Trauma-informed higher education workplaces: A literature review crosswalk analysis

Trauma is an ongoing reality of life. Mass shootings, adverse childhood events, and the COVID-19 pandemic have affected every workplace. Within higher education, students, faculty, staff, and administrators have experienced traumatic stress. The purpose of this systematic literature review (SLR) was to compile evidence-based best practices and create a trauma-informed (TI) model explicitly for higher education grounded on the current TI workplace models. The project addresses which models and evidence-based programs of the TI workplace have been used in the past 21 years and how these practices connect to higher education organizations. A crosswalk analysis between standard TI workplace practices aligned with the higher education context constructs a framework for higher education TI workplaces. The project's implications may take practitioners beyond the broad implementation and evaluation procedures required to sustain a TI workplace initiative toward more tangible approaches for higher education leadership to implement a TI culture. As a result of the SLR, higher education professionals may be able to apply the novel higher education TI practices to develop a culture that acknowledges employees' traumatic experiences and adopts evidence-based TI practices to support their wellbeing. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

People management in fluid workspaces: Transplanting corporate values and ethical culture

The impact of the COVID-19 (corona virus disease) pandemic across the global workforce has been nothing short of dramatic. Many organisations globally have had to adjust to massive shifts associated with the pandemic. Typically, most employees would work in proximity with themselves and their business leaders in an open plan office, most business issues will be quickly solved in a board room with big rotational chairs, a screen and huge table, feedback will be presented to employees over coffee, lunch or in the bosses office, employee engagement activities will be held in the open office or in a fun site or location, lunch hour will be filled with men and women in suits and ties looking for the best spot or spaces to take a breather. Very quickly, all these realities have been replaced with most teams working remotely or leveraging some sort of hybrid working system. Words like zoom and teams (a video conferencing app) meetings, has fast become workplace lingo, terms like social distancing, mental health, virtual teams, virtual meetings, new normal have been introduced to the work environment. This 'new normal' requires a huge dose of adaptation, flexibility and intentionality for organisations to survive, hence this chapter intends to make sense as well as attempt to address the implication of this work changes on the employer, employee, company culture, values and so on. As well as provide insights for possible solutions. © 2023 Kemi Ogunyemi and Adaora I. Onaga. All rights reserved.

Surfing the raging sea: pregnancy and motherhood in dance during a pandemic

During the COVID-19 pandemic, pregnant people and mothers in the United States have faced untenable conditions as they grapple with simultaneous professional and personal demands without access to adequate financial, career, or caregiving support. These simultaneous demands are not new to women, but the pandemic set inequities between working mothers and childfree workers and between women and men in even starker contrast. This article explores responses from 110 (self-identified) women participants about how their role of mother has changed, how their professional and personal lives have changed, how they have adapted to the pandemic era, and what kinds of support have or would have been helpful during this time. The participants' words point to areas of positive benefit and areas of needed growth and change in dance industries and workplaces and reframe the ways we construct our ideas of motherhood and expectations of mothers. I centralize their experiences for the benefit of everyone working in dance so that we may support each other in a revolution of dance as an inclusive, accessible, diverse field of equity and opportunity. © 2023 Informa UK Limited, trading as Taylor & Francis Group.

Engaging Employers in Apprentice Training: Focus Group Insights from Small-to-Medium-Sized Employers in Ontario, Canada.

Several factors have been identified to influence the registration and retention of apprentices in the construction trades. Employer engagement is a key factor to promote growth in apprenticeships in the construction trades as participation rates continue to be low among small-to-medium-sized employers. In this study, we evaluated the effectiveness of the Ontario Electrical League's (OEL) employer mentorship program through the perspectives of small-to-medium-sized employers using a qualitative approach. Two focus groups were conducted virtually with 11 employers. Focus group audio transcripts were recorded and transcribed for thematic analysis. Themes were generated using a data-driven approach to examine the relationships between mentorship program outcomes and perspectives on industry-related recruitment and retention barriers. Three themes were identified: (a) long-term apprentice recruitment and retention challenges; (b) equity and mental health in the workplace; and (c) industry challenges and mentorship program outcomes. Generally, this sample of employers appreciated the value of the OEL mentorship program through praise of the continued educational support, employer management expertise, hiring resources, and apprentice onboarding tools despite industry barriers in trade stigma, equity and mental health in the workplace, and recruitment and retention challenges. Industry partners should work with these small-to-medium-sized employers to develop workplace initiatives and engage external partners to provide ongoing apprenticeship mentorship support to address the recruitment and retention barriers identified in this study.

Incivility and Dysfunction in the Library Workplace: A Five-Year Comparison

The purpose of this study was to explore the internal library workplace incivility, conflict, and dysfunction which currently exist and identify five-year trends as compared to the results of the study conducted by Henry et al. (2018). Areas of bullying, cyber bullying, mobbing, cyberloafing, and emotional intelligence were explored in addition to the impact of COVID-19 on incivility. The data represents both quantitative and qualitative feedback from 643 library employees through a self-reporting survey distributed by the authors through listservs. Findings indicate since 2017 library workplace dysfunction, cyberloafing, and bullying behaviors have increased while mobbing and emotional intelligence have declined. © 2022 The Author(s). Published with license by Taylor & Francis Group, LLC.

Incivility and Dysfunction in the Library Workplace: A Five-Year Comparison

The purpose of this study was to explore the internal library workplace incivility, conflict, and dysfunction which currently exist and identify five-year trends as compared to the results of the study conducted by Henry et al. (2018). Areas of bullying, cyber bullying, mobbing, cyberloafing, and emotional intelligence were explored in addition to the impact of COVID-19 on incivility. The data represents both quantitative and qualitative feedback from 643 library employees through a self-reporting survey distributed by the authors through listservs. Findings indicate since 2017 library workplace dysfunction, cyberloafing, and bullying behaviors have increased while mobbing and emotional intelligence have declined. [ FROM AUTHOR]

‘Have They Talked About Us At All?’ The Moral Distress of Healthcare Social Workers during the COVID-19 Pandemic: A Qualitative Investigation in the State of Texas

Amid the ongoing pandemic, as overburdened and underfunded health systems are requiring health care social workers (HSWs) to assume responsibilities beyond their scope of practice, institutional constraints have undoubtedly heightened encounters of moral distress (MD). MD is the psychological disequilibrium that arises when institutional factors obligate an individual to carry out a task that violates their professional and/or personal ethics. Our qualitative study investigated HSWs' (n = 43) MD in Texas during the 2019 COVID-19 pandemic. Findings from our study indicate that MD occurs across five levels: (i) patient care decisions;(ii) personal care decisions;(iii) team/unit decisions;(iv) organisational decisions;and (v) social justice decisions. MD is rooted in systems that disproportionately impact historically excluded populations, including social inequities such as financial instability, homelessness and substance use. Organisations need to explicitly consider social justice initiatives that seek to identify growing disparities in care that have been at the forefront of the pandemic;macro-level perspectives that expand MD must address social and health inequities that impede daily tasks of all health care workers. MD encounters that are rooted in social determinants of health can inform supervision, education and practice to ameliorate HSWs' value conflict. The pandemic has heightened encounters of moral distress (MD) among health care social workers (HSWs). MD occurs when institutional factors constrain an individual in performing a task that violates their professional and/or personal values. MD is a leading cause of burnout, job dissatisfaction, patient disengagement and turnover. Limited research on HSWs' MD during the pandemic indicates a need for evidence-based data to inform intervention strategies. This qualitative study aimed to identify the triggers of MD among a sample of HSWs in Texas during the COVID-19 pandemic. Findings from our study show that MD is rooted in: (i) patient care decisions, including rushed and unsafe discharge plans and poor end-of-life practices;(ii) personal care decisions, including safety precautions that reduce care;(iii) team/unit considerations, including poor interdisciplinary collaboration and power imbalances;(iv) structural factors, including inconsistent visitation policies and unethical hierarchies;and (v) social injustice, including social inequities and the politicization of the pandemic. Importantly, as all health care workers are being impacted by macro-level constraints, health care organisations ought to explicitly consider incorporating social justice initiatives to enhance health and well-being. Our findings have implications for social work practice, education and supervision.

Summing Up an Immeasurable Year

COVID-19 has drastically impacted healthcare delivery across the United States and globally. This article outlines the strategic challenges of a free clinic in Milwaukee, Wisconsin, during the pandemic and describes various responses to these challenges. Communication with patients and staff, loss of volunteer practitioners and employee relations are specifically explored. The author argues that implicit aspects of the free-clinic business model positively impacted clinic resilience and suggests that lessons in workplace culture could be applied across sectors, with the aim of improved resilience during difficult times in the future. © 2021, University of Alberta Library. All rights reserved.

Mask use among health care workers and feelings of safety at work pre- and post- COVID-19 vaccine.

BACKGROUND: Correct mask use can prevent the spread of COVID-19 and hospitals require correct mask use. Despite this, there is variation in mask use among health care workers (HCW). Incorrect mask use may lead to increased infections and decreased feelings of safety. The purpose of this study was to determine variation in mask use among HCW as well as feelings of safety from exposure to COVID-19 when around colleagues before and after COVID-19 vaccine roll out. METHODS: This study used direct observation to assess mask use in patient-facing areas before and after COVID-19 vaccine. A staff survey was used to assess feelings of safety. RESULTS: Over 1,600 mask observations showed increased compliance from 94.6% to 97.5% (P = .001). Three hundred survey responses showed significantly increased feelings of safety (P < .001) after vaccine roll out, and 203 free-text responses with respondant reasoning were categorized into 6 themes. DISCUSSION: Understanding mask use behaviors and safety attitudes of HCW can help improve policies, workplace culture, and reduce HCW to HCW infections. CONCLUSIONS: Correct mask use was a highly adopted habit in patient-facing areas. The COVID-19 vaccine led to significantly increased feelings of safety among HCW, though the diverging narratives seen in the survey may be helpful to consider when crafting safety interventions.

Group Clinical Supervision for midwives and burnout: a cluster randomized controlled trial.

BACKGROUND: There are major shortfalls in the midwifery workforce which has been exacerbated by the COVID 19 pandemic. Midwives have high levels of burnout and many, often early career midwives, are planning to leave the profession. There are reports of a poor workplace culture in maternity units, including bullying. Support is essential for the welfare of the workforce to be able to cope with the demands of their jobs. Supportive strategies, such as Clinical Supervision, a recognised approach in healthcare, enable reflection in a facilitated, structured way, and can enhance professional standards. The purpose of this research is to study burnout levels in midwives, those exiting their workplace and perceptions of workplace culture in relation to access to, and attendance of, monthly Clinical Supervision. METHODS: This study will be a cluster randomised controlled trial of maternity sites within Sydney and the surrounding districts. Twelve sites will be recruited and half will receive monthly Clinical Supervision for up to two years. Midwives from all sites will be requested to complete 6-monthly surveys comprising validated measurement tools: the Copenhagen Burnout Inventory (CBI), the Australian Midwifery Workplace Culture (AMWoC) tool and the Clinical Supervision Evaluation Questionnaire (CSEQ) (the latter for intervention sites only). Primary outcomes are the levels of burnout in midwives (using the CBI). Secondary outcomes will be the quality of the intervention (using the CSEQ), perceptions of workplace culture (using the AMWoC tool) and midwives' intention to stay in their role/profession, as well as sick leave rates and numbers of exiting staff. We will also determine the dose effect - ie the impact in relation to how many Clinical Supervision sessions the midwives have attended, as well as other supportive workplace strategies such as mentoring/coaching on outcomes. DISCUSSION: Through attending monthly Clinical Supervision we hypothesise that midwives will report less burnout and more positive perceptions of workplace culture than those in the control sites. The potential implications of which are a productive workforce giving high quality care with the flow-on effect of having physically and psychologically well women and their babies. TRIAL REGISTRATION: The ACTRN Registration number is ACTRN12621000545864p , dated 10/05/2021,.

The impact of transformational leadership on nurse faculty satisfaction and burnout during the COVID-19 pandemic: A moderated mediated analysis.

AIMS: To examine the effects of nursing deans/directors' transformational leadership behaviours on academic workplace culture, faculty burnout and job satisfaction. BACKGROUND: Transformational leadership is an imperative antecedent to organizational change, and employee well-being and performance. However, little has been espoused regarding the theoretical and empirical mechanisms by which transformational leaders improve the academic workplace culture and faculty retention. DESIGN: A cross-sectional survey design was implemented. METHODS: Nursing faculty employed in Canadian academic settings were invited to complete an anonymous online survey in May-July 2021. A total of 645 useable surveys were included in the analyses. Descriptive statistics and reliability estimates were performed. The moderated mediation model was tested using structural equation modelling in the Analysis of Moment software v24.0. Bootstrap method was used to estimate total, direct and indirect effects. RESULT: The proposed study model was supported. Transformational leadership had both a strong direct effect on workplace culture and job satisfaction and an inverse direct effect on faculty burnout. While workplace culture mediated the effect of leadership on job satisfaction and burnout, the moderation effect of COVID-19 was not captured in the baseline model. CONCLUSION: The findings provide an in-depth understanding of the factors that affect nursing faculty wellness, and evidence that supportive workplace culture can serve as an adaptive mechanism through which transformational leaders can improve retention. A transformational dean/director can proactively shape the nature of the academic work environment to mitigate the risks of burnout and improve satisfaction and ultimately faculty retention even during an unforeseen event, such as a pandemic. IMPLICATION: Given the range of uncertainties associated with COVID-19, administrators should consider practicing transformational leadership behaviours as it is most likely to be effective, especially in times of uncertainty and chaos. In doing so, academic leaders can work towards equitable policies, plans and decisions and rebuild resources to address the immediate and long-term psychological and overall health impacts of COVID-19.

Factors that optimise the impact of continuing professional development in nursing: A rapid evidence review.

OBJECTIVES: Continuing professional development is essential for healthcare professionals to maintain and acquire the necessary knowledge and skills to provide person centred, safe and effective care. This is particularly important in the rapidly changing healthcare context of the Covid-19 pandemic. Despite recognition of its importance in the United Kingdom, minimum required hours for re-registration, and related investment, have been small compared to other countries. The aim of this review is to understand the factors that optimise continuing professional development impact for learning, development and improvement in the workplace. DESIGN: A rapid evidence review was undertaken using Arksey and O'Malley's (2005) framework; identifying a research question, developing a search strategy, extracting, collating and summarising the findings. REVIEW METHODS: In addressing the question 'What are the factors that enable or optimise CPD impact for learning, development and improvement in the workplace at the individual, team, organisation and system level?' the British Nursing Index, the Cochrane Library, CINAHL, HTA database, King's Fund Library, and Medline databases were searched for key terms. A total of 3790 papers were retrieved and 39 were included. RESULTS: Key factors to optimising the impact of nursing and inter-professional continuing development are; self-motivation, relevance to practice, preference for workplace learning, strong enabling leadership and a positive workplace culture. The findings reveal the interdependence of these important factors in optimising the impact of continuing professional development on person-centred care and outcomes. CONCLUSION: In the current, rapidly changing, healthcare context it is important for educators and managers to understand the factors that enhance the impact of continuing professional development. It is crucial that attention is given to addressing all of the optimising factors in this review to enhance impact. Future studies should seek to measure the value of continuing professional development for people experiencing care, nurses and the wider organisation.