Enabling successful change in a high-demand working environment: a case study in a health care organization.

PURPOSE: The anticipation of organizational change and the transition process often creates uncertainty for employees and can lead to stress and anxiety. It is therefore essential for all organizations, especially those that operate in high-demand working environments, to support the well-being of staff throughout the change process. DESIGN/METHODOLOGY/APPROACH: Research on how employees respond to the organizational change of relocating to a new work space is limited. To fill this gap in the research, we present a case study examining the well-being of clinical and health care employees before and after a disruptive change: relocation in workplace facilities. In addition, factors that enabled successful change in this high-stress, high-demand working environment were investigated. Interviews were conducted with 20 participants before the relocation and 11 participants after relocation. Following an inductive approach, data were analyzed using thematic analysis to identify key themes. FINDINGS: Our findings suggest that a supportive team, inclusive leadership and a psychologically safe environment, may buffer negative employee well-being outcomes during disruptive organizational change. ORIGINALITY/VALUE: This research contributes to the literature on successful organizational change in health care by highlighting the resources which support well-being throughout the change process and enabling the successful transition to a new facility.

Compassion Satisfaction, Occupational Stress, Burnout Syndrome, and Resilience Among Experienced Audiologists.

OBJECTIVE: The aim of the research was to provide insight into compassion satisfaction (CS), resilience, burnout syndrome (BOS), and overall occupational stress levels of experienced audiologists. DESIGN: This study was based on a four-part online questionnaire consisting of the Audiology Occupational Stress Questionnaire, the Professional Quality of Life Scale (Version 5), the Connor-Davidson Resilience Scale-10, and demographic questions. STUDY SAMPLE: Fifty-nine audiologists with more than 5 years of experience completed the survey. Clinicians were from New Zealand, Australia, South Africa, the United States, Hong Kong, Israel, Singapore, and the United Kingdom. RESULTS: The findings illustrate that no audiologists experienced high BOS or low CS scores. Positive correlations existed between resilience and CS and between BOS and overall occupational stress. Negative correlations were found between resilience and BOS, BOS and CS, CS and overall occupational stress, and resilience and overall occupational stress. Resilience (p = .015), CS (p < .001), and overall occupational stress (p < .001) were identified as being significant predictors of BOS. The top five occupational stressors for audiologists were reported as being staff shortages, administration duties, paperwork and patient reports, patient or family expectations to fix a client's hearing, and the amount time available with each patient. The differences in occupational stress experienced by private versus public audiologists were minimal, always being below 1 Likert point. CONCLUSIONS: Although audiologists do not report high levels of BOS, they report stress in their workplace. As stress was a significant predictor of BOS, audiologists could benefit from interventions aimed at reducing workplace stress.

The quick and the dead: A paradigm for studying friendly fire.

The Sustained Attention to Response Task (SART) is a computer based Go-No-Go response task. Participants respond to frequently occurring neutral stimuli and withhold responses to rare target stimuli. Researchers have suggested the inhibition demands of the SART may mirror those which occur in some firearm accidents. Participants in the present experiment used a simulated nonlethal weapon to subdue threats (images of people holding guns) on large screens. Participants completed a target rich task (high Go low No-Go, like a SART), a target sparse task (low Go/high No-Go), a verbal recall task, and dual versions of the target rich and target sparse tasks with the verbal recall task as the secondary task. Results provided further evidence that some accidental shootings may result from failures of response inhibition and that additional cognitive load is detrimental to overall performance. Future studies should explore the role of response inhibition in realistic firearm scenarios.

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators.

Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings.

This research presents two studies conducted to evaluate the Wellbeing Game in two different contexts: In a student sample and in an organizational setting. Study 1 investigated the efficacy of the Wellbeing Game, in terms of its effect of wellbeing, stress, and an image valence test, among 60 university students. The results showed that after playing the Wellbeing Game, students reported a significant positive change in wellbeing compared to those who did not play the Wellbeing Game, but there was no decrease in stress or any change in classification of image valence. Study 2 evaluated the Wellbeing Game in an organizational context. Employees (n = 52) in a financial organization played the Wellbeing Game for 4 weeks and answered survey questions about wellbeing and stress at the beginning and end of this period. The results showed that after playing the Wellbeing Game, employees reported lower stress levels, and higher wellbeing levels for those who felt that it had helped them connect more with colleagues. The results from the two studies provide preliminary support that the Wellbeing Game may be an effective wellbeing intervention tool in both an organization and a non-organizational context.

The effect of job insecurity on employee health complaints: A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work.

The current study contributes to the literature on job insecurity by highlighting threat to the benefits of work as an explanation of the effect of job insecurity on health complaints. Building on the latent deprivation model, we predicted that threats to both manifest (i.e., financial income) and latent benefits of work (i.e., collective purpose, social contacts, status, time structure, activity) mediate the relationships from job insecurity to subsequent mental and physical health complaints. In addition, in line with the conservation of resources theory, we proposed that financial resources buffer the indirect effect of job insecurity on health complaints through threat to the manifest benefit. Hypotheses were tested using a multilevel design, in which 3 measurements (time lag of 6 months between subsequent measurements) were clustered within 1,994 employees (in Flanders, Belgium). This allowed for the investigation of within-person processes, while controlling for variance at the between-person level. The results demonstrate that job insecurity was related to subsequent threats to both manifest and latent benefits, and that these threats in turn were related to subsequent health complaints (with an exception for threat to the manifest benefit that did not predict mental health complaints). Three significant indirect effects were found: threat to the latent benefits mediated the relationships between job insecurity and both mental and physical health complaints, and threat to the manifest benefit mediated the relationship between job insecurity and physical health complaints. Unexpectedly, the latter indirect effect was exacerbated by financial resources.

Job insecurity and work-family conflict in teachers in Sweden: Examining their relations with longitudinal cross-lagged modeling.

Job insecurity and work-family conflict are increasingly prevalent in contemporary working life and numerous studies have documented their antecedents and negative consequences. The present study used longitudinal questionnaire data collected among teachers in Sweden to test the direction of the relation between job insecurity and work-family conflict using cross-lagged modeling. Multiple-group comparisons were conducted to account for the skewed gender composition in the teachers' group. After controlling for baseline levels of job insecurity, work-family conflict, and four potential confounders (age, children under 12 living at home, university education, and relationship status), we found that the reciprocal relationship between job insecurity and work-family conflict over a 1-year time period fitted the data best for the men. For women, however, only the auto regression coefficients were significant. The results provide some empirical support for gender differences in the relation between job insecurity and work-family conflict. Moreover, this study partially supports theoretical assumptions suggesting that job insecurity and work-family conflict influence each other.

The effects of emotional stimuli on visuo-spatial vigilance.

In the present study we explored the impact of task-irrelevant emotive picture stimuli on visuo-spatial vigilance. Ninety-five participants completed the experiment in which task-irrelevant emotive picture stimuli were embedded in the vigilance task. Four experimental groups were tested by combining two levels of picture valence, positive versus negative, and two levels of picture arousal, arousing versus non-arousing, for the picture stimuli. The task was organized so that baseline performance, the initial impact of the images, and any continual carry-over effects of the images on performance could be measured. In addition to performance on the task, subjective state was measured using a self-report questionnaire designed to examine energetic and tense arousal as well as task-related and task-unrelated thoughts. The performance decrement of the groups exposed to the arousing picture stimuli was attenuated in comparison to those exposed to the non-arousing stimuli. Further the relationship between self-reported energetic arousal and performance differed for the arousing and non-arousing picture groups. Post-task energetic arousal significantly predicted the performance decrement for the arousing picture group, but not for the non-arousing picture group. These results provide support for the perspective that the arousal quality of picture stimuli matters more for performance than valence, and that arousing pictures while possibly disruptive when presented concurrently with the vigilance task may result in improved performance later due to an increase in energetic arousal.

The moderating effect of control over work scheduling and overtime on the relationship between workload demands and perceived job risk.

BACKGROUND: This study investigated the impact of workload demands on perceived job risk using the Job Demand-Control model as a research framework. OBJECTIVE: The primary objective was to test the hypothesis that employee control over work scheduling and overtime would moderate the relationship between workload demands and perceived job risk. METHOD: Ninety-six participants working in a variety of industries completed measures of workload demands, and of control over work scheduling and overtime, and a measure of perceived job risk. RESULTS: Workload demands predicted higher perceptions of job risk. However, the results also suggest that control over overtime moderated this relationship, where those with the combination of high workload demands and low control over overtime reported higher levels of perceived risk. The results indicate that the JDC model is applicable to safety research. CONCLUSIONS: The results suggest that employee control over workload demands is an important variable to consider in terms of managing workplace safety. The present study also points to important areas for future research to explore in order to further understand the connection between demands and safety.

Using individual differences to predict job performance: correcting for direct and indirect restriction of range.

The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.

Job insecurity as a predictor of physiological indicators of health in healthy working women: an extension of previous research.

Job insecurity has been linked to different negative outcomes, such as negative work attitudes and health problems, with most studies including self-reported outcomes. Extending earlier research, the present study includes both self-reported and physiological indicators of health and sets out to investigate whether higher levels of job insecurity are related to higher levels of allostatic load, higher levels of morning cortisol, more physician-diagnosed symptoms of ill-health and poorer self-rated health. The study also investigated whether self-rated health mediated the relation between job insecurity and physiological outcomes. This was cross-sectionally studied in a cohort of Swedish women who participated in a large-scale longitudinal study focusing on life span development and adaptation. The results showed that job insecurity was related to self-rated health and morning cortisol, and, contrary to expectations, that job insecurity was unrelated to allostatic load and physician ratings, both directly and indirectly. The results indicate that, in healthy working women, job insecurity may be less detrimental to long-term physiological health than originally hypothesized.

Cross-lagged relationships between workplace demands, control, support, and sleep problems.

STUDY OBJECTIVES: Sleep problems are experienced by a large part of the population. Work characteristics are potential determinants, but limited longitudinal evidence is available to date, and reverse causation is a plausible alternative. This study examines longitudinal, bidirectional relationships between work characteristics and sleep problems. DESIGN: Prospective cohort/two-wave panel. SETTING: Sweden. PARTICIPANTS: 3065 working men and women approximately representative of the Swedish workforce who responded to the 2006 and 2008 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). INTERVENTIONS: N/A. MEASUREMENTS AND RESULTS: Bidirectional relationships between, on the one hand, workplace demands, decision authority, and support, and, on the other hand, sleep disturbances (reflecting lack of sleep continuity) and awakening problems (reflecting feelings of being insufficiently restored), were investigated by structural equation modeling. All factors were modeled as latent variables and adjusted for gender, age, marital status, education, alcohol consumption, and job change. Concerning sleep disturbances, the best fitting models were the "forward" causal model for demands and the "reverse" causal model for support. Regarding awakening problems, reciprocal models fitted the data best. CONCLUSIONS: Cross-lagged analyses indicates a weak relationship between demands at Time 1 and sleep disturbances at Time 2, a "reverse" relationship from support T1 to sleep disturbances T2, and bidirectional associations between work characteristics and awakening problems. In contrast to an earlier study on demands, control, sleep quality, and fatigue, this study suggests reverse and reciprocal in addition to the commonly hypothesized causal relationships between work characteristics and sleep problems based on a 2-year time lag.

The Swedish version of the Ritvo autism and asperger diagnostic scale: revised (RAADS-R). A validation study of a rating scale for adults.

There is a paucity of diagnostic instruments for adults with autism spectrum disorder (ASD). This study evaluates the psychometric properties of the Swedish version of the Ritvo Autism and Asperger Diagnostic Scale-Revised (RAADS-R), an 80-item self-rating scale designed to assist clinicians diagnosing ASD in adults. It was administered to 75 adults with ASD and 197 comparison cases. Also, a subset completed the Autism Spectrum Quotient (AQ). Three out of four subscales had high internal consistency. Sensitivity was 91% and specificity was 93%. The ASD subjects had significantly higher mean scores on all subscales. ASD females had higher scores than ASD males on the sensory motor subscale, a dimension not included in the AQ. RAADS-R showed promising test re-test reliability.

The Conners' 10-item scale: findings in a total population of Swedish 10-11-year-old children.

AIM: To present normative data for the Swedish version of the Conners' 10-item scale, to validate the scale by comparing children with and without attention deficit/hyperactivity disorder (ADHD), to explore the factor structure of this scale and to investigate behavioural characteristics and gender differences among 10- to 11-year-old children, as rated by parents and teachers respectively. METHODS: Parents and teachers rated 509 10- to 11-year-old children (261 boys and 248 girls) from a population-based cohort in a Swedish municipality. RESULTS: The Conners' 10-item scale discriminated very well between children with and without ADHD. Confirmatory factor analyses confirmed a two-dimensional structure of the scale with items measuring restless/impulsive behaviour in one factor and items measuring emotional lability in another. An ANOVA revealed that parents and teachers reported different behavioural characteristics in boys as compared to girls. CONCLUSION: The Conners' 10-item scale is a valid screening instrument for identification of ADHD. The two subscales can be used separately, in addition to the total score, to get a more detailed picture of the child's behaviour. Parents and teachers pay attention to different aspects of problem behaviour in boys and girls. The less disruptive behaviour of girls needs to be highlighted.

Predicting nurse burnout from demands and resources in three acute care hospitals under different forms of ownership: a cross-sectional questionnaire survey.

BACKGROUND: Health care organizations have changed dramatically over the last decades, with hospitals undergoing restructurings and privatizations. OBJECTIVES: The aim of this study is to enhance the understanding of the origin and prevalence of burnout in health care by investigating factors in the psychosocial work environment and comparing three Swedish emergency hospitals with different types of ownership. DESIGN: A cross-sectional design was used. PARTICIPANTS: We selected a total sample of 1800 registered nurses from three acute care hospitals, one private for-profit, one private non-profit and one publicly administered. A total of 1102 questionnaires were included in the analyses. SETTINGS: The examined ownership types were a private for-profit, a private non-profit and a traditional publicly administered hospital. All were situated in the Stockholm region, Sweden. METHODS: Data were collected by questionnaires using validated instruments, in accordance with the Job Demands-Resources Model and Maslach's Burnout Inventory. Descriptive statistics, correlation analyses, multivariate covariance analyses and multiple regression analyses were conducted. RESULTS: The results showed that the burnout levels were the highest at the private for-profit hospital and lowest at the publicly administered hospital. However, in contrast to expectations the demands were not higher overall at the for-profit organization or lowest at the public administration unit, and overall, resources were not better in the private for-profit or worse at the publicly administered hospital. Multiple regression analyses showed that several of the demands included were related to higher burnout levels. Job resources were linked to lower burnout levels, but not for all variables. CONCLUSIONS: Profit orientation in health care seems to result in higher burnout levels for registered nurses compared to a publicly administered hospital. In general, demands were more predictive of burnout than resources, and there were only marginal differences in the pattern of predictors across hospitals.

No security: a meta-analysis and review of job insecurity and its consequences.

Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.