HCAs, job resources of the care team were in significant deficit: nurses in charge were perceived as poor team leaders, had poor interpersonal skills, lacked respect for experienced HCAs, and deemed to be frequently absent from the ward so failing to support carers. HCAs’ lack of decision-latitude exacerbated the situation. In contrast, nurses interviewed did not recognise the teamwork issues raised by HCAs, who were considered obstructive, unsupportive, lacked awareness of nurses’ responsibilities, and of insights how understaffing meant excessive administration and time required to support patients’ relatives. Such dissonant inter-group views caused considerable friction and exacerbated the work pressure. Conclusion: Study outcomes spotlighted impacts of socioeconomic issues for HCAs. Staff shortage, exacerbated by financial austerity measures (pre-COVID pandemic), increased job demands for HCAs but their psychosocial job resources were in serious deficit, so putting them at risk of burnout. Inter-group relations are key for a collaborative ethos, and are amenable to interventions. Such difficulties should not be allowed to fester. Full article

(This article belongs to the Special Issue Working Conditions and Wellbeing)

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