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Background: The Covid-19 pandemic has had a significant impact on nurses. Nurses as workers face various health hazards in the workplace (hospital). Nurses are a group at risk of contracting the virus when providing nursing care to Covid-19 patients. This study aimed to determine the meaning of nurses' experience as workers during the Covid-19 pandemic. Design: This research is qualitative research with a descriptive phenomenological approach. Methods: Data collection was done using in-depth interviews with online interviews using the zoom application. The interview data were analyzed using the Colaizzi method. Results: The results of this study identified four main themes, namely feelings of insecurity, dangers faced by nurses, active nurses in preventing transmission, and meaning for nurses. Conclusion: This study provides information that nurses during the Covid-19 pandemic face various health hazards. The implications of this research, as input to occupational health nursing science regarding the danger nurses faced during the Covid-19 pandemic. Suggestions from this research are expected to optimize efforts to promote and protect the health and safety of nurses during the Covid-19 pandemic. © Asia Pacific Higher Learning Sdn Bhd., Lincoln University College. All Rights Reserved.
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Objectives: To investigate the prevalence of workplace violence in public health administration agencies and its effects on health outcomes. Methods: A survey was conducted in March 2022. Staff who had been working for at least one year in the Ministry of Health and Welfare or its subordinate agencies, the Department of Health, or in public health centers were recruited. Data were collected anonymously with a structured, online questionnaire. A total of 492 valid questionnaires were collected. Results: A total of 48.17% participants reported having experienced workplace violence (physical, psychological, verbal, or sexual). The most common type of violence was verbal (43.50%), followed by psychological (31.71%). Supervisors were the primary perpetrators of verbal and psychological violence, followed by clients and colleagues. Staff reported long working hours and high levels of psychological and physical stress. Furthermore, 22.97% of workers reported poor self-rated health, 60.57% had personal burnout levels higher than 50, and 63.41% reported poor mental health. Regression analyses showed that low workplace justice was most strongly associated with internal verbal and psychological violence, whereas routine work requiring interaction with the public was most strongly associated with external verbal violence. Staff who had experienced workplace violence in the past year had significantly higher risks of poor self-rated health, mental health, and personal burnout, and poor health was more strongly associated with workplace violence that originated inside the organization than with workplace violence that originated from outside the organization. Conclusions: This survey was conducted on-line anonymously, so the representativeness of our findings might be limited. However, heavy workloads and workplace violence in public health administration agencies during the COVID-19 pandemic are important issues deserving urgent attention. (Taiwan J Public Health. 2023;42(1) :42-61)
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Healthy lifestyle promotion from the perspective of state policy, journalism, healthcare, sociology, and psychology was analyzed. The objective of the study was to analyze changes in the financial and agitation state policy aimed at increasing the motivational activity of citizens of the Russian Federation towards a healthy lifestyle (HLS) in the Soviet era and at the post-Soviet stage and assess the effectiveness of these measures. The effectiveness of the Soviet propaganda of healthy lifestyles among the population was evaluated. Crisis phenomena in public health, low persuasiveness of the media presentation of the healthy lifestyle value, the COVID-19 pandemic, difficulties in implementing corporate health promotion programs in the workplace at individual en-terprises, and ignoring gender stereotypes in attitudes to health are the reasons that contribute to the adherence of Russian workers to unhealthy behaviors, that cause an increase in the incidence of chronic non-communicable diseases. The historical aspect of changes in state policy for health promotion made it possible to determine the tasks in developing health-saving programs.Copyright © 2023, Media Sphera Publishing Group. All rights reserved.
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This chapter wants to shed light on the consequences that the COVID-19 pandemic had for human resource development (HRD) in organizations and in the labour market. We intend to compare three situations: Old Normal (before February 2020), New Normal (between March 2022 and October 2021), and Renewed Normal (since October 2021). Crucially, in organizations, work was mostly face to face in the Old Normal, remote in the New Normal, and there is a tendency for some hybrid form to be installed in the Renewed Normal. We compare the three phases in terms of four aspects of HRD and within virtual development relations, namely: work environment, competences, training, and skills. The chapter presents results from a literature review in SCOPUS database. We conclude that COVID-19 changed HRD, because technology changed the environment and, therefore, new competences were required. Therefore, a new form of training was also required, which, when in practice, originated new skills. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023.
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Remote work has been gaining in popularity for years, even before the COVID-19 pandemic began. Along with its perceived benefits, remote work often results in individuals spending long hours at a computer or on the phone. Consequently, remote workers may find that a large portion of their day is spent sitting without taking any kind of break, especially those for physical activity. The purpose of this action research study was to explore proven strategies that enable remote workers to take active breaks during their workday. Data was collected from longtime remote workers during Cycle 1 research through 11 semi-structured interviews and document analyses. Data analysis led to 12 themes that responded to the research questions. Along with the literature and a focus group, these findings informed the action step, which was designed, executed, and evaluated in Cycle 2. The action step involved four longtime remote workers sharing their lived experiences around remote work, breaks, and activity through a podcast series. These podcasts were consumed by 16 new remote workers who answered qualitative survey questions to determine the impact of the podcasts on their break taking during their workdays. The research found that a remote worker's work environment, degree of autonomy, and break options influence how they fit in breaks during their workdays. The findings suggest that remote workers need consistent organizational support;that having autonomy to manage their workdays is critical for remote workers;and all breaks "are not created equal". (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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PurposeThe study aims to investigate the impact of workplace ostracism (WO) and fear of the COVID-19 pandemic on the family life of restaurant employees. This research is based on the conservation of resources (COR) theory and work-family interface model to understand the theoretical underpinnings of mistreatment in the food sector during the COVID-19 pandemic.Design/methodology/approachThe study utilized a survey with a structured questionnaire to collect time-lagged data from 238 restaurant employees in the central region of Punjab province in Pakistan. The collected data were analyzed using the SPSS tool with modern-day techniques like bootstrapping, process macro and SmartPLS.FindingsThe study reveals that perceived stress levels of the employees increase due to ostracism, leading to work-family conflict. Furthermore, the study found that employees who fear COVID-19 are less stressed by ostracism.Originality/valueThe study's significant contribution lies in demonstrating that the impact of ostracism in the workplace is quite different from what was expected. The results have shown that ostracism can reduce the perceived stress levels of employees, leading to a decrease in work-family conflict, especially in the presence of fear of COVID-19.
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PurposeThe COVID-19 pandemic has greatly impacted work, leading to the adoption of remote work practices and changes in power dynamics and trust. Although managing remote work has received much attention, the impact of the quality of work life on the effectiveness of hybrid workplaces has been less studied. This study aims to examine the relationship between quality of work life and psychological capital among organizational leaders using an artificial neural network (ANN) model. Design/methodology/approachThis study used a cross-sectional quantitative methodology. A structured questionnaire was used to collect 268 responses from organizational leaders using the convenience sampling method. The data collected were analyzed using the ANN model in the Python interface. FindingsThe ANN model training and testing revealed that there is a positive relationship between the quality of work life and psychological capital among organizational leaders. The R-squared values for hope, efficacy, resilience and optimism were 85.19%, 82.08%, 78.55% and 81.08%, respectively, in the training set, and 81.30%, 78.95%, 76.52% and 71.41% in the testing set. Originality/valueTo the best of the authors' knowledge, no previous research in the context of studying the relationship between quality of work life and psychological capital among organizational leaders using the machine learning approach - ANN model.
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e-Employee Discipline is the electronic and remote conduction of employee discipline procedure during the COVID-19 pandemic. This study is a quantitative descriptive study that focused on assessing and analyzing the implementation of e-Employee Discipline Procedure. Convenient purposive sampling technique was assigned to 150 employees who were employed during COVID-19 pandemic in Metro Manila as the respondents in this study. Furthermore, a survey was utilized to gather quantitative data. Moreover, a one-on-one interview using the data gathered in the statistical result was utilized to gather qualitative data. The demographic profile, majority are male (60%) who age 22 to 25 years old (34%), who are college graduates (48.7%), having an entry level job position (46.7%) and working in art/media/communication industry (35.3%) during the COVID-19 pandemic. The respondents find that the implementation of the e-Employee Discipline Procedure as fair and effective in terms of proper documentation procedures, handling of confidentiality, safety and security ( = 4.64;σ = 0.68). However, the challenge is that the respondents moderately agree that the procedure of employee discipline that is conducted remotely is somehow a bit far off with what is usually done in the office (face-to-face) ( = 4.38;σ = 1.30). The absence of physical touch and non-verbal cues like tone of voice, body language and hand gesture are something that the respondents are longing for. Pandemic really detached people from the warmth of each other. Conducting employee discipline which oftentimes has dealt with emotions remotely finds the respondents longing for the physical presence of being heard. © 2023 ACM.
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The sudden outbreak of the novel coronavirus (COVID-19) and the declaration of a pandemic caused many rapid changes to educational systems around the world in March 2020. Many issues were encountered during the transition from on-campus to online teaching and learning approaches. With educators and policymakers focusing on how best to provide quality education and scrambling to ensure that appropriate technology and teacher training were in place, mental health issues became increasingly prevalent. Positive education approaches that build on existing strengths are essential to ensure both student and teacher well-being. The Positive Workplace Framework (PWF) is an example of how a strength-based approach can improve well-being in schools. By implementing practices related to one's basic mental fitness needs and promoting team resiliency assets, schools can create optimal conditions that allow everyone to thrive and be at their best. The Mental Fitness and Resiliency Inventory (MFRI) is a validated questionnaire that provides a snapshot of a school's well-being practices, as well as a profile from which to structure plans for enhancing collective well-being among staff and students. © Springer Nature Switzerland AG 2021. All rights reserved.
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Many organisations introduced social distancing to curb the COVID-19 pandemic. However, since social distancing is designed to reduce personal interactions, it can impact workplace relationships. This paper explores how and when social distancing influences workplace relationships. Drawing on the affect theory of social exchange and the social cognition literature, we argue that when employees have more negative affective relationships with their co-workers (before COVID-19), social distancing helps improve such negative affective relationships (during COVID-19), especially when the co-worker is warm and competent. We collected data on relationships that individual employees in South Korea have with their co-workers before and during COVID-19. Our hierarchical linear modelling results show that social distancing indeed reduces the negative affective relationships that employees have with their co-workers when those co-workers are viewed as warm and competent. Conversely, social distancing does not hurt employees' positive affective relationships. These findings suggest that contrary to view that social distancing and remote work causes misunderstanding and conflict, social distancing helps to improve employees' workplace relationships. We therefore draw implications for human resource development professionals in facilitating high-quality relationships in remote settings.
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Objectives: To examine the relative effectiveness of vaccination and non-pharmaceutical interventions (NPIs) on COVID-19 infection, reproduction rate, and deaths in the US. Method(s): Retrospective national-level US data were obtained from the Oxford COVID-19 Government Response Tracker (OxCGRT dataset). We performed time-trend analyses from December 2020 to December 2022 to observe how the values of policy variables and the number of COVID-19 new cases and deaths changed over time. The policy variables included (1) the number of people fully vaccinated per 100 of the total population (referred to as vaccination rate) and (2) the stringency index (a proxy for NPIs since it is a composite measure based on nine response indicators including school closures, workplace closures, stay-at-home requirements, and travel bans). We also performed multivariable linear regression to examine the associations between the policy variables and the COVID-19 reproduction rate. Result(s): Based on the time-trend analyses, the number of people vaccinated started to rise since March 2021, while the stringency index had steadily declined since early January 2021. A decrease in new COVID-19 cases and deaths was also observed during these three months (January to March 2021). However, despite a higher vaccination rate than in early 2021, new COVID-19 cases and deaths peaked in late 2021 and early 2022, suggesting that some NPIs might still be needed. The multivariable linear regression analysis showed that the reproduction rate of COVID-19 was negatively associated with the stringency index (coefficient = -0.010, 95% CI -0.013 to -0.005) and vaccination rate (coefficient = -0.005, 95% CI -0.009 to -0.001), after controlling for time covariates. Conclusion(s): The study highlighted the importance of NPIs in reducing new COVID-19 cases and deaths even when vaccination was in progress. Further research accounting for other factors is needed to disentangle the effects of NPIs and other measures from vaccination campaigns.Copyright © 2023
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The problem became so concerning that FDA expanded its guidelines for enhancing the diversity of clinical trial populations.3 Despite recent and profound medical and technological advances, there is limited evidence of these changes moving the needle toward more equitable clinical trial recruitment or improved health outcomes for racial and ethnic minorities. According to data compiled by Shonda Anderson-Williams, healthcare and life sciences digital transformation leader at Microsoft, diverse companies outperform the competition by 35%. The key to change is meeting people where they are. [...]any organization looking to make inroads with new populations must first acknowledge the historical facts that got us where we are, and then work to move past it. 4. Center the human Factor in decentralized trials Relying on digital technology to the exclusion of human interaction misses out on the texture of relationships and the very foundation of trustbuilding-a critical component of effectively en gaging communities of color who may often carry justifiable baggage.
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The purpose of this qualitative phenomenological descriptive study was to understand how employees perceive the level of support received from their employers in the workplace. The study encompassed employees with both secure and insecure attachment style types from across the entire State of Maryland. The study collected data via interviews from the participants, taking note of their perceptions of how they felt supported in the workplace. Twelve participants with varying occupations were selected and completed the following: a qualifying questionnaire, a workplace attachment questionnaire (Self-Reliance Inventory), and a personal semistructured, open audio interview with the researcher. Data was analyzed using the Braun & Clarke 6 Step Thematic Analysis Approach. As a result of the analysis, five themes emerged: Workplace, Work, Agency, Job & Organization;Management;Colleagues & Coworkers;Support & Commitment;and COVID-19. There is a research gap on this topic in workplace studies and employee attachment. By conducting this study, future researchers would be able to build upon this research to continue improving relationships in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Introduction: the COVID-19 pandemic had prompted governments in many countries to enact laws and policies to combat the spread of COVID-19 at work. The DEL required every worker to be screened when they arrived at work. Screening methods included self-reporting symptoms using a symptom monitoring tool. This study aimed to determine compliance with the symptom monitoring tool by assessing the knowledge, attitude, and practice of the MHSF employees. Methods: a cross-sectional questionnaire was administered to the employees. Information related to demographic, COVID-19 exposure, knowledge of COVID-19 and the symptom monitoring tool, attitude towards the symptom monitoring tool and practices towards COVID-19 and the symptom monitoring tool was collected. Results: a total of 90 participants participated in the study. The majority (N=45;50%) of respondents were aged between 30 and 39 years old, with more female (N=50) than male (N=40) participants. The majority (N=51;56.7%) only had grade 12 as the highest level of education. There were 25% (N=10) of males and 20% (N=10) of females who contracted COVID-19. The relationship between the COVID-19 positive cases and the symptom monitoring tool identifying symptoms had a strong negative correlation (-0.932). Respondent's knowledge of COVID-19 and the symptom monitoring tool was moderate (72.4%), with the attitude to the symptom monitoring tool being moderate (63.3%) as well. However, the practices of the COVID-19 guidelines and the symptom monitoring tool were good (93.3%). Conclusion: the employees of the MHSF complied with the completion of the daily symptom monitoring tool. There was decent knowledge of COVID-19 and the symptom monitoring tool, with a moderate attitude and good practices towards COVID-19 and completing the tool. The tool was able to identify suspected COVID-19 cases, which possibly reduced the spread of the virus in the workplace. © Stellan Abraham John et al.
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PurposeMany workers with disabilities face cultures of exclusion in the workplace, which can affect their participation in decisions, workplace engagement, job attitudes and performance. The authors explore a key indicator of engagement—perceptions of organizational citizenship behavior (OCB)—as it relates to disability and other marginalized identities in the workplace.Design/methodology/approachUsing an online survey, legal professionals answered questions about their workplace experiences. Ordinary least squares (OLS) multivariate regression analysis with progressive adjustment was used to investigate the effect of demographic and organizational factors on perceptions of OCB.FindingsThe authors find that employees with disabilities have lower perceptions of OCB, both before and after controlling for other personal and job variables. The disability gap is cut nearly in half, however, when controlling for workplace culture measures of co-worker support and the presence of an effective diversity, equity and inclusion (DEI) policy. Disability does not appear to interact with gender, race/ethnicity and LGBTQ + status in affecting perceptions of OCB.Originality/valueThe results point to the workplace barriers faced by people with disabilities that affect their perceptions of engagement, and the potential for supportive cultures to change these perceptions.
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Introduction: During the COVID-19 pandemic managers experienced additional stress connected with taking responsibility for workers at the time of a worldwide crisis. Maintaining a high level of physical activity in this specific group possibly could have contributed to keeping both management skills and health condition at a high required standard. The purpose of this review is to verify the range of scientific interest on the subject of physical activity among managers as a stress coping strategy during the pandemic. Materials and Methods: For this systematic review six studies were chosen (two of them are qualitative descriptive, three are cross-sectional, one is a report). The inclusion criteria were as follows: studies focusing on stress, physical activity and managers;studies conducted in the years of COVID-19 epidemic available in full-text. The exclusion criteria applied to studies where the managers' group was not specified. The number of study participants ranged from 20 to 255. Results: The frequency of exercise was insufficient and unsuitable to the managers' specific needs, especially during the demanding time of the COVID-19 pandemic. Conclusions: The managers were highly aware of the role of sport in lowering stress and improving health, especially during the pandemic. However, this has not resulted in more frequent physical activity among this group. There is a high probability that further confronting the leaders with their real physical activity daily habits would have influenced their reflection about the subject and initiated change.
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The substantially revised third edition of The Handbook of Security provides the most comprehensive analysis of scholarly security debates and issues to date. It reflects the developments in security technology, the convergence of the cyber and security worlds, and the fact that security management has become even more business focused. It covers newer topics like terrorism, violence, and cybercrime through various offence types such as commercial robbery and bribery. This handbook comprises mostly brand new chapters and a few thoroughly revised chapters, with discussions of the impact of the pandemic. It includes contributions from some of the world's leading scholars from an even broader geographic scale to critique the way security is provided and managed. It speaks to professionals working in security and students studying security-related courses. Chapter 5 is available open access under a Creative Commons Attribution 4.0 International License via link.springer.com. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2022. All rights reserved.
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Healthcare institutions have been under pressure for years now, climaxing in the COVID-19 crisis. Even if they are not operating at a trouble spot of the current COVID-19 pandemic, healthcare leaders need to be highly resilient to remain effective as well as staying healthy themselves. The purpose of this study is to shed light on healthcare leaders' challenges and, more important, their specific resilience factors. By doing so, we can expand the knowledge of this fragmented research field and deliver an integrated framework that has so far been lacking. We conducted 20 in-depth interviews with healthcare leaders. More precisely, 35% (7) of our interviewees were physicians, 55% (11) worked in nursing, and 10% (2) were nonclinical professionals, with 50% (10) of our participants working in upper, 40% (8) in middle, and 10% (2) in lower leadership positions. Based on a qualitative content analysis approach, we identified main healthcare leaders' challenges as well as crucial resilience factors (i.e., individual, situational, and behavioral factors). By integrating insights from contemporary leadership and work-related resilience research, we were able to develop an integrated framework of healthcare leaders' resilience. Considering resilience as a context-dependent construct, we are contributing to the resilience and healthcare literature by investigating the specialty of healthcare leaders' resilience. This study is contributing to the future development of resilience interventions in healthcare organizations that might help not only healthcare leaders to better cope with critical situations but also promote resilience development among their followers and organizations.
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Technology has become a ubiquitous force in modern life, leading to the blurring of work-life boundaries. The recent global pandemic brought this to the fore, particularly in the context of academia, where the blurring of boundaries were already apparent. This study explores whether and how information communication technology (ICT) blurred boundaries and impacted work-family conflict (WFC) and work-family enrichment (WFE) during the COVID-19 pandemic. This examination is critical to optimise the value that ICTs may provide for the well-being of academics and their families. Drawing on semi-structured interviews, data was collected from 14 academics with children. Findings indicated that ICT triggered various stressors leading to WFC, while simultaneously improving participants' availability leading to WFE. Managing boundaries was complex and depended on preferences and resources to enact these preferences. The findings highlight the paradoxical consequences of ICT, raising questions about increasing complexity in academic work and the need for more sustainable flexible work models.
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This chapter draws upon the key lessons of Stoic philosophy to achieve workplace well-being and human flourishing. Humanity is passing through one of its toughest and uncertain times in recent memory. A tiny virus has shaken the whole edifice of human endeavors, underscored the fleeting nature of human structures, and has highlighted the precariousness of our organizations and institutions. The COVID-19 pandemic has also reignited the need for spiritual and moral transformation, both at the personal and professional levels. It has also heightened the need and concern for human and organizational well-being and flourishing. This chapter concludes with the perspective that we all need to work humbly together with each other, albeit with Stoic equanimity and calm, to combat the after-effects of the pandemic and stay constructive and strong-willed. Only then we can hope for a shared, sustainable future for humanity. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023. All rights reserved.