Examining workplace hazard perceptions &amp; employee outcomes in the long-term care industry

McCaughey, Deirdre; Turner, Nick; Kim, Jungyoon; DelliFraine, Jami L.; McGhan, Gwen

doi:10.1016/j.ssci.2015.04.013

Cited by 23 publications

(15 citation statements)

References 42 publications

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“…Residential aged care work is physically and emotionally demanding, with workers exposed to a high risk of developing an MSD . The health and social assistance industry accounted for the highest percentage (18.3%) of serious MSD claims in Australia between 2009‐10 and 2013‐14, with residential care accounting for nearly 34% of these claims, suggesting a need for improved prevention strategies in the sector.…”

Section: Introductionmentioning

confidence: 99%

Self‐reported musculoskeletal disorder pain: The role of job hazards and work‐life interaction

Weale

Wells

Oakman

2017

American J Industrial Med

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Section: Introductionmentioning

confidence: 99%

Self‐reported musculoskeletal disorder pain: The role of job hazards and work‐life interaction

Weale

Wells

Oakman

2017

American J Industrial Med

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“…; McCaughey et al. ), potentially leading to risks to employee health and well‐being. Such risks include the development of work‐related musculoskeletal disorders (WMSDs), one of the largest occupational health and safety issues in Australia (Safe Work Australia ) and many other countries.…”

Section: Introductionmentioning

confidence: 99%

“…Other potential negative outcomes for employees arising from exposure to psychosocial and physical hazards include low job satisfaction and poor health (Macdonald ; McCaughey et al. ). These risks can influence individuals’ decisions to commence or continue working in the sector.…”

Section: Introductionmentioning

confidence: 99%

Flexible working arrangements in residential aged care: applying a person–environment fit model

Weale

Wells

Oakman

2017

Asia Pac J Human Res

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Ensuring sufficient staff numbers to accommodate an increasing need for aged-care services is one challenge facing the residential aged-care sector. Human resources management (HRM) policy and practice need to explore ways flexible working arrangements can be utilised to improve recruitment and retention. This study applied a person-environment (P-E) fit model to understanding the role of flexible working arrangements in contributing to the successful operation of residential aged-care facilities in Victoria, Australia. A sample of 108 residential aged-care workers participated in semistructured interviews to discuss flexible working arrangements, facilitators and barriers affecting their use and uptake, and individual and organisation outcomes resulting from their use. HRM should encourage the development and implementation of policies and practices related to flexible working arrangements in residential aged care, and their uptake by staff, to enhance P-E fit, thus supporting people to remain in their jobs.Keywords: Australia, flexible working arrangements, human resources management, personenvironment fit, qualitative research, residential aged care Key points 1 Flexible working arrangements can be examined using a person-environment fit framework. 2 The person-environment fit framework illustrates how flexible working arrangements contribute to positive outcomes for both employees and employers. 3 Having policies to enable flexible working arrangements may facilitate enhanced person-environment fit, thereby aiding recruitment and retention.

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“…The Health sector is especially vulnerable to psychosocial risks and several studies have analyzed its relationship with job satisfaction (Acker, 2004;Hall, Dollard, & Coward, 2010;López-Montesinos, 2013;Martín, Luceño, Jaén, & Rubio, 2007;McCaughey, Turner, Kim, Dellifraine, & McGhan, 2015), or with somatic symptoms, pain, psychological harassment, fatigue, stress, or burnout (Bültmann, Kant, Van der Brandt, & Kasl, 2002;Coelho, Tavares, Lourenço, & Lima, 2015;Freimann & Merisalu, 2015;Saastamoinen, Laaksonen, Leino-Arjas, & Lahelma, 2009). The mobilization of too many strong emotions and a very complex organizational structure can lead to emotional exhaustion particularly for jobs involving an interaction with the public, such as hospital workers dealing with patients and their families (Roland-Lévy, Lemoine, & Jeoffrion, 2014).…”

Section: Introductionmentioning

confidence: 99%

Psychosocial risk factors, organizational conflict and job satisfaction in Health professionals: A SEM model.

2018

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Objetivo: Poner a prueba un modelo de interdependencia sobre el efecto que los factores de riesgo psicosocial generan sobre el conflicto organizacional y la satisfacción laboral en profesionales sanitarios. Método: Se utilizó un diseño selectivo transversal con una muestra de 249 trabajadores de un hospital público. Los riesgos psicosociales se evaluaron mediante la herramienta F-PSICO, la variable conflicto organizacional fue operacionalizada mediante un conjunto de indicadores contenidos en una encuesta elaborada por un equipo multidisciplinar de profesionales sanitarios expertos en mediación laboral; y la satisfacción laboral fue medida con cuatro dimensiones del cuestionario Font Roja. El ajuste del modelo se estimó con modelos de ecuaciones estructurales. Resultados: Se obtuvo un ajuste adecuado del modelo, que supone que cuanto mayor es el riesgo psicosocial, mayor es el conflicto organizacional, y menor la satisfacción laboral percibida. También sitúa la conflictividad laboral como mediadora entre los riesgos psicosociales y la satisfacción laboral. Conclusiones: La contribución única del estudio aporta evidencias empíricas del papel de predictor directo de los riesgos psicosociales sobre la conflictividad en el lugar de trabajo para los profesionales de la salud. Así, la prevención del riesgo psicosocial puede ser una vía eficiente para reducir la conflictividad y para aumentar la satisfacción laboral.

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Examining workplace hazard perceptions & employee outcomes in the long-term care industry

Cited by 23 publications

References 42 publications

Self‐reported musculoskeletal disorder pain: The role of job hazards and work‐life interaction

Self‐reported musculoskeletal disorder pain: The role of job hazards and work‐life interaction

Flexible working arrangements in residential aged care: applying a person–environment fit model

Psychosocial risk factors, organizational conflict and job satisfaction in Health professionals: A SEM model.

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