Home care is one of the fastest growing industries in the United States, projected to continue increasing as the population ages. However, there are unique safety concerns associated with home care ...compared to the more controlled hospital or clinic settings, such as driving distractions, potentially dangerous neighborhoods, and in-home risks categorized as environmental, biological, chemical, and emotional. Each home is essentially a new worksite with its own set of safety hazards, increasing the need for home care providers to be aware of safety risks in these ever-changing environments. Ensuring worker safety is essential to the recruitment and retention of home care workers. This article discusses safety risks unique to home care and offers solutions that increase the safety of home care providers. Education around workplace violence, implementation of evidence-based practices, and establishing and adhering to safety policies are paramount.
Workplace violence (WPV) is an increasing cause of concern around the globe, and healthcare organizations are no exception. Nurses may be subject to all kinds of workplace violence due to their ...frontline position in healthcare settings. The purpose of this systematic review is to identify and consider different interventions that aim to decrease the magnitude/prevalence of workplace violence against nurses. The standard method by Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA, 2009) has been used to collect data and assess methodological quality. Altogether, twenty-six studies are included in the review. The intervention procedures they report on can be grouped into three categories: stand-alone trainings designed to educate nurses; more structured education programs, which are broader in scope and often include opportunities to practice skills learned during the program; multicomponent interventions, which often include organizational changes, such as the introduction of workplace violence reporting systems, in addition to workplace violence training for nurses. By comparing the findings, a clear picture emerges; while standalone training and structured education programs can have a positive impact, the impact is unfortunately limited. In order to effectively combat workplace violence against nurses, healthcare organizations must implement multicomponent interventions, ideally involving all stakeholders.
We advance research on the antecedents of business model design by integrating institutional and imitation theories to explore how the business model of new ventures evolves in a weak institutional ...environment. Based on a case study of Jumia—an online retailing company in Africa established with the aim to emulate the success of Amazon.com—we propose a process model entitled “imitate-but-modify” that explains how business models evolve through four distinct phases (i.e., clarification, legitimacy, localization, and consolidation). In essence, this model explains how new ventures surrounded by considerable uncertainty deliberately seek to learn vicariously by imitating the business model template of successful firms. However, because of significant institutional voids, the ventures’ intentional imitation is progressively replaced by experiential learning that blends business model imitation with innovation.
Using experience-sampling methodology, we examined within-individual relationships among emotional labor, negative and positive affective states, and work withdrawal, as well as the moderating role ...of gender. Fifty-eight bus drivers completed two daily surveys over a two-week period, producing 415 matched surveys. Results of hierarchical linear models revealed that affective states worsened when employees engaged in surface acting but improved when they engaged in deep acting. Surface acting was positively associated with work withdrawal, and state negative affect mediated this relationship. Results also revealed moderating effects of gender: the within-individual relationships were stronger for females than for males.
This study examines how teachers' autonomy and learning affect their commitment, considering the moderating role of work environment. Questionnaires were administered to full-time teachers in basic ...schools within Ghana's Ashanti Region, which yielded 1163 accurate responses. The study employs the structural equation modeling technique to generate accurate and reliable findings. The findings reveal that teachers' autonomy and learning positively and significantly contribute to their commitment. Also, work environment positively and substantially moderates the relationship between teachers' autonomy and commitment and between teachers' learning and commitment. Finally, theoretical and practical implications are discussed.
•Teachers' autonomy positively predicted teachers' commitment.•Teachers' learning positively impacted teachers' organizational commitment.•Work environment, together with teachers' autonomy, positively influenced teachers' commitment.•Work environment, together with teachers' learning, positively affected teachers' commitment.
Examined through the lens of moral psychology, we investigate when and why employees’ unethical behaviors may be tolerated versus rejected. Specifically, we examine the interactive effect of ...employees’ unethical behaviors and job performance onto relationship conflict, and whether such conflict eventuates in workplace ostracism. Although employees’ unethical behaviors typically go against moral norms, high job performance may provide a motivated reason to ignore moral violations. In this regard, we predict that job performance will mitigate the relationship between employee unethical behavior and workplace ostracism, as mediated by relationship conflict. Study 1, a multisource field study, tests and provides support for Hypotheses 1 and 2. Study 2, also a multisource field study, provides support for our fully specified model. Study 3, a time‐lagged field study, provides support for our theoretical model while controlling for employees’ negative affectivity and ethical environment. Theoretical and practical implications are discussed.
The present study aims to explore the relationship between work demand and work–family conflict, and family demand and family–work conflict. This study also tries to find out the moderating effect of ...family-friendly policies between the proposed relationships. The data for this study were collected from 217 women employees working in steel manufacturing companies of Jharkhand. The results of the study indicate that there is positive correlation between work demand and work–family conflict, and family demand and family–work conflict. Moreover, family-friendly policies are observed to significantly moderate the relationship of work demand and work–family conflict, but they do not significantly moderate the relationship of family demand and family–work conflict. This article gives insights into understanding the role of family-friendly policies to reduce the work–family conflict among women employees. A few measures are suggested, and employers should adopt such policies to minimize the work–family conflict, which can lead to better work–life balance
Work recovery research has focused mainly on how after-work break activities help employees replenish their resources and reduce fatigue. Given that employees spend a considerable amount of time at ...work, understanding how they can replenish their resources during the workday is critical. Drawing on ego depletion (Muraven & Baumeister, 2000) and self-determination theory (Deci & Ryan, 1985), we employed multi-source experience sampling methods to test the effects of a critical boundary condition, employee lunch break autonomy, on the relation between lunch break activities and end-of-workday fatigue. Although specific energy-relevant activities had a main effect on end-of-workday fatigue, each of these was moderated by the degree of autonomous choice associated with the break. Specifically, for activities that supported the psychological needs of relatedness and competence (i.e., social and work activities, respectively), as lunch break autonomy increased, effects switched from increasing fatigue to reducing fatigue. To the extent that lunch break activities involved relaxation, however, lunch break autonomy was only important when levels of relaxation were low. We conclude that lunch break autonomy plays a complex and pivotal role in conferring the potential energetic benefits of lunch break activities. Contributions to theory and practice are discussed.
Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic ...(task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor-subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice.
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