Objectives The aim of this study was to describe the development and the content of the Danish Psychosocial Work Environment Questionnaire (DPQ) and to test its reliability and validity. Methods We ...describe the identification of dimensions, the development of items, and the qualitative and quantitative tests of the reliability and validity of the DPQ. Reliability and validity of a 150 item version of the DPQ was evaluated in a stratified sample of 8958 employees in 14 job groups of which 4340 responded. Reliability was investigated using internal consistency and test-retest reliability. The factorial validity was investigated using confirmatory factor analysis (CFA). For each multi-item scale, we undertook CFA within each job group and multi-group CFA to investigate factorial invariance across job groups. Finally, using multi-group multi-factor CFA, we investigated whether scales were empirically distinct. Results Internal consistency reliabilities and test-retest reliabilities were satisfactory. Factorial validity of the multi-item scales was satisfactory within each of the 14 job groups. Factorial invariance was demonstrated for 10 of the 28 multi-item scales. The hypothesis that the scales of the DPQ were empirically distinct was supported. The final DPQ version consisted of 119 items covering 38 different psychosocial work environment dimensions. Conclusions Overall, the DPQ is a reliable and valid instrument for assessing psychosocial working conditions in a variety of job groups. The results indicate, however, that questions about psychosocial working conditions may be understood differently across job groups, which may have implications for the comparability of questionnaire-based measures of psychosocial working conditions across job groups.
There Actually Is an 'I' in Team Sherf, Elad N; Tangirala, Subra; Li, Alex Ning
MIT Sloan management review,
01/2024, Letnik:
65, Številka:
2
Journal Article
Recenzirano
Research shows that when dealing with fundamental change, teams that prioritize individual reskilling before focusing on collaboration have better results. This is particularly relevant in workplaces ...undergoing technological advancements, regulatory changes, or structural transformations. A study of a manufacturing company in China revealed that teams that initially focused on individual reskilling performed 12% better than teams that focused on improving collective coordination. Additionally, teams that emphasized team rewards in later phases of change were 11% more successful than teams that did not make that switch. Managing fundamental organizational changes requires a two-phased sequential response: encouraging individual task reskilling in the early periods and then experimenting with coordination and task flow in later periods. The sequencing of rewards is critical to ensure that team members focus on the right priorities in the right order. This principle applies not only in business environments but also in other domains, such as soccer, where individual skills must be developed before focusing on collaboration.
Aims
To evaluate the effects of the implementation of a professional practice model based on Magnet principles on the nurse work environment in a Dutch teaching hospital.
Design
A quasi‐experimental ...study.
Methods
Data were collected from registered nurses working on the clinical wards and outpatient clinics of the hospital in June/July 2016 (baseline) and in June/September 2019 (measurement of effects). Participants completed the Dutch Essentials of Magnetism II survey, which was used to measure their perception of their work environment. After baseline measurements were collected, interventions based on a professional practice model incorporating Magnet principles were implemented to improve the nurse work environment. Descriptive statistics and independent t‐tests were conducted to examine differences between survey outcomes in 2016 and 2019.
Results
Survey outcomes revealed significant changes in the nurse work environment between 2016 and 2019. Seven of the eight subscales (essentials of magnetism) improved significantly. Score for overall job satisfaction increased from 7.3 to 8.0 and score for quality of care increased from 7.0 to 7.6. On unit level, 17 of the 19 units showed improvement in the nurse work environment.
Conclusion
The implementation of a professional practice model positively affects the nurse work environment, job satisfaction and quality of care.
Impact
Nowadays, the quality of care is threatened by workload pressure and the low autonomy experienced by nurses. Considering the global shortage of nurses and growing complexity of healthcare, it is important to invest in improving the nurse work environment. The Magnet concept created a work environment in which nurses can deliver optimal quality of care. Knowledge of how Magnet principles affect the nurse work environment in the Netherlands is missing. These study results, including the description of how the interventions were implemented, will assist other hospitals to develop improvement strategies by focusing on the nurse work environment.
Worldwide, studies show a relationship between nurses' health and some work environment factors; however, data on nurses' health and self-perceived workload and nursing task allocation are lacking, ...particularly for Lebanese nurses. We assessed the relationship of several work environment factors: overall workload and specific temporal, physical, mental, effort, frustration, and performance demands (NASA Task Load Index), staffing resources and adequacy and leadership (Practice Environment Scale of Nursing Work Index), teamwork climate (Safety Attitudes Questionnaire), and nursing task allocation (Basel Extent of Rationing of Nursing Care)) with self-reported musculoskeletal, cardiovascular, skin, and mental health diseases (Work Ability Index) and emotional exhaustion (Maslach Burnout Inventory) among Lebanese nurses.
A cross-sectional self-report survey was distributed to all 289 registered nurses (RNs) in the medical, surgical, and pediatric units in two Lebanese university-affiliated hospitals; 170 RNs had complete data. Adjusted multivariable logistic regression models were used to estimate the association between work environment factors and health outcomes.
The most prevalent outcomes were musculoskeletal disease (69%), emotional exhaustion (59%), and mental health problems (56%); 70% of RNs had ≥2 and 35.29% had ≥4 co-occurring health problems. Musculoskeletal disease was associated with higher overall (OR = 1.36 (95%CI = 1.03, 1.80)), temporal (OR = 1.30 (95%CI = 1.09, 1.55)), and physical demands (OR = 1.20 (95%CI = 1.03, 1.49)), higher task allocation to RNs (OR = 1.11 (95%CI = 1.01, 1.23)) and lower teamwork climate (OR = 0.60 (95%CI = 0.36, 0.98). Higher odds of mental/emotional problems were associated with higher overall, temporal, frustration, and effort demands, and lower teamwork climate, performance satisfaction, and resources adequacy (increased odds ranging from 18 to 88%). Work environment indicators were associated with higher co-occurrence of health problems.
Results show elevated health burden and co-morbidity among Lebanese RNs and highlight the value of comprehensive approaches that can simultaneously improve several work environment factors (namely self-perceived workload, teamwork,, resources, and nursing task allocation) to reduce this burden.
Considering the importance of a healthy working environment, which provides quality of life, as it is a work space where, ordinarily, human beings spend more time, the objective of this article is to ...demonstrate health as an indispensable environmental good, since it is a right that is constantly disrespected, therefore, it will rely on normative predictions and doctrinal teachings through bibliographical research, as well as legislation. For this purpose, health will be referred to as the problem itself when asking whether health is an environmental good. The research methodology will be bibliographic, accompanied by the inductive approach method and analytical- descriptive procedure. The justification of work is based not only on its legal importance, but, more specifically, on its social relevance, as its due treatment implements labor environmental protection, denoting humanization at work, workers' health and quality of life in society, in addition to countless other results.
Toukokuussa osallistuin kokoukseen, joka oli omalla tavallaan havahduttava. Esihenkilö oli kutsunut omaan ryhmäänsä kuuluvat henkilöt läsnäkokoukseen, jonka aluksi hän pyysi meitä esittäytymään ...muille ja kertomaan omista tehtävistämme. Ajatuksena oli esittäytymisen ja tiedon jakamisen avulla parantaa tietoisuutta kunkin kollegan asiantuntemuksesta ja osaamisesta, jotta yhteistyö ja avun pyytäminen tarvittaessa olisi helpompaa. Muita kuunnellessa ainakin itselleni tuli tunne, että en kovinkaan tarkasti tiennyt tai muistanut mitä kaikkea kollegani tekevät, vaikka niin olin kuvitellut. Tehtävien ja osaamisen kirjo oli varsin laaja ja jokaisella hieman omanlaisensa. Puheenvuorojen aikana tuli tietoon muutakin, kuten se, että joillakin tehtävät olivat muuttuneet melko äskettäin ja asioissa riitti vielä opettelemista. Tiedon jakamisen ohessa myös ymmärrys toistemme tilanteesta tuntui lisääntyvän
Despite the fact that so many employees in the modern industrialized world work in office settings, organizational behavior researchers to date have been slow to recognize how important it is to ...study the effects of the physical work environment on office workers. Consequently, we have yet to form a clear understanding of the connection between the workplace physical environment and office workers’ behaviors and outcomes. In this essay, therefore, we seek to unpack some of the broad issues, including the effects of major characteristics of the physical environment of work—such as personal space and spatial density, personalization and identity, territoriality, conflict, and emotions—that can help to advance our knowledge in this field. We focus on open-plan office settings and suggest that this particular physical environment constitutes a source of “affective events” that, in turn, shape office workers’ behaviors and attitudes.
Purpose Knowledge regarding the importance of the psychosocial work environment for health and well-being in the workplace is extensive. However, more knowledge is needed about how the managers’ ...organizational conditions are related to what occupational health and safety management (OHSM) is actually conducted and how this relates to the work-related health of employees. The aim of this study is therefore to investigate if managers’ organizational conditions are associated with the conducted OHSM, and if the conducted OHSM is associated with the psychosocial work environment and well-being of the employees. Design/methodology/approach An electronic questionnaire was sent to managers and their employees working in 10 different organizations in Sweden, resulting in 1,097 valid responses. Structural equation modeling (SEM) was used to analyze the results. Findings The SEM analysis showed that managers’ conditions were related to employee well-being via OHSM and psychosocial work environment (job demands and job resources). Originality/value This study contributes to the existing literature in the field of OHSM by placing explicit focus on the role of organizational conditions for conducting OHSM. By studying not only the link between work environment and health, but also focus on the underlying organizational structures for OHSM, provides additional possibilities for prevention of the increasing work-related illness. As such, this paper contributes to a more holistic perspective in the field of OHSM.
Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who ...experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.
Team Reflexivity and Innovation Schippers, Michaéla C.; West, Michael A.; Dawson, Jeremy F.
Journal of management,
03/2015, Letnik:
41, Številka:
3
Journal Article
Recenzirano
Odprti dostop
Team reflexivity, the extent to which teams collectively reflect upon and adapt their working methods and functioning, has been shown to be an important predictor of team outcomes, notably ...innovation. As described in the current article, the authors developed and tested a team-level contingency model of team reflexivity, work demands, and innovation. They argue that highly reflexive teams will be more innovative than teams low in reflexivity when facing a demanding work environment. A field study of 98 primary health care teams in the United Kingdom corroborated their predictions: Team reflexivity was positively related to team innovation, and team reflexivity and work demands interacted such that high levels of both predicted higher levels of team innovation. Furthermore, an interaction between team reflexivity, quality of physical work environment (PWE), and team innovation showed that poor PWE coupled with high team reflexivity was associated with higher levels of team innovation. These results are discussed in the context of the need for team reflexivity and team innovation among teams at work facing high levels of work demands.
PDF
