Considering the Factory Floor Garcia, Elena G.; Garcia, Lupe
Technical communication quarterly,
07/2024, Volume:
33, Issue:
3
Journal Article
Peer reviewed
This article focuses on a professional space that technical and professional communication with which students might not be familiar: a factory. In unionized factory workplaces, particularly, the ...interactions between the factory floor workers (the unionized group) and the salaried professionals can be complicated, making effective communication difficult. From the perspective of one factory floor worker, we examine some of these complications and difficulties as a way to provide insight into such workspaces.
Presenteeism refers to attending work while ill. Although it is a subject of intense interest to scholars in occupational medicine, relatively few organizational scholars are familiar with the ...concept. This article traces the development of interest in presenteeism, considers its various conceptualizations, and explains how presenteeism is typically measured. Organizational and occupational correlates of attending work when ill are reviewed, as are medical correlates of resulting productivity loss. It is argued that presenteeism has important implications for organizational theory and practice, and a research agenda for organizational scholars is presented.
Workplace violence (WPV) is a prevalent phenomenon, especially in the healthcare setting. WPV against healthcare workers (HCWs) has increased during the COVID-19 epidemic. This meta-analysis ...determined the prevalence and risk factors of WPV. A database search was conducted across six databases in May 2022, which was updated in October 2022. WPV prevalence among HCWs was the main outcome. Data were stratified by WPV/HCW type, pandemic period (early, mid, late), and medical specialty. WPV risk factors were the secondary outcome. All analyses were conducted through STATA. Newcastle Ottawa Scale evaluated the quality. Sensitivity analysis identified effect estimate changes. A total of 38 studies (63,672 HCWs) were analyzed. The prevalence of WPV of any kind (43%), physical (9%), verbal (48%), and emotional (26%) was high. From mid-pandemic to late-pandemic, WPV (40–47%), physical violence (12–23%), and verbal violence (45–58%) increased. Nurses had more than double the rate of physical violence (13% vs. 5%) than physicians, while WPV and verbal violence were equal. Gender, profession, and COVID-19 timing did not affect WPV, physical, or verbal violence risk. COVID-19 HCWs were more likely to be physically assaulted (logOR = 0.54; 95% CI: 0.10: 0.97). Most healthcare employees suffer verbal violence, followed by emotional, bullying, sexual harassment, and physical assault. Pandemic-related workplace violence increased. Nurses were twice as violent as doctors. COVID-19 healthcare employees had a higher risk of physical and workplace violence.
Organizations rely heavily on asynchronous message-based technologies (e.g., e-mail) for the purposes of work-related communications. These technologies are primary means of knowledge transfer and ...building social networks. As a by-product, workers might feel varying levels of preoccupations with and urges for responding quickly to messages from clients, coworkers, or supervisors-an experience we label as workplace telepressure. This experience can lead to fast response times and thus faster decisions and other outcomes initially. However, research from the stress and recovery literature suggests that the defining features of workplace telepressure interfere with needed work recovery time and stress-related outcomes. The present set of studies defined and validated a new scale to measure telepressure. Study 1 tested an initial pool of items and found some support for a single-factor structure after problematic items were removed. As expected, public self-consciousness, techno-overload, and response expectations were moderately associated with telepressure in Study 1. Study 2 demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout (physical and cognitive), absenteeism, sleep quality, and e-mail responding beyond those factors. Implications for future research and workplace practices are discussed.
To analyze the production of research that adopted as object of investigation: institutional strategies, actions and programs to curb and/or prevent the nursing workplace violence.
Integrative review ...of 14 articles in full, available in the databases LILACS, PubMed Central, Scopus, CINAHL and Web of Science.
Of the articles analyzed, most arise from quantitative research (71%), carried out in the United States (65%), with educational actions (57%) and programs (43%), denoting policies.
Results showed various ways to curb or prevent nursing workplace violence. These are specific strategies, there are few programs deployed worldwide, usually centered in the United States, Canada and Sweden. Most of them is well evaluated and can serve as a model for the development and dissemination of policies according to the needs of each location.
The majority of people experiencing mental-health problems do not seek help, and the stigma of mental illness is considered a major barrier to seeking appropriate treatment. More targeted ...interventions (e.g. at the workplace) seem to be a promising and necessary supplement to public campaigns, but little is known about their effectiveness. The aim of this systematic review is to provide an overview of the evidence on the effectiveness of interventions targeting the stigma of mental illness at the workplace.
Sixteen studies were included after the literature review. The effectiveness of anti-stigma interventions at the workplace was assessed by examining changes in: (1) knowledge of mental disorders and their treatment and recognition of signs/symptoms of mental illness, (2) attitudes towards people with mental-health problems, and (3) supportive behavior.
The results indicate that anti-stigma interventions at the workplace can lead to improved employee knowledge and supportive behavior towards people with mental-health problems. The effects of interventions on employees' attitudes were mixed, but generally positive. The quality of evidence varied across studies.
This highlights the need for more rigorous, higher-quality evaluations conducted with more diverse samples of the working population. Future research should explore to what extent changes in employees' knowledge, attitudes, and supportive behavior lead to affected individuals seeking help earlier. Such investigations are likely to inform important stakeholders about the potential benefits of current workplace anti-stigma interventions and provide guidance for the development and implementation of effective future interventions.
Academics worldwide need empirically developed, concise ideas to make their cross-cultural teams and organizations productive. This invaluable reference tool provides an essential resource for ...academics to develop their understanding and professional practice in working across cultural boundaries. It considers the fundamental theories and frameworks of cross-cultural management and deepens our understanding of how they can be applied to management knowledge. Managers, researchers, students, HRM practitioners, and specialists in international business and cross-cultural affairs, will find this book a valuable reference source. Chapters suggest how frameworks can be further developed and how managers and employees can put them to use so as to build cross-cultural understanding and productive cross-functional teams.
Contents: Introduction; Cross-cultural foundations: traditions for managing in a global world, Dean Tjosvold and Kwok Leung; Forty-five years of researching the culture and behavior link, Harry C. Triandis; The universal and the specific in the 21st century management, Geert Hofstede; Cross-cultural social psychology and the real world of culturally diverse teams and dyads, Michael Harris Bond; Meeting the challenge of cultural difference, Peter B. Smith; Using emics and etics in cross-cultural organizational studies: universal and local, tacit and explicit, Mark F. Peterson and S. Antonio Ruiz Quintanilla; Human resource management in a global world: the contingency framework extended, Rosalie L. Tung and David C. Thomas; Cultural diversity in cross-border alliances, Susan E. Jackson and Randall S. Schuler; Knowledge in cross-cultural management in the era of globalization: where do we go from here?, Rabi S. Bhagat, B. Ram Baliga, Karen South Moustafa and Balaji Krishnan; Index.
Dean Tjosvold is Chair Professor of Management in the Department of Management at Lingnan University, Hong Kong, China. Dr Kwok Leung works within the Department of Management at the City University of Hong Kong.
A Short Guide to Equality Risk analyses the concepts, theories, and issues associated with the implementation in organisations and the service environment of an Equality, Diversity, and ...Discrimination (EDD) Agenda. Whether from a business, political, social, legal or medical view, the risks of failure of EDD compliance are escalating, be it in terms of cost, the possibility of damage to reputation, or the potential for loss of government or public sector contracts. Using the insights and specialised medico-legal knowledge he has acquired in the course of successfully defending his own rights, Tony Morden examines the subject from leadership, governance, management, opportunity, and performance-oriented perspectives. By using case studies and drawing on a growing body of international experience, the author analyses components of an EDD Agenda: equality, diversity, opportunity, and discrimination; and examines issues and dilemmas associated with implementing such an agenda. He offers a strategic and performance-oriented overview of the issues of leadership, prioritisation, management process, managing architectures, and the application of performance and risk management concepts. Written from a scholarly perspective, but in a practitioner-oriented and reader-friendly manner, this addition to the series of short guides to business risk provides a credible, strategic, and implementation-based overview of what is becoming a critically important, politically sensitive, and high risk subject.
Tony Morden has worked for the Plessey and British Oxygen companies in manufacturing, marketing, and human resource management. He has been a school teacher in Central Africa, a college and polytechnic lecturer in the UK, and a professional examiner in management. He was a Principal Lecturer at Teesside University in the UK where he had extensive experience of working with international and multicultural groups of students. He was for a number of years the external award assessor for Sheffield Hallam University's flagship Masters Degree programme in hospitality and tourism management. He has acted as a guest and visiting lecturer at universities elsewhere in the UK and in North America. Tony Morden has authored many papers, published in a wide variety of academic and practitioner journals, and written a number of books including Principles of Management and Principles of Strategic Management, both of which are published by Ashgate. Principles of Management has been translated into Chinese and Arabic editions. Tony Morden is a Fellow of the Higher Education Academy. He is classified as disabled within the meaning of the UK Disability Discrimination Act.
Contents: Introduction; Some EDD realities; EDD categories, EDD risk, and cost; EDD principles; EDD risk and national culture variables; EDD risk and management dilemmas; EDD risk, leadership and performance management; EDD risk and change management; EDD risk management strategies; Bibliography; Index.
Aims
The aims of this study were as follows: (a) to examine the relationship between perceived organizational support and resilience; (b) to investigate the potential mediating role of general ...self‐efficacy and cognitive reappraisal among emergency nurses who have experienced workplace violence; and (c) to explore the application of Kumpfer's resilience framework to emergency department nurses.
Design
A cross‐sectional study.
Methods
From February 17, 2021, to March 8, 2021, 825 emergency nurses working in the emergency departments of tertiary hospitals in Shanghai, China, completed an online survey. Data on resilience, organizational support, cognitive reappraisal and general self‐efficacy were collected through questionnaires. The Spearman analysis was employed to investigate the relationship between variables, while the mediation analysis was conducted using AMOS 23.0 statistical software.
Results
The findings of a study involving 825 emergency nurses who reported experiencing workplace violence reveal a positive correlation between perceived organizational support and resilience. Additionally, it has been observed that the relationship between these two factors is mediated by both cognitive reappraisal and general self‐efficacy. Furthermore, the mediating effect of cognitive reappraisal is more significant in this relationship.
Conclusion
Kumpfer's resilience framework is found to apply to emergency nurses. Perceived organizational support, an environmental factor, affects resilience directly and positively. In addition, cognitive reappraisal and general self‐efficacy, which are individual factors, mediate this influence path. These findings suggest an interaction between environmental and individual factors in determining the resilience of emergency nurses.
Impact
These findings have implications for developing resilience intervention strategies for emergency nurses exposed to occupational violence. Enhancing personal attributes such as general self‐efficacy and cognitive reappraisal is as significant as strengthening external organizational support environments for enhancing nurses' resilience.
Patient or Public Contribution
Emergency nurses participated in the pilot test of our questionnaire survey and gave their opinions on the questionnaire design.
Summary Statement
What is already known about the topic? In emergency rooms, workplace violence is prevalent, and it seriously endangers nurses' physical and mental health. Enhancing resilience can improve nurses' ability to self‐regulate after experiencing violence. However, the drivers and mechanisms of resilience among emergency nurses who have experienced workplace violence remain unidentified.
What this paper adds? This study confirms the applicability of Kumpfer's resilience framework to emergency nurses who have experienced workplace violence. Nurses' self‐efficacy and cognitive reappraisal mediate the relationship between perceived organizational support and resilience after exposure to workplace violence. The resilience process for emergency nurses involves the interaction of individual and environmental factors.
Implications for practice/policy. Managers and researchers should consider the interaction between individual and environmental factors when developing resilience intervention strategies for emergency nurses who have suffered workplace violence. It is essential to support emergency nurses from the dyadic dimensions of the environment and the individual. A supportive organizational environment and individual positive adjustment strategies are equally important in promoting resilience among nurses.
The present study was to evaluate workplace violence and examine its effect on job burnout and turnover attempt among medical staff in China. A total of 2,020 medical employees were selected from ...Fujian province by using stratified cluster sampling method. The Chinese version of the Workplace Violence Scale and the Maslach Burnout Inventory-General Survey were used to measure the workplace violence and job burnout, respectively. Other potential influencing factors for job burnout and turnover attempt were collected using a structured questionnaire. The incidence of workplace violence among medical staff was 48.0%. Workplace violence had a positive correlation with emotional exhaustion and cynicism and a negative correlation with professional efficacy. Workplace violence, marital status, employment type, working time (≥ 10 h/day), performance recognition, and life satisfaction were significant predictors for turnover attempt among Chinese medical staff.
PDF
