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Towards a Healthy and Sustainable Practice of Law in Canada | Preliminary research report of phase I
Abstract
Research report
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Rapport de recherche suivant une étude qualitative réalisée au sein de 3 barreaux régionaux de la province de Québec en 2016. Étude réalisée en partenariat avec le Barreau du Québec.
Agile work practices have been adopted by most software development organizations and by many large organizations from other industries. The introduction of agile work practices is assumed to positively affect work characteristics and, in turn, well-being of employees. So far, there is only very little and methodologically limited empirical research on this topic. Based on job demands–resources theory, we developed and tested a model on the direct and indirect relationships between agile work practices, job demands and resources, and occupational well-being. Data were provided by 260 employees working in agile development teams who participated in two surveys that were approximately six weeks apart. Results of structural equation modeling provided support for the hypothesized model, suggesting that agile work practices have a negative indirect effect
on emotional fatigue through lower job demands. At the same time, agile work practices also had a positive indirect effect on emotional engagement through higher job resources. Our research contributes to the literature by integrating agile work practices with job demands–resources theory, bridging an important gap between research and practice. Overall, the findings suggest that the implementation of agile work practices may have a positive impact on occupational well-being by improving employees’ perceptions of key work characteristics.
Background
Before 2020, mental disorders were leading causes of the global health-related burden, with depressive and anxiety disorders being leading contributors to this burden. The emergence of the COVID-19 pandemic has created an environment where many determinants of poor mental health are exacerbated. The need for up-to-date information on the mental health impacts of COVID-19 in a way that informs health system responses is imperative. In this study, we aimed to quantify the impact of the COVID-19 pandemic on the prevalence and burden of major depressive disorder and anxiety disorders globally in 2020.
Methods
We conducted a systematic review of data reporting the prevalence of major depressive disorder and anxiety disorders during the COVID-19 pandemic and published between Jan 1, 2020, and Jan 29, 2021. We searched PubMed, Google Scholar, preprint servers, grey literature sources, and consulted experts. Eligible studies reported prevalence of depressive or anxiety disorders that were representative of the general population during the COVID-19 pandemic and had a pre-pandemic baseline. We used the assembled data in a meta-regression to estimate change in the prevalence of major depressive disorder and anxiety disorders between pre-pandemic and mid-pandemic (using periods as defined by each study) via COVID-19 impact indicators (human mobility, daily SARS-CoV-2 infection rate, and daily excess mortality rate). We then used this model to estimate the change from pre-pandemic prevalence (estimated using Disease Modelling Meta-Regression version 2.1 [known as DisMod-MR 2.1]) by age, sex, and location. We used final prevalence estimates and disability weights to estimate years lived with disability and disability-adjusted life-years (DALYs) for major depressive disorder and anxiety disorders.
Findings
We identified 5683 unique data sources, of which 48 met inclusion criteria (46 studies met criteria for major depressive disorder and 27 for anxiety disorders). Two COVID-19 impact indicators, specifically daily SARS-CoV-2 infection rates and reductions in human mobility, were associated with increased prevalence of major depressive disorder (regression coefficient [B] 0·9 [95% uncertainty interval 0·1 to 1·8; p=0·029] for human mobility, 18·1 [7·9 to 28·3; p=0·0005] for daily SARS-CoV-2 infection) and anxiety disorders (0·9 [0·1 to 1·7; p=0·022] and 13·8 [10·7 to 17·0; p<0·0001]. Females were affected more by the pandemic than males (B 0·1 [0·1 to 0·2; p=0·0001] for major depressive disorder, 0·1 [0·1 to 0·2; p=0·0001] for anxiety disorders) and younger age groups were more affected than older age groups (−0·007 [–0·009 to −0·006; p=0·0001] for major depressive disorder, −0·003 [–0·005 to −0·002; p=0·0001] for anxiety disorders). We estimated that the locations hit hardest by the pandemic in 2020, as measured with decreased human mobility and daily SARS-CoV-2 infection rate, had the greatest increases in prevalence of major depressive disorder and anxiety disorders. We estimated an additional 53·2 million (44·8 to 62·9) cases of major depressive disorder globally (an increase of 27·6% [25·1 to 30·3]) due to the COVID-19 pandemic, such that the total prevalence was 3152·9 cases (2722·5 to 3654·5) per 100 000 population. We also estimated an additional 76·2 million (64·3 to 90·6) cases of anxiety disorders globally (an increase of 25·6% [23·2 to 28·0]), such that the total prevalence was 4802·4 cases (4108·2 to 5588·6) per 100 000 population. Altogether, major depressive disorder caused 49·4 million (33·6 to 68·7) DALYs and anxiety disorders caused 44·5 million (30·2 to 62·5) DALYs globally in 2020.
Interpretation
This pandemic has created an increased urgency to strengthen mental health systems in most countries. Mitigation strategies could incorporate ways to promote mental wellbeing and target determinants of poor mental health and interventions to treat those with a mental disorder. Taking no action to address the burden of major depressive disorder and anxiety disorders should not be an option.
Funding
Queensland Health, National Health and Medical Research Council, and the Bill and Melinda Gates Foundation.
Background
Burnout among physicians is growing at an exponential rate and many are leaving the profession. Nevertheless, the specific antecedents and intermediary stages involved in predicting their professional turnover intentions are not fully clear.
Purpose
We apply the Job Demands-Resources model and investigate an innovative model which predicts physician burnout and its ultimate consequences on professional turnover intentions.
Methodology/approach
Structural equation modeling was used on cross-sectional survey data from a sample of 407 Canadian physicians.
Results/conclusions
Job demands (work stress, work overload, and work-family conflict) and job resources (patient recognition and meaning at work) influence intention to leave the profession through a two stage health-impairment and motivational process related to health problems and professional commitment, respectively.
Practical implications
This study identifies key job resources and job demands which predict physician burnout and professional turnover intentions thereby pinpointing which levers managers can use improve their health and retain them in the profession.
Recent research on the nature, prevalence and severity of judicial stress in Australia has revealed a considerable burden of stress placed upon the judicial system. This article builds upon this research by exploring the demographic and workplace factors associated with elevated stress among Australian judicial officers. A survey of 152 judicial officers from 5 Australian courts found that judicial stress – operationalised as non-specific psychological distress, depressive and anxious symptoms, burnout and secondary traumatic stress – was predicted by satisfaction of the basic psychological needs of autonomy, competence and relatedness. Alcohol use and dependence was not associated with levels of stress or needs satisfaction. The only demographic variable found to be reliably associated with judicial stress was jurisdiction: compared with judicial officers in the higher jurisdictions (i.e. judges), those in the summary jurisdictions (i.e. magistrates) reported significantly higher levels of stress and significantly lower levels of basic psychological needs satisfaction. Implications and areas for future research are discussed. Alcohol use and dependence was not associated with levels of stress or needs satisfaction.
Rates of mental illness and heavy alcohol use are exceedingly high in the legal profession, while attrition among women has also been a longstanding problem. Work overcommitment, work-family conflict, permissiveness toward alcohol in the workplace, and the likelihood of promotion are all implicated but have yet to be systematically investigated. Data were collected from 2,863 lawyers randomly sampled from the California Lawyers Association and D.C. Bar to address this knowledge gap. Findings indicated that the prevalence and severity of depression, anxiety, stress, and risky/hazardous drinking were significantly higher among women. Further, one-quarter of all women contemplated leaving the profession due to mental health concerns, compared to 17% of men. Logistic models were conducted to identify workplace factors predictive of stress, risky drinking, and contemplating leaving the profession. Overcommitment and permissiveness toward alcohol at work were associated with the highest likelihood of stress and risky drinking (relative to all other predictors) for both men and women. However, women and men differed with respect to predictors of leaving the profession due to stress or mental health. For women, work-family conflict was associated with the highest likelihood of leaving, while overcommitment was the number one predictor of leaving for men. Mental health and gender disparities are significant problems in the legal profession, clearly requiring considerable and sustained attention.
As a group, gender and sexual minorities in Canada – including lesbian, gay, bisexual, transgender, queer, and Two-spirit (LGBTQ2S+) identified people – are more likely to live in poverty, face greater barriers to employment, and earn less at work than their cisgender, heterosexual counterparts, in addition to reporting poorer health and social outcomes. As an emerging area of research, significant knowledge gaps remain. In particular, there is a demonstrated need for research that accounts for differential outcomes within the LGBTQ2S+ community, takes an explicitly-intersectional approach, and is interdisciplinary in nature. These gaps are partially explained by the lack of high-quality, population-level data on gender and sexual minorities in the Canadian context.
This report documents the Phase 1 findings of the project Economic, health and social inequities faced by LGBTQ2S+ individuals in Canada, funded by Women and Gender Equality Canada and in partnership with Dr. Sean Waite at the University of Western Ontario, Pride at Work Canada, and the Labour Market Information Council. Authored by the SRDC project team and Dr. Sean Waite, the Phase 1 report communicates the project findings to-date, drawing from grey and peer-reviewed literature, key informant interviews, and a scan of available datasets to begin to describe outcomes and determinants thereof for LGBTQ2S+ individuals in Canada, as well as critically assess the data landscape. Subsequent phases will build on these findings, drawing in quantitative (Phase 2) and qualitative (Phase 3) data and analysis.
Aim
This study aimed to develop and test a causal model focused on assertiveness, stress coping, and workplace environment as factors affecting burnout among novice nurses.
Design
Cross‐sectional study was conducted with novice nurses of 17 hospitals.
Methods
The Novice Nurse Assertiveness Scale and the Japanese version of Maslach Burnout Inventory.
Results
Data from 645 female novice nurses were analysed. The mean age, Novice Nurse Assertiveness Scale and Maslach Burnout Inventory were 22.6 ± 3.0, 67.4 ± 10.3 and 13.7 ± 2.5. For the final model, the study adopted a model that includes indirect influences; inappropriate assertiveness and inappropriate coping affected the dissatisfaction with the job and then affected the burnout. The goodness of fit index was GFI = 0.94, AGFI = 0.91, RMSEA = 0.66, and R² was .86. The findings validated this as a causal model of assertiveness, stress coping, and the work environment as factors affecting burnout for novice nurses.
Background/objective:
The main aim of this study was to compare coping strategies in obsessive-compulsive patients and a healthy control group during COVID-19 lockdown and to analyze the relationship with some variables which may influence results (depression, anxiety, comorbidity, subtype of obsession-compulsion). Method: There were 237 participants, 122 OCD and 115 healthy controls, aged 17-61 years old (M = 33.48, SD = 11.13). Results: Groups showed differences in the use of some adaptive strategies (positive reinterpretation, acceptance, humor) and maladaptive (denial, self-blame). Within obsessive-compulsive group, comorbidity affected the greater use of inappropriate strategies (denial, substance abuse and self-blame) while type of obsession-compulsion did not influence use. Anxiety and depression levels were related to the use of less adaptive strategies. Conclusions: These findings strengthen the need for training in the use of effective and adaptive coping strategies, making it necessary to improve clinical follow-up of these patients. It is relevant to be in contact with healthcare professionals, review medication and observe the anxiety and depression levels.
Purpose Individual psychosocial factors are crucial in the return to work (RTW) process of workers with musculoskeletal disorders (MSDs) and common mental disorders (CMDs). However, the quality and validity of the questionnaires used to measure these factors have rarely been investigated. The present systematic search and literature review aims at identifying, categorizing, and evaluating the questionnaires (measurement tools) used to measure individual psychosocial factors related to the perception of the personal condition and motivation to RTW that are predictive of successful RTW among workers with MSDs or CMDs. Methods Through a systematic search on PubMed, Web of Science, and PsycINFO library databases and grey literature, we identified the individual psychosocial factors predictive of successful RTW among these workers. Then, we retrieved the questionnaires used to measure these factors. Finally, we searched for articles validating these questionnaires to describe them exhaustively from a psychometric and practical point of view. Results: The review included 76 studies from an initial pool of 2263 articles. Three common significant predictors of RTW after MSDs and CMDs emerged (i.e., RTW expectations, RTW self-efficacy, and work ability), two significant predictors of RTW after MSDs only (i.e., work involvement and the self-perceived connection between health and job), and two significant predictors of RTW after CMDs only (i.e., optimism and pessimism). We analyzed 30 questionnaires, including eight multiple-item scales and 22 single-item measures. Based on their psychometric and practical properties, we evaluated one of the eight multiple-item scales as questionable and five as excellent. Conclusions: With some exceptions (i.e., self-efficacy), the tools used to measure individual psychosocial factors show moderate to considerable room for improvement.
La présente étude fournit un compte rendu critique des études canadiennes sur l’ethnicité et la santé mentale pour ce qui est de la définition, de la conceptualisation et de l’opérationnalisation de l’ethnicité. Elle constitue un article fondateur sur les problèmes de méthodologie liés à ces facteurs et leurs répercussions, dans le but de guider la recherche future et de rendre possible la comparabilité des résultats entre les différentes études. Les bases de données Sociological Abstracts, PsycINFO, MEDLINE et CINAHL ont servi à répertorier les articles canadiens pertinents publiés entre janvier 1980 et décembre 2004. Ce compte rendu met en évidence un certain nombre de questions importantes que les futurs chercheurs devront prendre en considération, telles que la nécessité : 1) d’expliquer clairement pourquoi l’ethnicité est importante dans le cadre de leur recherche; 2) de fournir une définition claire de l’ethnicité, qui influe sur sa conceptualisation et son opérationnalisation; 3) de présenter une conceptualisation de l’ethnicité fondée sur la théorie, qui doit être reliée à la question sur laquelle porte la recherche et 4) de donner des justifications claires pour ce qui est des décisions prises au sujet de la source de données utilisée, de l’opérationnalisation de l’ethnicité et des catégories ethniques incluses dans leurs études.
Paramedics and firefighters have an elevated risk for developing psychopathology, yet much is unknown about why this occurs. One contributor may involve exposure to high levels of workplace violence associated with unpredictable and dangerous work environments. Further, appraising such events in a negative, maladaptive fashion may exacerbate the psychological impacts of workplace violence. Accordingly, the purposes of the current study were to examine the relationship of workplace violence to psychopathology in first responders and investigate how posttraumatic cognitions may mediate this relationship. A convenience sample of firefighters (n = 117) and paramedics (n = 129) from a large urban department in Canada completed an online survey measuring symptoms of posttraumatic stress disorder (PTSD), depression, anxiety, workplace violence, and posttraumatic cognitions. We found high levels of workplace violence and a pervasive association between violence and psychopathology in paramedics and firefighters, which was mediated by posttraumatic cognitions. We discuss the implications of the current findings for understanding, protecting, and supporting first responders.
Background: As a major virus outbreak in the 21st century, the Coronavirus disease 2019 (COVID-19) pandemic has led to unprecedented hazards to mental health globally. While psychological support is being provided to patients and healthcare workers, the general public's mental health requires significant attention as well. This systematic review aims to synthesize extant literature that reports on the effects of COVID-19 on psychological outcomes of the general population and its associated risk factors.
Methods: A systematic search was conducted on PubMed, Embase, Medline, Web of Science, and Scopus from inception to 17 May 2020 following the PRISMA guidelines. A manual search on Google Scholar was performed to identify additional relevant studies. Articles were selected based on the predetermined eligibility criteria.
Results: Relatively high rates of symptoms of anxiety (6.33% to 50.9%), depression (14.6% to 48.3%), post-traumatic stress disorder (7% to 53.8%), psychological distress (34.43% to 38%), and stress (8.1% to 81.9%) are reported in the general population during the COVID-19 pandemic in China, Spain, Italy, Iran, the US, Turkey, Nepal, and Denmark. Risk factors associated with distress measures include female gender, younger age group (≤40 years), presence of chronic/psychiatric illnesses, unemployment, student status, and frequent exposure to social media/news concerning COVID-19.
Limitations: A significant degree of heterogeneity was noted across studies.
Conclusions: The COVID-19 pandemic is associated with highly significant levels of psychological distress that, in many cases, would meet the threshold for clinical relevance. Mitigating the hazardous effects of COVID-19 on mental health is an international public health priority.
Interest in agility has grown tremendously in recent years, leading to considerable theorizing, research, and practice aimed at creating more agile individuals, teams, and organizations. The ultimate goal of agility interventions is to enable organizations to compete more successfully in today’s hypercompetitive and rapidly changing work environment, but relatively little research has examined the impact of agility interventions on organizational performance. This paper describes research in which a model of organizational performance is developed and tested that examines the role of agility and its potential antecedents as correlates of competitive success. Based on data from 325 companies and a subset of 114 publicly traded companies for which financial performance metrics were available, agility was shown to be a blend of both proactive and reactive components, the latter of which essentially describe resilience. This agility-resilience construct was shown to be significantly related to measures of corporate financial performance, with companies high on agility-resilience showing 150% higher return on investment (ROI) and 500% higher return on equity (ROE). Three organizational characteristics—stability, rightsized teamwork, and relentless course-correction—were all shown to have significant direct effects on agility-resilience, which in turn, served to mediate relationships to organizational financial performance. These findings challenge some commonly accepted “best practices” assumed to create agile organizations, and we conclude with suggestions for alternative approaches to teamwork, change, and performance monitoring that may be “better practices” for enhancing organizational performance.
Permanent connection to the work world as a result of new technologies raises the possibility of workday extensions and excessive workloads. The present study addresses the relationship between technology and psychological detachment from work resulting from work overload. Participants were 313 professionals from the health sector who responded to three instruments used in similar studies. Through PLS-SEM, regression and dependence analyses were developed, and through the bootstrapping method, significance of factor loadings, path coefficients and variances were examined. Results of the study corroborate a negative effect of technology use on psychological detachment from work and a positive correlation between technology and work overload. Additionally, there is a significant indirect effect of technology on psychological detachment from work as a result of work overload. Findings extend the literature related to the stressor-detachment model, and support the idea that workers who are often connected to their jobs by technological tools are less likely to reach adequate psychological detachment levels. Implications for the academic community and practitioners are discussed.
Alcohol use disorder (AUD) and depressive disorders are among the most prevalent psychiatric disorders and co-occur more often than expected by chance. The aim of this review is to characterize the prevalence, course, and treatment of co-occurring AUD and depressive disorders. Studies have indicated that the co-occurrence of AUD and depressive disorders is associated with greater severity and worse prognosis for both disorders. Both pharmacologic and behavioral treatments have demonstrated efficacy for this population. However, treatment response is somewhat modest, particularly for drinking outcomes, highlighting the importance of further research on the etiology and treatment of co-occurring AUD and depressive disorders. Key future directions include studies to understand the heterogeneity of both AUD and depressive disorders, research on novel treatment approaches to enhance outcomes, and better understanding of sex and gender differences.
Ce rapport présente les premiers résultats de l’Enquête québécoise sur des conditions de travail, d’emploi et de santé et sécurité du travail (EQCOTESST) réalisée conjointement par l’IRSST, l’INSPQ et l’ISQ, avec la collaboration de la CNT et du MTQ. Cette étude vise à produire une meilleure connaissance des conditions de travail, d’emploi et de santé et sécurité du travail (SST) des travailleurs québécois ainsi que des facteurs de risque auxquels ils sont exposés dans le cadre de leur emploi afin de pouvoir soutenir stratégiquement les orientations de recherche et d’intervention en santé et sécurité du travail au Québec.
The pervasiveness of information and communications technologies (ICT) has changed the nature of work in recent decades. Positive and negative impacts of ICT have been identified in every profession, including among lawyers. This paper examines the impact of ICT on the working conditions, stress and psychological distress experienced by lawyers, based on a qualitative study. Twenty-two (22) interviews were conducted with the aim of gaining a deep understanding of this issue. A thematic content analysis of the interviews revealed that factors related to ICT appear to contribute to the overall stress (technostress and other stress) experienced by lawyers, in turn leading to psychological distress. Moreover, the growing permeability between the different spheres of life caused by ICT and their particular characteristics has increased the workload of lawyers and accelerated their pace of work. Participants also identified frequent technological problems, as well as clients' misinformation on the Internet, as risk factors.
Background
The Global Burden of Diseases, Injuries, and Risk Factors Study 2017 (GBD 2017) includes a comprehensive assessment of incidence, prevalence, and years lived with disability (YLDs) for 354 causes in 195 countries and territories from 1990 to 2017. Previous GBD studies have shown how the decline of mortality rates from 1990 to 2016 has led to an increase in life expectancy, an ageing global population, and an expansion of the non-fatal burden of disease and injury. These studies have also shown how a substantial portion of the world's population experiences non-fatal health loss with considerable heterogeneity among different causes, locations, ages, and sexes. Ongoing objectives of the GBD study include increasing the level of estimation detail, improving analytical strategies, and increasing the amount of high-quality data.
Methods
We estimated incidence and prevalence for 354 diseases and injuries and 3484 sequelae. We used an updated and extensive body of literature studies, survey data, surveillance data, inpatient admission records, outpatient visit records, and health insurance claims, and additionally used results from cause of death models to inform estimates using a total of 68 781 data sources. Newly available clinical data from India, Iran, Japan, Jordan, Nepal, China, Brazil, Norway, and Italy were incorporated, as well as updated claims data from the USA and new claims data from Taiwan (province of China) and Singapore. We used DisMod-MR 2.1, a Bayesian meta-regression tool, as the main method of estimation, ensuring consistency between rates of incidence, prevalence, remission, and cause of death for each condition. YLDs were estimated as the product of a prevalence estimate and a disability weight for health states of each mutually exclusive sequela, adjusted for comorbidity. We updated the Socio-demographic Index (SDI), a summary development indicator of income per capita, years of schooling, and total fertility rate. Additionally, we calculated differences between male and female YLDs to identify divergent trends across sexes. GBD 2017 complies with the Guidelines for Accurate and Transparent Health Estimates Reporting.
Findings
Globally, for females, the causes with the greatest age-standardised prevalence were oral disorders, headache disorders, and haemoglobinopathies and haemolytic anaemias in both 1990 and 2017. For males, the causes with the greatest age-standardised prevalence were oral disorders, headache disorders, and tuberculosis including latent tuberculosis infection in both 1990 and 2017. In terms of YLDs, low back pain, headache disorders, and dietary iron deficiency were the leading Level 3 causes of YLD counts in 1990, whereas low back pain, headache disorders, and depressive disorders were the leading causes in 2017 for both sexes combined. All-cause age-standardised YLD rates decreased by 3·9% (95% uncertainty interval [UI] 3·1–4·6) from 1990 to 2017; however, the all-age YLD rate increased by 7·2% (6·0–8·4) while the total sum of global YLDs increased from 562 million (421–723) to 853 million (642–1100). The increases for males and females were similar, with increases in all-age YLD rates of 7·9% (6·6–9·2) for males and 6·5% (5·4–7·7) for females. We found significant differences between males and females in terms of age-standardised prevalence estimates for multiple causes. The causes with the greatest relative differences between sexes in 2017 included substance use disorders (3018 cases [95% UI 2782–3252] per 100 000 in males vs s1400 [1279–1524] per 100 000 in females), transport injuries (3322 [3082–3583] vs 2336 [2154–2535]), and self-harm and interpersonal violence (3265 [2943–3630] vs 5643 [5057–6302]).
Interpretation
Global all-cause age-standardised YLD rates have improved only slightly over a period spanning nearly three decades. However, the magnitude of the non-fatal disease burden has expanded globally, with increasing numbers of people who have a wide spectrum of conditions. A subset of conditions has remained globally pervasive since 1990, whereas other conditions have displayed more dynamic trends, with different ages, sexes, and geographies across the globe experiencing varying burdens and trends of health loss. This study emphasises how global improvements in premature mortality for select conditions have led to older populations with complex and potentially expensive diseases, yet also highlights global achievements in certain domains of disease and injury.
Introduction:
Substance use and depression co-occurrence is a frequent phenomenon and an important public health concern. Given the clinical implications and the high prevalence of both disorders, effective interventions are needed.
Methods:
The aim of this study is to review Behavioural Activation (BA) intervention effects to improve substance use behaviour and depression. A systematic review was conducted using MEDLINE, EMBASE, and PsycINFO. The Effective Public Health Practice Project Quality Assessment Tool (EPHPP) was used to assess the methodological quality of included studies. Two authors independently screened titles and abstracts, reviewed selected studies, and extracted data.
Results:
Of the 7286 studies identified, eight met inclusion criteria. Designs of the studies included six randomized controlled trials (RCTs), and two pre-post design studies. One trial received weak methodological quality, six moderate, and one strong. Three studies addressed smoking behaviour; two targeted opiate dependence; two focused on alcohol/drug dependence; and, one on crystal methamphetamine abuse. Results showed that BA had a positive effect on substance use outcomes in seven of the eight reviewed studies, and improved depression over time in six studies.
Conclusions:
Although studies conducted so far are limited by their heterogeneity and sample sizes, results are promising. There is a need of well controlled and powered studies to establish and to confirm the effectiveness of BA for the treatment of substance use and depression. Future studies should include stronger methodological designs, larger sample sizes, and long-term follow-ups.
Trial registration:
PROSPERO registration number: CRD42016039412 .
Aims
This study examines how career barriers and supports (i.e., perceived discrimination, lack of advancement, human capital, and social capital) impact affective, normative, and continuance aspects of professional commitment and thus nurses’ professional turnover intention.
Background
Professional commitment is known to influence professional turnover intention. However, little is known about how career barriers and supports contribute to professional commitment and reduce professional turnover intention.
Methods
This study adopted a cross‐sectional design and a survey to collect representative data in a major hospital in northern Taiwan. We used proportionate random sampling to ensure sample representativeness and obtained 524 responses.
Results
Perceived discrimination and lack of advancement were negatively related to affective professional commitment. Human capital was positively related to affective, normative, and continuance professional commitment. Social capital was positively related to normative professional commitment. All aspects of professional commitment were negatively related to professional turnover intention.
Conclusion
Career barriers and supports have an important influence on professional commitment. Reduced barriers and enhanced support may therefore help reduce nurses’ professional turnover intentions.
Implications for Nursing Management
Nursing managers could aim to lessen career barriers while increasing career support for nurses, helping strengthen nurses’ professional commitment and retention.
This is the book that started an are of research and practice of compassion fatigue, secondary traumatic stress and stress reactions, vicarious trauma, and most recently compassion fatigue resilience
The landscape and nature of knowledge work is changing due to digitalization. There are many expectations set for the digitalization and its impact on knowledge work performance. In this paper, the purpose is to critically examine the effects of digitalization on knowledge work performance through an empirical study consisted of multiple datasets representing knowledge workers in four different professions and three vocation sectors. The study is able to show that even though knowledge workers gain several benefits from digitalization, the effects of opposite, value destroying factors, are still stronger. This study contributes to the timely discussion on modern work by identifying the potential restraints and showing their relation to performance. Moreover, based on the results of the study, the critical areas that need managerial attention in digitalizing knowledge work are highlighted.
Current research on return to work for employees with common mental disorders suffers from two limitations: First, research mostly focuses on the influence of resources during the absence period ignoring the resources which may facilitate sustainable return to work, i.e. employees continuing to work and thrive at work post-return. Second, research tends to view the work and non-work domains separately and fails to consider the interaction of resources at the individual, group, leader and organizational levels, once back at work. In the present position paper, we present an integrated framework and a preliminary definition of sustainable return to work. Based on current occupational health psychology theory and existing research on return to work, we develop ten propositions for the resources in and outside work, which may promote sustainable return to work. In addition to the individual, group, leader, and organizational levels, we also argue for the importance of the overarching context, i.e. the societal context and the culture and legislation that may promote sustainable return to work. Our framework raises new questions that need to be addressed to enhance our understanding of how key stakeholders can support employees with common mental health disorders staying and thriving at work.
Purpose:
This study examines the factors that increase new graduate nurses' professional commitment and how this professional commitment in turn affects professional turnover intentions, anxiety, and physical health symptoms.
Design:
The study was carried out in association with the nursing undergraduate's affiliation of Quebec, Canada. A three-wave longitudinal design was employed among nursing students. Nurses were surveyed before they entered the labor market, and then twice after they started working.
Methods:
Participants were contacted by post at their home address. The hypotheses were tested using structural equation modeling.
Findings and conclusion:
Professional commitment explains why good work characteristics and the provision of organizational resources related to patient care reduce nurses' anxiety and physical symptoms, and increase their professional turnover intentions. Pre-entry professional perceptions moderate the effects of work characteristics on professional commitment such that when participants hold positive pre-entry perceptions about the profession, the propensity to develop professional commitment is higher.
Clinical relevance:
There is a worldwide shortage of nurses. From a nurse training perspective, it is important to create realistic perceptions of the nursing role. In hospitals, providing a good work environment and resources conducive to their professional ethos is critical for ensuring nurses do not leave the profession early on in their careers.
La structure de cette édition reste parfaitement adaptée à un cours d’introduction à la GRH qui s’offre souvent sur 12 séances. Évidemment, un enseignant peut décider de couvrir moins de chapitres et consacrer plus d’une séance à un ou des chapitres de son choix.
Chapitre 1 Miser sur la gestion des ressources humaines
Chapitre 2 Planifier les ressources humaines
Chapitre 3 Gérer l’organisation du travail
Chapitre 4 Assurer le recrutement, la sélection et l’accueil
Chapitre 5 Assurer la formation et le développement des compétences
Chapitre 6 Gérer la performance
Chapitre 7 Gérer les carrières
Chapitre 8 Gérer la rémunération
Chapitre 9 Gérer les relations du travail
Chapitre 10 Promouvoir la santé, la sécurité et le mieux-être au travail
Chapitre 11 Gérer la diversité
Chapitre 12 Évaluer la gestion des ressources humaines
Chaque chapitre bénéficie de références à jour et de nombreux exemples des sujets traités. Le livre aborde ainsi des thèmes d’actualité tels que la conciliation travail-vie personnelle, le vieillissement de la main-d’œuvre, les valeurs de la nouvelle génération, la diversité du personnel, les accommodements raisonnables, le défi de l’attraction et de la fidélisation du personnel, la délocalisation du travail, la gestion des employés expatriés, la solvabilité des régimes de retraite, le coût croissant des avantages sociaux, les communautés de pratique, l’éthique et la bonne gouvernance, la santé et le bien-être, le harcèlement psychologique, l’informatisation de la GRH, la sous-traitance de la GRH, le télétravail, les incidences du Web et des réseaux sociaux sur la GRH, la gestion informatisée des ressources humaines ou la mondialisation du marché du travail.
Des chapitres standardisés et attrayants
Le partage des responsabilités en matière de GRH. Après avoir défini et traité de l’importance de relever le défi de GRH visé, chaque chapitre rend compte d’emblée du partage des responsabilités pour chaque activité de GRH entre divers acteurs : dirigeants, cadres professionnels des RH, syndicats et employés. Ce livre ne traite donc pas en détail de tous les outils ou techniques que les professionnels RH peuvent gérer, puisque ceux-ci font déjà l’objet d’ouvrages ou de cours beaucoup plus spécialisés portant, par exemple, sur la sélection, la formation, les relations de travail ou la rémunération.
La spécificité de la GRH dans le secteur public, les milieux syndiqués et à l’international. Afin de tenir compte du poids du secteur public dans l’économie de nombreux pays, de la forte présence syndicale dans plusieurs secteurs d’activité et de la mondialisation croissante des affaires, chaque chapitre se termine sur des rubriques qui font le point sur ces aspects de la GRH. Ces clins d’œil contextuels répondront aux attentes de nombreux lecteurs.
L’influence des technologies numériques sur la GRH. Les avancées sur les plans technologiques, notamment les réseaux sociaux, entrainent des changements variés dans toutes les activités de GRH. Cette nouvelle édition permet aux lecteurs d’être familiarisés à ces nouvelles tendances et façons de faire, mais aussi aux enjeux et défis qui y sont liés.
Des rubriques plus variées et dynamiques. Tous les chapitres de cet ouvrage comptent des rubriques variées :
• Regard sur la pratique : on y trouve des extraits d’articles relatant des faits réels et actuels qui permettent de créer des liens entre théorie et pratique. Nous avons pris soin d’introduire des exemples d’entreprises du Québec, du Canada, mais aussi de divers pays (France, Inde, Chine, États-Unis, Allemagne, etc.) afin d’intéresser des lecteurs de plus en plus diversifiés et appelés à mener des carrières à l’international.
• Le coin de la loi : on y décrit brièvement une ou des lois liées au sujet du chapitre et ayant une incidence sur la GRH.
• Parole d’expert : on y laisse la parole aux experts en GRH, qu’il s’agisse de praticiens, de consultants ou de chercheurs.
• Une théorie d’intérêt : on y présente succinctement une théorie importante qui peut aider de comprendre la matière abordée dans le chapitre.
• Zoom PME : dans cette toute nouvelle rubrique, on présente des modalités d’implantation au sein d’une organisation de petite taille de l’activité de GRH traitée dans le chapitre. Ces rubriques sont importantes puisque que notre économie repose grandement sur les PME et que ces dernières emploient une bonne partie de la population active.
Un contenu clair, accessible, structuré et facilitant l’apprentissage. Ce livre, maintenant offert sous un format numérique ou papier, propose 12 chapitres ayant une structure standardisée et un contenu organisé, facilement repérable grâce au jeu des couleurs. On distingue quatre grandes sections :
• Le début de chapitre comporte une énumération des principaux défis à relever relativement au thème abordé, les objectifs d’apprentissage qui sont visés par le chapitre, une mise en situation et des définitions utiles. Deux rubriques qui traitent de l’importance de l’activité de GRH faisant l’objet du chapitre de même que du partage des responsabilités en la matière complètent cette première section du chapitre.
• Le corps du chapitre s’attarde pour sa part au « comment faire », c’est-à-dire aux pratiques, aux processus et aux outils. Le texte est appuyé par les diverses rubriques précédemment décrites et, en marge, par des définitions de mots clés et des adresses de sites Web d’intérêt en lien avec les contenus. En outre, des vidéos produites par l’Ordre des conseillers en ressources humaines agréés (CRHA) et d’autres organisations professionnelles sont proposées tout au long des chapitres.
• Le retour sur le chapitre explore d’abord les particularités de l’activité de GRH en question selon qu’elle s’exerce dans le secteur public, dans les milieux syndiqués ou à l’international. On y traite aussi des changements qu’entraîne le numérique et les percées technologiques sur l’activité de GRH traitée. On termine en proposant une synthèse de toutes les conditions qui permettent de mener à son succès.
• Chaque chapitre se termine par un certain nombre d’exercices à réaliser afin de tester ses connaissances, de valider ses acquis, de développer son sens critique en matière de GRH. Ainsi, tous les chapitres proposent une dizaine de questions de révision, des questions de discussion, des incidents critiques et un cas. La rubrique « Pour aller plus loin » permettra aux plus curieux d’en apprendre davantage. Cette section inclut des suggestions de livres, de sites Web, d’articles et de vidéos, notamment dans le « coin de l’Ordre des CRHA », que les enseignants et les étudiants apprécieront assurément.
Enfin, toujours dans un souci de favoriser l’apprentissage du lecteur et d’adapter le contenu de l’ouvrage au public visé, cette édition comporte de nombreux tableaux, figures et encadrés. Tous les chapitres sont rédigés dans un langage simple et accessible, ce qui nous semble la façon la mieux à même d’expliquer et de démystifier les fondements théoriques, les principes, les concepts, les processus, les pratiques et les techniques en matière de gestion des ressources humaines.
Un abondant matériel Web clés en main
Cette cinquième édition propose un vaste choix de matériel pédagogique disponible en ligne sur la plateforme interactive i+ au http://mabibliotheque.cheneliere.ca. Les contenus offerts comprennent notamment :
Pour les étudiants et les enseignants
• la version numérique du livre, qui peut être téléchargée, surlignée et annotée ;
• des ateliers interactifs (jeux-questionnaires) permettant de réviser la matière de chaque chapitre ;
• les vidéos du coin de l’Ordre ;
• des cas supplémentaires
• une liste de sites Web d’intérêt ;
Pour les enseignants
• douze présentations PowerPoint (une par chapitre) ;
• les solutionnaires de tous les exercices figurant dans le manuel ;
• les solutionnaires des cas supplémentaires ;
• des exemples de plans de cours ;
• les tableaux et les figures du manuel en format JPEG.
Purpose The objective of this systematic review was to synthesize evidence on the effectiveness of workplace-based return-to-work (RTW) interventions and work disability management (DM) interventions that assist workers with musculoskeletal (MSK) and pain-related conditions and mental health (MH) conditions with RTW. Methods We followed a systematic review process developed by the Institute for Work & Health and an adapted best evidence synthesis that ranked evidence as strong, moderate, limited, or insufficient. Results Seven electronic databases were searched from January 1990 until April 2015, yielding 8898 non-duplicate references. Evidence from 36 medium and high quality studies were synthesized on 12 different intervention categories across three broad domains: health-focused, service coordination, and work modification interventions. There was strong evidence that duration away from work from both MSK or pain-related conditions and MH conditions were significantly reduced by multi-domain interventions encompassing at least two of the three domains. There was moderate evidence that these multi-domain interventions had a positive impact on cost outcomes. There was strong evidence that cognitive behavioural therapy interventions that do not also include workplace modifications or service coordination components are not effective in helping workers with MH conditions in RTW. Evidence for the effectiveness of other single-domain interventions was mixed, with some studies reporting positive effects and others reporting no effects on lost time and work functioning. Conclusions While there is substantial research literature focused on RTW, there are only a small number of quality workplace-based RTW intervention studies that involve workers with MSK or pain-related conditions and MH conditions. We recommend implementing multi-domain interventions (i.e. with healthcare provision, service coordination, and work accommodation components) to help reduce lost time for MSK or pain-related conditions and MH conditions. Practitioners should also consider implementing these programs to help improve work functioning and reduce costs associated with work disability.
Electronic supplementary material
The online version of this article (doi:10.1007/s10926-016-9690-x) contains supplementary material, which is available to authorized users.
Background
The health and wellbeing of midwives are important considerations for workforce retention and quality care. The occurrence and relationships among mental health conditions such as burnout and depression have received little attention. We investigated the prevalence of burnout, depression, anxiety and stress in Australian midwives.
Methods
An online survey was conducted in September 2014. Participants were recruited through the Australian College of Midwives and professional networks. The survey sought personal and professional details. Standard measures included the Copenhagen Burnout Inventory (CBI) (Personal, Work and Client subscales), and Depression, Anxiety, and Stress Scale (DASS). The sample was collapsed into two groups according to DASS clinical cut-offs (normal/mild versus moderate/severe/extreme). Effect size statistics were calculated and judged according to Cohen’s guidelines.
Results
One thousand thirty-seven surveys were received. Respondents were predominantly female (98%), with an average age of 46.43 years, and 16.51 years of practice. Using a CBI subscale cut-off score of 50 and above (moderate and higher), 64.9% (n = 643) reported personal burnout; 43.8% (n = 428) reported work-related burnout; and 10.4% (n = 102) reported client-related burnout. All burnout subscales were significantly correlated with depression, anxiety and stress, particularly personal and work-related burnout with Spearman’s rho correlations ranging from .51 to .63 (p < .001). Around 20% of midwives reported moderate/ severe/ extreme levels of depression (17.3%); anxiety (20.4%), and stress (22.1%) symptoms. Mann-Whitney U tests revealed significant differences between groups with depression (r = .43), anxiety (r = .41) and stress (r = 48) having a medium size effect on burnout.
Conclusion
Prevalence of personal and work-related burnout in Australian midwives was high. The physical and psychological exhaustion associated with the different types of burnout were reflected in symptoms of depression, anxiety and stress symptoms. Further research is needed to support the personal well-being of midwives and minimize workplace burnout by developing short and long term strategies.
Electronic supplementary material
The online version of this article (doi:10.1186/s12884-016-1212-5) contains supplementary material, which is available to authorized users.
Introduction Common mental disorders (CMDs) and musculoskeletal disorders (MSDs) lead the list of causes for work absence in several countries. Current research is starting to look at workers on sick leave as a single population, regardless of the nature of the disease or accident. The purpose of this study is to report the validation of the Return to Work Obstacles and Self-Efficacy Scale (ROSES) for people with MSDs and CMDs, based on the disability paradigm. Methods From a prospective design, the ROSES’ reliability and validity were investigated in a Canadian sample of workers on sick leave due to MSDs (n = 206) and CMDs (n = 157). Results Exploratory and confirmatory factor analyses revealed that 46 items spread out on 10 conceptual dimensions (e.g., Fears of a relapse, Job demands, Difficult relation with the immediate supervisor), with satisfactory alpha coefficients and test–retest reliability for all subscales. Finally, several dimensions of ROSES also predict the participant’s RTW within 6 months for MSDs (e.g., job demands), and CMDs (e.g., difficult relation with the immediate supervisor), even when adjusted by several variables (e.g., age, severity of symptoms). Apart from the job demands dimension, when the ROSES dimension is more external to the individual, only the perception of obstacles remains significant to predict RTW whereas it is the opposite result when the dimension is more internal (e.g., fears of a relapse). Conclusion The ROSES demonstrated satisfactory results regarding its validity and reliability with people having MSDs or CMDs, at the time of the return-to-work process.
Objectives:
Rates of substance use and other mental health concerns among attorneys are relatively unknown, despite the potential for harm that attorney impairment poses to the struggling individuals themselves, and to our communities, government, economy, and society. This study measured the prevalence of these concerns among licensed attorneys, their utilization of treatment services, and what barriers existed between them and the services they may need.
Methods:
A sample of 12,825 licensed, employed attorneys completed surveys, assessing alcohol use, drug use, and symptoms of depression, anxiety, and stress.
Results:
Substantial rates of behavioral health problems were found, with 20.6% screening positive for hazardous, harmful, and potentially alcohol-dependent drinking. Men had a higher proportion of positive screens, and also younger participants and those working in the field for a shorter duration (P < 0.001). Age group predicted Alcohol Use Disorders Identification Test scores; respondents 30 years of age or younger were more likely to have a higher score than their older peers (P < 0.001). Levels of depression, anxiety, and stress among attorneys were significant, with 28%, 19%, and 23% experiencing symptoms of depression, anxiety, and stress, respectively.
Conclusions:
Attorneys experience problematic drinking that is hazardous, harmful, or otherwise consistent with alcohol use disorders at a higher rate than other professional populations. Mental health distress is also significant. These data underscore the need for greater resources for lawyer assistance programs, and also the expansion of available attorney-specific prevention and treatment interventions.
La théorie de l’esprit correspond à la capacité à inférer des états mentaux à autrui, comme des croyances, des désirs, ou des intentions. Elle permet ainsi d’interpréter, de prédire et d’anticiper les comportements et s’avère indispensable à la régulation des interactions sociales. Cette revue présente une synthèse des connaissances sur cette aptitude cognitive de haut niveau qui implique des processus de décodage et de raisonnement sur des états mentaux cognitifs ou affectifs, de premier (« je pense que. . . ») ou de deuxième (« je pense qu’il pense que. . . ») ordre. Les liens avec les fonctions exécutives et la mémoire sont souvent mis en évidence et parfois invoqués pour expliquer des troubles de la théorie de l’esprit dans des pathologies neuropsychiatriques. L’effet du vieillissement cognitif est encore débattu mais des résultats récents apportent un éclairage plus précis sur les effets de l’âge sur une théorie de l’esprit multidimensionnelle.
This study aims to longitudinally investigate the undesirable effect of overwork climate and its underlying mechanism in the context of telework. Teleworkers have been known for intensive working and even overwork. Moreover, although some empirical evidence shows the adverse effects of overwork climate, its longitudinal effects and mechanism have been underexplored thus far. Consequently, this study expected overwork climate to be related to lower levels of psychological detachment that eventually leads to higher exhaustion, with this effect being more profound among full-time teleworkers. The authors base their analyses on a two-wave study with four-month time intervals, with a sample of 375 teleworkers. The results show that an overwork climate led to exhaustion four months later due to impaired ability to detach from work. Notably, this effect was more substantial among those teleworkers who worked from home full-time.
Introduction
Many Canadians report decreased mental health during the COVID-19 pandemic, and concerns have been raised about possible increases in suicide. This study investigates the pandemic’s potential impact on adults’ suicide ideation.
Methods
We compared self-reported suicide ideation in 2020 versus 2019 by analyzing data from the Survey on COVID-19 and Mental Health (11 September to 4 December 2020) and the 2019 Canadian Community Health Survey. Logistic regression was conducted to determine which populations were at higher risk of suicide ideation during the pandemic.
Results
The percentage of adults reporting suicide ideation since the pandemic began (2.44%) was not significantly different from the percentage reporting suicide ideation in the past 12 months in 2019 (2.73%). Significant differences in the prevalence of recent suicide ideation in 2020 versus 2019 also tended to be absent in the numerous sociodemographic groups we examined. Risk factors of reporting suicide ideation during the pandemic included being under 65 years, Canadian-born or a frontline worker; reporting pandemic-related income/job loss or loneliness/isolation; experiencing a lifetime highly stressful/traumatic event; and having lower household income and educational attainment.
Conclusion
Evidence of changes in suicide ideation due to the pandemic were generally not observed in this research. Continued surveillance of suicide and risk/protective factors is needed to inform suicide prevention efforts.
Conventional wisdom says that lawyers are uniquely unhappy. Unfortunately, this conventional wisdom rests on a weak empirical foundation. The “unhappy lawyers” narrative relies on nonrandom survey data collected from volunteer respondents. Instead of depending on such data, researchers should study lawyer mental health by relying on large microdatasets of public health data, such as the National Health Interview Survey (NHIS) administered by the U.S. Centers for Disease Control. The NHIS includes data from 100–200 lawyers per year. By aggregating years, an adequate sample size of lawyers can readily be obtained, with much greater confidence that the lawyers in the sample resemble the true population of U.S. lawyers. When we examine the NHIS data, we find that, contrary to the conventional wisdom, lawyers are not particularly unhappy. Indeed, they suffer rates of mental illness much lower than the general population. Lawyer mental health is not significantly different than the mental health of similarly educated professionals, such as doctors and dentists. Rates of problematic alcohol use among lawyers, however, are high, even when compared to the general population. Moreover, problematic use of alcohol among lawyers has grown increasingly common over the last 15 years. These sometimes surprising and nuanced findings demonstrate the value of relying on more reliable data such as the NHIS.
Construction is a demanding work environment. Many construction professionals experience workplace stress, leading to physiological, psychological and sociological strain effects. They adopt a variety of coping mechanisms to manage these effects. A purposive sample of 36 construction professionals (architects, project managers, construction managers, civil engineers and quantity surveyors) in Cape Town, South Africa, were surveyed regarding their perceptions of workplace strain effects and stress counter measures. The Mann–Whitney and Kruskal–Wallis non-parametric tests were used for data analysis. The findings show that the highest-ranked strain effects in terms of impact were (in descending order): “frustration”, “fatigue”, “strain on personal relationships”, “strain on professional relationships”, and “anger/irritability”. Male professionals identified greater fatigue and frustration effects than females; while females felt a greater lack of self-confidence. The highest-ranked coping mechanisms in terms of impact were “travel”, “non-competitive sporting activity”, “music”, “increased caffeine intake”, and “walking”. Males preferred more intensive physical activities than did females. Architects experienced anxiety more frequently than other professional groups. This study confirms important strain effects experienced by construction professionals and highlights the nature and effectiveness of counter measures. Limitations of the study include its exploratory nature and small sample size. Future research should establish the associations between strain effects and coping measures, in terms of how construction organizations can better support wellbeing among their professional employees.
We are living in a digital age where work is now organised around the widespread use of information and communication technologies (ICT). In response to this, the concept of agile working has emerged, which involves liberating individuals from traditional forms of work and is arranged around four key activities. These involve promoting temporal and spatial flexibility, integrating resources, engaging in innovative activity and utilising communication and digital technology, in order to respond dynamically to service and market needs and to meet both individual and organisational goals. In this chapter we discuss the four activities in agile working and comment on how these effect the performance and well-being of people at work. We then outline how each of the chapters in ‘Agile Working and Well-being in the Digital Age’ contribute understanding to this new work phenomenon, to inform students, researchers and practitioners about current and emerging trends in agile working, and how these now need to be tackled.
Keywords: digital age, digitalisation, agile working, smart working, boundary management, innovation, technology, resources.
Building on the transactional perspective of stress and the complexity theory, we analyzed the effects of personality traits and technostress creators on job burnout by applying the fuzzy-set configurational approach (fsQCA) on a sample of 161 senior managers. Our findings reveal nine substitutable configurations in which different combinations of personality traits may react in different ways to technostress creators and cope differently with job burnout. Five configurations may lead to high job burnout, and four configurations may lead to low and medium job burnout. The multiple configurations provided can help senior managers to understand that there is not a single optimal path leading to high (vs. low/medium) job burnout but rather different paths, depending on different combinations of personality traits. Indeed, our findings can help senior managers to establish “personalized” preventive actions, depending on different combinations of personality traits in order to prevent high levels of stress.
Introduction:
The World Health Organization's (WHO) Alcohol Use Disorders Identification Test (AUDIT) is used extensively across the world, with cut-off scores recommended by the WHO. We reviewed the use and validity of AUDIT cut-off scores in low- and middle-income countries as cultural contexts are expected to influence the detection of alcohol use disorders.
Materials and methods:
The systematic review was guided by an a priori defined protocol consistent with the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) statement. We searched Cochrane library, Medline, EMBASE, PsycINFO, CINAHL, Indmed, LILACS, and AJOL databases using appropriate search terms. We conducted a narrative synthesis of the data.
Results:
We identified 54 distinct studies that used AUDIT cut-off scores which were not in alignment with those recommended by the WHO. India (n = 10), Nigeria (n = 9), and Brazil (n = 9) produced most of these included studies. Most of the studies (n = 42) did not conduct psychometric evaluations of AUDIT cut-off scores. Of the twelve studies which did report psychometric results, a wide range of cut-off scores performed well. In these studies the cut-off scores to detect hazardous drinking ranged from >3 to >5, for harmful drinking from >5 to >16, and for dependent drinking from >7 to >24.
Discussion:
AUDIT is being widely used in LMICs and non-recommended cut-off scores are considered to be appropriate in these countries. It is important to systematically evaluate the psychometric properties of those cut-off scores to ensure the internal validity of the studies in which they are used.
Criticisms of technological determinism are arranged in four categories : incorporated social relations, the sociotechnical current of thought, the school of social determinism and the strategic approach. Case studies are then used to selectively integrate these various viewpoints. It is argued that technology includes its inventors' social and technical vision, and that each technique carries an implict organizational design.
In this daily diary study, we examined the moderating role of employee domain‐specific mindfulness within the stressor–detachment model (Sonnentag & Fritz, 2015, Journal of Organizational Behavior, 36, 72). According to the stressor–detachment model, emotional and quantitative demands should be associated with decreased psychological detachment after work, which in turn is associated with decreased well‐being (i.e., low positive affect and high negative affect) at bedtime. Moreover, we proposed that both mindfulness at work and home should buffer the relations between job demands and psychological detachment and between psychological detachment and well‐being. Sixty‐five employees completed two daily surveys (i.e., after work and before going to bed) over five workdays. Results of multilevel analyses revealed that job demands did not predict psychological detachment, which in turn did not predict well‐being at bedtime. However, the relation between emotional demands and psychological detachment was buffered by both mindfulness at work and at home while the relation between quantitative demands and psychological detachment was moderated by mindfulness at home only. Moreover, we found that mindfulness at home moderated the relation between psychological detachment and positive affect at bedtime. Our study demonstrates the buffering role of daily mindfulness within the stressor–detachment model and highlights the value of considering domain‐specific mindfulness.
Practitioner points
• Being mindful at work and at home buffers the negative relationships between job demands and psychological detachment after work.
• Promoting mindfulness both in the work and home domain can help employees psychologically detach from work despite high job demands.
The use of technology can enhance workplace efficiency, productivity, and flexibility; yet, technological tools can have negative effects on individuals’ cognitive, psychological, and physical health, as well as on organizations (e.g., lowered employee satisfaction, decreased employee commitment). The use of information and communications technologies (ICT) adds to existing work stress. The authors reviewed recent literature to identify ICT trends, define key terms, and gain insights to improve awareness of ICT issues related to career development, health and wellness, and job security. The potential for inquiry as it relates to career exploration, development, and advancement is relevant to counselors and clients in today's workplace. Research is needed to examine the effects of technostress across different industries, to identify workers at greatest risk of adverse effects, to explore the impact on career decision making, to help clients develop personal coping resources, and to determine strategies for career professionals to collaborate with workplace managers.
In this article we discuss the futures of work and robotics. We evaluate key future trends in the field of robotics and analyse different scenarios regarding the futures of human beings and work life. Subsequently, we present a roadmap of robotics, which covers key aspects of industrial and service robotics, discuss technology foresight insights and inter-linkages to robotics, and identify three critical technology roadmaps: the technological future of robotics, digitalisation and ICT technologies. Finally, we analyse economic, social, and political key challenges of the digital transformation of work and labour policy in the European Union in general and against the backdrop of the European robotics strategy in particular.
Manufacturing engineering industry has been widely utilizing the concept of lean manufacturing. The Henry Ford integrated an entire production process in which he lined up fabrication steps in process sequence using special-purpose machines and go/no-go gages to fabricate and assemble the components going into the vehicle within a few minutes and deliver perfectly fitting components directly to line-side. The long time lags between process steps and the complex part routings required ever more sophisticated information management systems culminating in computerized Materials Requirements Planning systems (MRP). Kiichiro Toyoda, Taiichi Ohno, and others at Toyota looked at this situation in the 1930s that needed both continuity in process flow and a wide variety in product offerings. This system in essence shifted the focus of the manufacturing engineer from individual machines and their utilization, to the flow of the product through the total process.
In this chapter, we discuss the role of empathy as the main precursor for prosocial behavior, taking perspectives that span from social and developmental psychology to social neuroscience. We begin by introducing compassion fatigue in caregivers as a form of pathological altruism. We move on to introduce such relevant concepts as empathy, compassion, empathic concern, and distress; we then review relevant empirical findings from social and developmental psychology and social neuroscience. Finally, we propose a new integrative model that suggests that the term compassion fatigue should be replaced by the term empathic distress fatigue to more accurately account for symptoms of withdrawal and burnout. We conclude by outlining potential ways to circumvent the downside of too much empathy.
Research to date indicates that lawyers are disproportionately affected by psychological distress when compared to the general population, and other occupations. In this study, the Job Demands-Resources Model was used to identify job characteristics associated with psychological distress among lawyers, and to explore the mediating roles of burnout and work engagement. Legal staff (N = 94) from a large New Zealand law firm completed a survey on job characteristics, burnout (work-related fatigue), engagement and psychological distress. Regression analyses provide support for the strain and motivational pathways of the Job Demands-Resources Model. Results suggest a dual focus on reducing job demands related to burnout, and increasing the availability of job resources to enhance work engagement, may help combat psychological distress among lawyers. © This material is
