Canadian Perspectives on Conceptualizing and Responding to Workplace Violence

Chechak, Derek; Bsw, Msw Rick Csiernik

doi:10.1080/15555240.2014.866474

Cited by 14 publications

(6 citation statements)

References 32 publications

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“…Such health and safety approaches aim to prevent violence in the workplace, including bullying, verbal abuse, threats, physical abuse, sexual harassment, and sexual abuse (Boyle and Wallis, 2016). Such approaches might include the incorporation of training mechanisms (Beech and Leather, 2006), more structured policies or other mechanisms that help to prevent workplace violence (Cheechak and Csiernik, 2014; Estrada et al, 2010; Lipscomb et al, 2012; Viitasara and Menckel, 2002), better hiring practices (Kondrasuk et al, 2001), and support for victims of workplace violence (Lewis et al, 2002).…”

Section: Introductionmentioning

confidence: 99%

Dynamics of a culture of workplace safety in human service organizations: A qualitative analysis

Shier

Turpin

Nicholas

et al. 2019

International Social Work

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Workplace cultures are an important component in creating safe work environments. In-depth qualitative interviews ( n = 85) were conducted with human service workers of a large publicly administered human service organization in Canada to learn more about the organizational and/or workplace conditions that contribute to a safety culture. Findings reveal that a safety culture within this human service workplace is defined by values or attitudes associated with safety and structured mechanisms that help promote workplace safety. Insights from respondents help to identify areas for workplace and organizational development to promote health and safety within human service workplaces.

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Section: Introductionmentioning

confidence: 99%

Dynamics of a culture of workplace safety in human service organizations: A qualitative analysis

Shier

Turpin

Nicholas

et al. 2019

International Social Work

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“…This classification includes bus driver/transit operator, an occupation that often exposes the worker to an objectively stressful work environment due to traffic congestion, inflexible schedules, rotating shifts, and hostile or violent passengers (Bance et al, 2014;Cunradi, Chen, & Lipton, 2009;Tse, Flin, & Mearns, 2006). Regarding the continuum of workplace violence as described by Chechak and Csiernik (2014), transit operators are subject to a numerous behaviors ranging from disrespect to overt aggression. Most often these behaviors are perpetrated against them by passengers (Breckinridge, Nov. 25, 2012); however, transit operators have also 4 experienced gun violence when their bus is intentionally shot at, or is hit by bullets due to gang crossfire (Serna, October 21, 2014).…”

Section: Introductionmentioning

confidence: 99%

Smoking, Work Stress, and Barriers to Participation in HMO Smoking Cessation Treatment Among Transit Workers: Focus Group Results

Cunradi

Moore

Battle

et al. 2015

Journal of Workplace Behavioral Health

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Elevated smoking prevalence among transit workers suggests that cessation services may not be appropriately tailored to this occupational group, resulting in treatment underutilization. We conducted 11 focus groups with employees (n=71) at a transit agency based in Oakland, California to explore workers' views and experiences regarding perceived barriers to participation in HMO smoking cessation treatment. Key themes that emerged from content analysis of the focus group transcripts included smoking for immediate relief from work stress, concerns about pharmacotherapy side effects, and structural barriers to treatment such as work shift schedules. This information can be used to tailor interventions aimed at effective tobacco cessation efforts with this workforce.

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“…Feelings of helplessness and insecurity were reported by 1 of 10 respondents. The Chechak and Csiernik (2014) study reported that 10% of the employees complained about depression and nervousness together with 15% shown distrustfulness. The negative psychological issue of sexual assault has been widely studied.…”

Section: Consequences Of Emotional and Psychologicalmentioning

confidence: 99%

“…Furthermore, a study by Stockdale (2009) found that harassment negative view towards workplace relationships. The examination of any objection did not only carry a financial cost, but also lead to divisions between workers (Chechak and Csiernik, 2014). In succession, all workplaces have difficulties with growing psychosomatic problems amongst workers, such as sleep problems, headaches and gastric problems.…”

Section: Consequences Of Sexual Harassment On the Organisationmentioning

confidence: 99%