We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work ...groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness.
•Pro-diversity beliefs and humility are proposed antecedents of leader inclusion.•Inclusive leadership is posited to involve five categories of behaviors.•Encouraging belonging and valuing for uniqueness are proposed to foster inclusion.•Inclusion perceptions are posited to foster group identification and empowerment.•Creativity is proposed as one outcome resulting from inclusive leadership.
Young adults entering the workforce have an almost 40% greater risk of work-related mental health problems than other working age groups. Common mental disorders (CMDs) constitute the majority of ...such mental health problems. Managers are crucial in promoting a good psychosocial work environment and preventing sick leave. The study aims to explore managers' experience of 1) causes of sick leave in the personal and work-life of young employees with CMDs, and 2) prevention of such sick leave. A gender perspective is applied to examine managers' experience of causes and prevention of sick leave in relation to male and female employees and male and female-dominated occupations. A qualitative design was applied and 23 semi-structured interviews were conducted with Swedish managers experienced in supervising young employees with CMDs. The interviews were analysed with conventional content analysis and the managers' experience of similarities and differences between young female and male employees and occupations were explored through reflective notes. Four main categories and eight subcategories describe the managers' experience of the causes of sick leave due to CMD among young employees. The main categories are: 1) entering work life when already worn-out, 2) struggling with too high expectations at work, 3) having a challenging personal life, and 4) being unable to manage specific occupational challenges and demands. Gender differences were found in six subcategories regarding, e.g., work demands and problems in personal relationships. One main category and three subcategories describe how this type of sick leave might be prevented, with managers emphasizing the need to ease the transition into work life. Gender differences in the prevention of sick leave were found in one subcategory regarding communication about workers' health and problems at work. Our findings show that gender norms and the expectations of young men and women are factors of importance in managers' experience of the development and prevention of CMDs. These results can inform their preventive work and their supervision and introduction of newly-employed young adults.
The study investigated experiences of different types of work-related gender-based harassment (GBH), specifically sexual and gender harassment, as risk factors for alcohol-related morbidity and ...mortality (ARMM).
Information about experiences of (i) sexual harassment (SH-I) and (ii) gender harassment (GH-I) from inside the organization and (iii) sexual harassment from a person external to the organization (SH-E) were obtained from the Swedish Work Environment Survey 1995-2013, a biannual cross-sectional survey, administered to a representative sample of the Swedish working population. The survey responses from 86 033 individuals were connected to multiple registers containing information about alcohol-related diagnoses, treatment, or cause of death. Cox proportional hazard models were fitted to assess hazard ratios (HR) of incident ARMM during a mean follow-up of eight (SH-I and GH-I) and ten (SH-E) years.
A higher prospective risk estimate of ARMM was found among participants who reported experiences of SH-E HR 2.01, 95% confidence interval (CI) 1.61-2.52, GH-I (HR 1.33, CI 1.03-1.70), or SH-I (HR 2.37, CI 1.42-3.00). Additional analyses, distinguishing one-time from reoccurring harassment experiences, indicated a dose-response relationship for all three harassment types. Gender did not modify the associations. Under the assumption of causality, 9.3% (95% CI 5.4-13.1) of the risk of ARMM among Swedish women and 2.1% (95% CI 0.6-3.6) among Swedish men would be attributable to any of the three types of GBH included in this study.
Experiences of GBH in the work context may be a highly relevant factor in the etiology of ARMM.
While considerable evidence has been produced showing a link between nursing characteristics and patient outcomes in the U.S. and Europe, little is known about whether similar associations are ...present in South Korea.
To examine the effects of nurse staffing, work environment, and education on patient mortality.
This study linked hospital facility data with staff nurse survey data (N=1024) and surgical patient discharge data (N=76,036) from 14 high-technology teaching hospitals with 700 or more beds in South Korea, collected between January 1, 2008 and December 31, 2008. Logistic regression models that corrected for the clustering of patients in hospitals were used to estimate the effects of the three nursing characteristics on risk-adjusted patient mortality within 30 days of admission.
Risk-adjusted models reveal that nurse staffing, nurse work environments, and nurse education were significantly associated with patient mortality (OR 1.05, 95% CI 1.00–1.10; OR 0.52, 95% CI 0.31–0.88; and OR 0.91, CI 0.83–0.99; respectively). These odds ratios imply that each additional patient per nurse is associated with an 5% increase in the odds of patient death within 30 days of admission, that the odds of patient mortality are nearly 50% lower in the hospitals with better nurse work environments than in hospitals with mixed or poor nurse work environments, and that each 10% increase in nurses having Bachelor of Science in Nursing Degree is associated with a 9% decrease in patient deaths.
Nurse staffing, nurse work environments, and percentages of nurses having Bachelor of Science in Nursing Degree in South Korea are associated with patient mortality. Improving hospital nurse staffing and work environments and increasing the percentages of nurses having Bachelor of Science in Nursing Degree would help reduce the number of preventable in-hospital deaths.
Research on workplace helping has suggested that helpers receive positive outcomes from recipients in return for their help. We argue that this predominantly positive view of recipient reactions to ...helpers is because the literature has not adequately distinguished the outcomes of reactive helping (i.e., assistance provided in response to a request) from those of anticipatory helping (i.e., assistance offered or provided in advance of being asked). We propose that anticipatory helping, especially from helpers with higher status than the recipient, is more self-threatening to recipients than is reactive helping; hence, recipients are less likely to accept this help and more likely to lower their evaluations of both the helper's performance and their relationship with the helper. We find support for these hypotheses with four studies and one supplemental study that use experimental and field methodologies across a range of work contexts and social exchange relationships. Because our findings imply that both peer- and higher-status employees should withhold anticipatory help, which is impractical and potentially detrimental, we identify how these helpers can instead mitigate the negative effects of anticipatory helping by signaling a more balanced social exchange relationship with the recipient. We discuss how our findings expand research on helping, social exchange, and status.
Abstract
Aims and objectives
To examine demographic and work characteristics of interdisciplinary healthcare professionals associated with higher burnout and to examine whether the four domains of ...moral resilience contribute to burnout over and above work and demographic variables.
Background
Healthcare professionals experience complex ethical challenges on a daily basis leading to burnout and moral distress. Measurement of moral resilience is a new and vital step in creating tailored interventions that will foster moral resilience at the bedside.
Design
Cross‐sectional descriptive design.
Methods
Healthcare professionals in the eastern USA were recruited weekly via email for 3 weeks in this cross‐sectional study. Online questionnaires were used to conduct the study. The STROBE checklist was used to report the results.
Results
Work and demographic factors, such as religious preference, years worked in a healthcare profession, practice location, race, patient age, profession and education level, have unique relationships with burnout subscales and turnover intention, with the four subscales of moral resilience demonstrating a protective relationship with outcomes above and beyond the variance explained by work and demographic characteristics.
Conclusions
Higher moral resilience is related to lower burnout and turnover intentions, with multiple work demographic correlates allowing for potential areas of intervention to deal with an increase in morally distressing situations occurring at the bedside. Additionally, patterns of significant and non‐significant relationships between the moral resilience subscales and burnout subscales indicate that these subscales represent unique constructs.
Relevance to clinical practice
Understanding the everyday, pre‐pandemic correlations of moral resilience and burnout among interdisciplinary clinicians allows us to see changes that may exist. Measuring and understanding moral resilience in healthcare professionals is vital for creating ways to build healthier, more sustainable clinical work environments and enhanced patient care delivery.
El presente estudio profundiza en los procesos de conciliación como instrumento esencial en la resolución de disputas laborales y en las complejidades jurídicas y prácticas de estos mecanismos, ...destacando su papel fundamental en la preservación de los derechos laborales y la promoción de un entorno laboral justo. La investigación examina detalladamente tanto la Ley de Arbitraje y Mediación como la Constitución de la República del Ecuador. El análisis integral busca ofrecer una comprensión profunda de cómo la interacción entre la ley de arbitraje y la Constitución contribuye a la facilitación de la conciliación laboral, promoviendo así relaciones laborales justas y sostenibles en el contexto ecuatoriano.
The study investigates the impact of work environment on organizational performance in Ethiopiachr('39')s Arjo Dedessa Sugar Factory (ADSF) and Finchaa Sugar Factory (FSF), as well as the ...relationship between physical work environment, work-related risk and injuries, psychological work environment, and social work environment. The total number of people employed in two industries is 867 and 2824. To examine the work-related environment condition, a stratified random sampling technique was used to select a sample of 266 and 338 employees. A 60% response rate has been achieved. Statistical software SPSS V 23.0 was used to analyze and determine the relationship between dependent and independent variables using Pearson correlation and linear regression analyses. The findings show that employees in ADSF have a moderate social work environment compared to those in FSF, but both organizationschr('39') physical work environments are the least conducive. Both ADSF and FSFchr('39')s physical work environments had statistically significant effects on their performance. The suggestion was made to improve the social environment in order to improve the employeeschr('39') psychological health.
Complexity in nursing practice creates an intense and stressful environment that may lead to moral distress (MD) and registered nurses (RNs) seeking other employment.
In 2020, the RN turnover rate ...was 8%, with postpandemic turnover projected to reach 13%.
The Measure of Moral Distress for Health Care Professionals (MMD-HP) was used to measure the frequency and level of RNs' MD.
t tests showed significant differences for 16 of 27 MMD-HP items in RN intent to leave. RNs had 2.9 times the odds of intent to leave (P = .019) due to perceived issues with patient quality and safety and 9.1 times the odds of intent to leave (P < .001) due to perceived issues with the work environment. Results explained 40.3% of outcome variance.
MD related to work environment or patient quality and safety were significant factors in RN intent to leave their position.
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