Young adult restaurant workers face the dual stressors of work adjustment and managing personal responsibilities. We assessed a new psychosocial/health promotion training designed to reduce these stressors in the context of restaurant work. DESIGN . A cluster-randomized trial of a training program, with surveys administered approximately 2 weeks before training and both 6 and 12 months after training.
A national restaurant chain.
A total of 947 restaurant workers in 28 restaurants.
Personal stress, exposure to problem coworkers, and personal and job characteristics.
Team Resilience (TR) is an interactive program for stress management, teamwork, and work-life balance. TR focuses on "five Cs" of resilience: compassion, commitment, centering, community, and confidence. ANALYSIS . Mixed-model (multilevel) analysis of covariances.
Compared with workers in control stores, workers in TR-trained stores showed significant reductions over time in exposure to problem coworkers (F[2, 80.60] = 4.48; p = .01) and in personal stress (F[2, 75.28] = 6.12; p = .003).
The TR program may help young workers who face the challenges of emerging adulthood and work-life balance.
"2012 Outpatient psych hospital in Thailand Moderately depressed Thai patients ; age 42 ; 73% female 56 ; 53 8 - week , resilience - focused self - help guide book with readings , homework , and weekly phone calls Cognitive behavioral basis focusing on 4 resilience concepts to deal with depression No ; standard depression care only General , Directed , Specific , Indicated Significant improvement in resilience as add - on therapy in depressed Thai patients at 3 months follow - up Resilience , Depression [ 26 ] Petree , 2012 "
[Show abstract][Hide abstract] ABSTRACT: Poor mental health places a burden on individuals and populations. Resilient persons are able to adapt to life's challenges and maintain high quality of life and function. Finding effective strategies to bolster resilience in individuals and populations is of interest to many stakeholders.
PLoS ONE 10/2014; 9(10):e111420. DOI:10.1371/journal.pone.0111420 · 3.23 Impact Factor
[Show abstract][Hide abstract] ABSTRACT: The workplace offers advantages as a setting for interventions that result in primary prevention of alcohol abuse. Such programs have the potential to reach broad audiences and populations that would otherwise not receive prevention programs and, thereby, benefit both the employee and employer. Researchers have implemented and evaluated a variety of workplace alcohol problem prevention efforts in recent years, including programs focused on health promotion, social health promotion, brief interventions, and changing the work environment. Although some studies reported significant reductions in alcohol use outcomes, additional research with a stronger and integrated methodological approach is needed. The field of workplace alcohol prevention also might benefit from a guiding framework, such as the one proposed in this article.
Alcohol research & health: the journal of the National Institute on Alcohol Abuse and Alcoholism 03/2011; 34(2):175-87. · 0.58 Impact Factor
[Show abstract][Hide abstract] ABSTRACT: BACKGROUND: The German health care system has undergone radical changes in the last decades. These days health care professionals have to face economic demands, high performance pressure as well as high expectations from patients. To ensure high quality medicine and care, highly intrinsic motivated and work engaged health care professionals are strongly needed. OBJECTIVE: The aim of this study was to examine relations between personal and organizational resources as essential predictors for work engagement of German health care professionals.METHODS: This investigation has a cross-sectional questionnaire study design. Participants were a sample of hospital doctors. Personal strengths, working conditions and work engagement were measured by using the SWOPE, COPE Brief Questionnaire, Perceived Stress Questionnaire, COPSOQ and Utrecht Work Engagement Scale. RESULTS: Significant relations between physicians' personal strengths (e.g. resilience, optimism) and work engagement were evaluated. Work related factors showed to have a significant influence on work engagement. Differences in work engagement were also found with regard to socio-demographic variables.CONCLUSION: Results demonstrated important relationships between personal and organizational resources and work engagement. Health care management needs to use this information to maintain or develop work engaging job conditions in hospitals as one key factor to ensure quality health care service.
Work 03/2013; 47(4). DOI:10.3233/WOR-131617 · 0.52 Impact Factor
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