The current study sought to develop a practical scale to measure 3 facets of workplace health climate from the employee perspective as an important component of a healthy organization. The goal was ...to create a short, usable yet comprehensive scale that organizations and occupational health professionals could use to determine if workplace health interventions were needed. The proposed Multi-faceted Organizational Health Climate Assessment (MOHCA) scale assesses facets that correspond to 3 organizational levels: (a) workgroup, (b) supervisor, and (c) organization. Ten items were developed and tested on 2 distinct samples, 1 cross-organization and 1 within-organization. Exploratory and confirmatory factor analyses yielded a 9-item, hierarchical 3-factor structure. Tests confirmed MOHCA has convergent validity with related constructs, such as perceived organizational support and supervisor support, as well as discriminant validity with safety climate. Lastly, criterion-related validity was found between MOHCA and health-related outcomes. The multi-faceted nature of MOHCA provides a scale that has face validity and can be easily translated into practice, offering a means for diagnosing the shortcomings of an organization or workgroup's health climate to better plan health and well-being interventions.
The contributions in this volume stem from different lines of research and represent both a continuation and an advancement of the European DYLAN project. The book addresses the meanings and ...implications of multilingualism and plurilingual repertoires as well as the ways in which cultural diversity is managed in companies and institutions in Switzerland. Characterised by official quadrilingualism, but also by new dimensions of multilingualism resulting from massive immigration, important workforce mobility and increasing globalisation, Switzerland offers an ideal laboratory for studying phenomena linked to multilingualism and cultural diversity. On the one hand, a special focus is put on the best practices of diversity management and language regimes with particular attention paid to the interplay between official languages and English, and to ways of leveraging diversity awareness, fostering cultural inclusiveness and enhancing intercultural learning in vocational education and training. On the other hand, the chapters examine at close range the way actors' plurilingual repertoires are developed and how their use is adapted to particular objectives and specific conditions. Being observed in several types of multilingual professional settings, the plurilingual strategies, including English as lingua franca, are particularly examined in terms of power relations and processes of inclusion or exclusion.
Aims
To explore associations between specific violence prevention strategies and nurses’ perceptions of workplace safety in medical‐surgical and mental health settings.
Background
Workplace violence ...is on the rise globally. Nurses have the highest risk of violence due to the nature of their work. Violence rates are particularly high among USA and Canadian nurses. Although multiple violence prevention strategies are currently in place in public healthcare organizations in British Columbia, Canada, it is unknown whether these approaches are associated with nurses’ perceptions of workplace safety.
Design
This is an exploratory correlational design using secondary data.
Methods
Using data obtained from a province‐wide survey of nurses between March 2017 ‐ January 2018, this study included 771 nurses from medical‐surgical and 189 nurses from mental health settings. Data were analysed using ordinal logistic regressions.
Results
For medical‐surgical and mental health nurses, greater perceptions of workplace safety were related to employers listening to them with respect to violence prevention strategies. Nurses in both settings were more likely to feel safe when they were not expected to physically intervene during a code white situation. Medical‐surgical nurses were more likely to feel safe when code white incident reviews were conducted and fixed alarms were used. Mental health nurses were more likely to report feeling safe when they had enough properly trained code white responders on their unit.
Conclusion
Nurse‐employer engagement is critical to nurses’ perceptions of feeling safe at work. Engagement opportunities include nurses’ involvement in discussions about appropriate violence prevention strategies, collaborative debriefing after violent incidents and co‐development and updates of patients’ behavioural care plans.
目的
探讨特定暴力预防策略与护士对内科、外科和心理健康环境中工作场所安全的认知之间的关系。
背景
工作场所暴力在全球范围内呈上升趋势。由于护士的工作性质,她们遭受暴力的风险最高。美国和加拿大护士的暴力发生率特别高。尽管加拿大不列颠哥伦比亚省的公共医疗保健机构目前已经制定了多种暴力预防策略,但尚不清楚这些方法是否与护士对工作场所安全的认知相关联。
设计
这是一个使用次级数据的探索性相关设计。
方法
通过采用2017年3月至2018年1月期间的全省护士调查数据,本研究包括771名内外科护士和189名心理健康护理人员。使用了有序逻辑回归法来分析数据。
结果
对于内外科护士和心理健康护理人员来说,对工作场所安全的进一步认知与雇主在暴力预防策略听取他们的意见有关。因为在代码为白色的情况下,不需要他们采取身体上的干预措施,所以这两种情况下的护士更有可能感到安全。当进行白色代码事件审查和使用固定警报时,内外科护士才更有可能感到安全。当心理健康护理人员所在单位里有足够多训练有素的代码白色急救人员时,他们才更有可能报告感到安全。
结论
护士与雇主之间的接触对护士对工作安全的认知至关重要。接触机会包括,护士参与讨论适当的暴力预防策略、暴力事件后的协作任务报告以及共同制定和更新患者的行为护理计划。
ObjectivesWe compared COVID-19 risk management, fear of infection and fear of transmission of infection among frontline employees working within eldercare, hospital/rehabilitation, psychiatry, ...childcare and ambulance service and explored if group differences in fear of infection and transmission could be explained by differences in risk management. We also investigated the association of risk management with fear of infection and fear of transmission of infection among eldercare personnel.MethodsWe used cross-sectional questionnaire data collected by the Danish labour union, FOA . Data were collected 5½ weeks after the first case of COVID-19 was registered in Denmark. Data for the first aim included 2623 participants. Data for the second aim included 1680 participants. All independent variables were mutually adjusted and also adjusted for sex, age, job title and region.ResultsFear of infection (49%) and fear of transmitting infection from work to the private sphere (68%) was most frequent in ambulance service. Fear of transmitting infection during work was most frequent in the eldercare (55%). Not all differences in fear of infection and transmission between the five areas of work were explained by differences in risk management. Among eldercare personnel, self-reported exposure to infection and lack of access to test was most consistently associated with fear of infection and fear of transmission, whereas lack of access to personal protective equipment was solely associated with fear of transmission.ConclusionWe have illustrated differences and similarities in COVID-19 risk management within five areas of work and provide new insights into factors associated with eldercare workers’ fear of infection and fear of transmission of infection.
Objective
To describe the perception of professional climate in health services and policy research (HSPR) and efforts to advance diversity, equity, and inclusion (DEI) in the HSPR workforce and ...workplaces.
Data Source
We administered the HSPR Workplace Culture Survey online to health services and policy researchers.
Study Design
Our survey examined participants' sociodemographic, educational, and professional backgrounds, their perception on DEI in HSPR, experience with DEI initiatives, feeling of inclusion, and direct and witnessed experiences of discrimination at their institutions/organizations. We calculated sample proportions of responses by gender identity, sexual orientation, race/ethnicity, and disability status and compared them with Fisher's exact test.
Data Collection
We administered the survey online from July 28 to September 4, 2020. HSPR professionals and trainees aged 18 and older were eligible to participate. Analyses used complete cases only (n = 906; 70.6% completion rate).
Principal Findings
53.4% of the participants did not believe that the current workforce reflects the diversity of communities impacted by HSPR. Although most participants have witnessed various DEI initiatives at their institutions/organizations, nearly 40% characterized these initiatives as “tokenistic.” Larger proportions of participants who identified as female, LGBQI+, underrepresented racial/ethnic groups, and those with a disability held this perception than their male, heterosexual, White, and non‐disabled counterparts. Current DEI initiatives focused on “planning” activities (e.g., convening task forces) rather than “implementation” activities (e.g., establishing mentoring or network programs). 43.7% of the participants felt supported on their career development, while female, Black, Hispanic/Latino, LGBQI+ participants and those with a disability experienced discrimination at their workplace.
Conclusions
Despite an increasing commitment to increasing the diversity of the HSPR workforce and improving equity and inclusion in the HSPR workplace, our results suggest that there is more work to be done to achieve such goals.
Two distinguished scholars offer eight steps to help organizations discover and embrace an authentic higher purposesomething that will dramatically improve every aspect of any enterprise, including ...the bottom line.What does a lofty notion like purpose have to do with business basics like the bottom line? Robert E. Quinn and Anjan J. Thakor say pretty much everything. Leaders and managers are taught that employees are self-interested and work resistant, so they create systems of control to combat these expectations. Workers resent these systems, and performance suffers. To address the performance issues, managers double down on the coercion, creating a vicious cycle and a self-fulfilling prophecy. But there is a better way. Quinn and Thakor show that when an authentic higher purpose permeates business strategy and decision-making, the cycle is broken. Employers and employees see themselves as working together toward an inspiring goal, not just trying to hit quarterly targets. They fully engage, become proactive contributors, and, ironically, easily exceed those quarterly targets. Based on their widely acclaimed Harvard Business Review article, Quinn and Thakor offer eight sometimes surprising steps for shifting from a transaction-oriented mind-set focused on constraints to a purpose-oriented mind-set focused on possibility. This iconoclastic book will help any organization discover its authentic purpose and weave it into the fabric of everything it does, leading to unprecedented levels of personal satisfaction, service and product innovation, and economic growth.
Abstract This study examined the frequency of violence on nurses in Chinese psychiatric hospitals and explored its risk factors and impact on nurses' quality of life (QOL). A survey was conducted ...with 387 frontline psychiatric nurses in China. Information about experience of workplace violence in the past 6 months, type of workplace violence, and demographic characteristics was collected by a questionnaire. Altogether 319 (82.4%) of 387 nurses reported having experienced at least one type of violent event in the past 6 months. The prevalence of sexual assault, physical and verbal harassment was 18.6%, 61.5% and 78.6%, respectively. Compared to those with no exposure to violence, nurses who were exposed to violence had lower QOL in both the physical and mental domains. Significant predictors of violence against nurses are male sex, receiving college level or higher education and working on rotating duty were independently associated with high risk of violence. Workplace violence against psychiatric nurses commonly occurs in China. Considering the deleterious effects of violence, comprehensive strategies from the perspective of nursing education and training, organizational policy, patient care and staff support are recommended to promote occupational safety in psychiatric settings in China.
Nurses are especially vulnerable to violent and other forms of aggression in the workplace. Nonetheless, few population-based studies of workplace violence have been undertaken among working-age ...nurse professionals in Hong Kong in the last decade.
The study estimates the prevalence and examines the socio-economic and psychological correlates of workplace violence (WPV) among professional nurses in Hong Kong. The study uses a cross-sectional survey design. Multivariate logistic regression examines the weighted prevalence rates of WPV and its associated factors for a population of nurses.
A total of 850 nurses participated in the study. 44.6% had experienced WPV in the preceding year. Male nurses reported more WPV than their female counterparts. The most common forms of WPV were verbal abuse/bullying (39.2%), then physical assault (22.7%) and sexual harassment (1.1%). The most common perpetrators of WPV were patients (36.6%) and their relatives (17.5%), followed by colleagues (7.7%) and supervisors (6.3%). Clinical position, shift work, job satisfaction, recent disturbances with colleagues, deliberate self-harm (DSH) and symptoms of anxiety were significantly correlated with WPV for nurses.
WPV remains a significant concern for healthcare worldwide. Hong Kong's local health authority should put in place a raft of zero-tolerance measures to prevent WPV in healthcare settings.
Yet not everyone appreciates their efforts and contributions. Since the beginning of this pandemic, headlines have also captured stories of health-care personnel facing attacks as they travel to and ...from health-care facilities. Governmental failures in some countries to adequately provide and manage resources in this pandemic mean that health-care personnel are risking their lives daily by caring for COVID-19 patients without adequate personal protective equipment and other safety measures in their workplaces.7 As a result, thousands of health-care workers worldwide have contracted severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) and have thus been perceived as public health hazards themselves.8 This situation has generated violence against them in some places, essentially for performing their professional duties. ...this initiative must incorporate lessons learned from previous efforts to document violence against health-care personnel, such as attacks on those leading polio vaccination campaigns or who cared for patients with Ebola virus disease.10 Data on attacks specific to COVID-19 should be systematically gathered and included in the WHO Surveillance System of Attacks on Healthcare. ...health professional associations, societies, and organisations from all specialties and disciplines should unite in speaking out forcefully against all acts of discrimination, intimidation, and violence against health-care workers.15 They must immediately condemn violence when it occurs and participate in initiatives aimed at responding to and eliminating violence.
Organizations are increasingly concerned with fostering successful diversity. Toward this end, diversity research has focused on trying to reduce prejudice and biased behavior. But what happens when ...prejudice in the workplace inevitably occurs? Research also needs to focus on whether recovery and repair of social relations after expressions of prejudice are possible. To begin investigating this question, we develop a new framework for understanding reactions to prejudice in the workplace. We hypothesized that when women and minorities choose to confront a prejudiced comment in a workplace interaction (vs. remain silent) and hold a growth (vs. fixed) mindset-the belief that others can change-they remain more positive in their subsequent outlook in the workplace. Studies 1a, 1b, and 2 used hypothetical workplace scenarios to expose participants to someone who expressed bias; Study 3 ensured real-world relevance by eliciting retrospective accounts of workplace bias from African American employees. Across studies, women and minorities who confronted the perpetrator of prejudice exhibited more positive subsequent expectations of that coworker when they held a growth mindset. It is important that these more positive expectations were associated with reports of greater workplace belonging (Study 2), ratings of improved relations with coworkers who had displayed bias (Study 3), and greater workplace satisfaction (Studies 2-3). Thus, a growth mindset contributes to successful workplace diversity by protecting women's and minorities' outlook when they opt to confront expressions of bias.
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