Exposure to bullying behaviours, resilience, and return to work self-efficacy in patients on or at risk of sick leave

Aarestad, Sarah Helene; Harris, Anette; Einarsen, Ståle; Gjengedal, Ragne G. H.; Osnes, Kåre; Hannisdal, Marit; Hjemdal, Odin

doi:10.2486/indhealth.2020-0064

Cited by 7 publications

(3 citation statements)

References 61 publications

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“…Additionally, psychosocial factors like anxiety, depression and stress can have a significant impact, leading to delays, problems, or even making it necessary to change jobs [ 79 ]. Individual differences in resilience, coping strategies and self-efficacy are key factors in how they handle the disease and navigate the RTW process [ 80 , 81 ]. Some may adapt more effectively, while others may face challenges.…”

Section: Discussionmentioning

confidence: 99%

Work ability and return-to-work of patients with post-COVID-19: a systematic review and meta-analysis

Ottiger,

Poppele,

Sperling

et al. 2024

BMC Public Health

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Background In addition to several sequelae of post-COVID-19, individuals also experience significant limitations in work ability, resulting in negative consequences for the return-to-work (RTW) process. This systematic review and meta-analysis were conducted to assess the impact of post-COVID-19 on work ability and RTW of individuals previously infected with SARS-CoV-2. Methods Studies on the work ability and RTW of patients with post-COVID-19 (more than 12 weeks after an acute SARS-CoV-2 infection) were regarded eligible for inclusion. Systematic search of literature was performed up to March 2023 using five databases (MEDLINE, EMBASE, CINAHL, CENTRAL and WHO COVID 19). Study selection followed the Preferred Reporting Items for Systematic Review and Meta-analysis (PRISMA) Statement. A meta-analysis estimated the overall success rate of RTW. The risk of bias of the included studies was evaluated with the Newcastle Ottawa Scale (NOS). Results 19 relevant studies, published between 2021 and 2023, were included in the systematic review, involving 21.155 patients from 14 different countries. The findings indicate that a significant proportion of individuals with post-COVID-19 experience persistent symptoms and functional impairments, with fatigue being the most prominent symptom. These persistent symptoms can have a considerable (negative) impact on individuals’ physical and psychological capacity to participate in work-related activities, leading to lower work ability and increased absenteeism. The RTW for post-COVID-19 patients is complex, with approximately 60.9% of patients successfully returning to work after 12 or more weeks following SARS-CoV-2 infection. Among those who successfully returning to work, a considerable number need modifications in their work duties or hours to cope with residual impairments. Factors such as workplace accommodations, supportive policies, and occupational rehabilitation programs play a crucial role in facilitating successful RTW. Conclusions The systematic review underscores the substantial impact of post-COVID-19 on work-related outcomes. The implications of this research highlight the need for healthcare providers, employers, and policymakers to collaborate in creating inclusive work environments and implementing tailored rehabilitation programs to support individuals recovering from post-COVID-19. Further research should focus on long-term follow-up studies with mixed methods to gain a more comprehensive understanding of the long-term consequences of post-COVID-19 on work ability and RTW outcomes. PROSPERO registration number CRD42023385436.

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Section: Discussionmentioning

confidence: 99%

Work ability and return-to-work of patients with post-COVID-19: a systematic review and meta-analysis

Ottiger,

Poppele,

Sperling

et al. 2024

BMC Public Health

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“…Workplace bullying can take According to numerous studies, being the target of bullying increases the likelihood that one may leave their employment (Monica & Megawati, 2021). Aarestad et al (2021) found that bullying significantly affected employees' intentions to quit their employment since victims of bullying did so more frequently than non-victims over the course of a two-year period.…”

Section: Workplace Bullying As Mediatormentioning

confidence: 96%

Evaluating the Effect of Organizational Justice on Turnover Intention in the Public Hospitals of Jordan: Mediated-Moderated Model of Employee Silence, Workplace Bullying, and Work Stress

Muala¹,

Al-Ghalabi²,

Alsheikh³

et al. 2022

J. Professional Business Review

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Purpose: The goal of this study is to determine how organizational justice (OJ), employee silence (ES), and workplace bullying (WB) affect turnover intention (TI). ES and WB play mediating roles in this study, and work stress (WS) acts as a moderator between ES, WB, and IT. Design/methodology/approach: The study has selected for a quantitative method of analysis in order to meet its goal. 370 nurses from Jordan's public hospitals filled out questionnaires based on a random sample. Smart PLS 3.3.3 was used to evaluate the data. Findings: Results show that OJ is highly impacted by IT. OJ also has a close relationship with ES and WB. ES and WB hence have a substantial relationship with IT. More significantly, the study showed that the OJ and IT were mediated through the ES and WB. Additionally, WS acts as a mediator between WB and IT. Practical implications: This paper adds to the body of theoretical and applied research on turnover intention analysis. This study's theoretical framework should make it easier for individuals to understand the difficulties that come with the intention to turnover in Jordan's public hospitals. However, this study offers Jordanian decision-makers with useful guidance on how to encourage Jordanians to lessen their intentions to turnover by thoroughly examining the critical factors that influence turnover intention. Originality/value: It is important to take into account the rising rate of employee turnover at Jordan's public hospitals. Turnover has become a significant concern for management on a global scale.

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“…Resiliens var overraskende nok ikke en beskyttende faktor, selv om personene som rapporterte høy resiliens i utgangspunktet, viste en høyere forventning om å mestre oppgaver og situasjoner på jobben enn personer med lavere resiliens (Aarestad et al, 2021). Funnet er i strid med hva vi kjenner fra stressteorier (f.eks.…”

Section: Resiliensunclassified

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2022

TNPF

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Denne utgaven ble godkjent til trykk 23.09.2022 Omslags-og delillustrasjoner Marius Pålerud Form Bøk Oslo AS Trykk 07 Gruppen AS Tidsskrift for Norsk psykologforening (Journal of the Norwegian Psychological Association) er et redaksjonelt uavhengig organ som redigeres etter Fagpressens redaktørplakat, Vaer varsomplakaten og medieansvarsloven. Psykologtidsskriftet eies av Norsk psykologforening. © Tidsskrift for Norsk psykologforeningInnhold 869 Jada, la meg få cookies! (og alle sin del av kaka) Leder | Katharine Cecilia Williams 872 Del I: Status presens for arbeidspsykologi i Norge 874 Arbeidsrettet behandling ved alvorlig psykisk lidelse i spesialisthelsetjenesten Evidensbasert praksis | Lystad et al. 884 Jobbfokusert terapi ved vanlige psykiske lidelser: barrierer og løsninger Fra praksis | Torkil Berge 893 Vårt felles ansvar å hindre utenforskap Fra praksis | Jon Fiske 896 Individuell jobbstøtte for pasienter med langvarige smerter Oppsummert | Silje Endresen Reme 900 Metakognitiv kunnskap om hukommelse og arbeidsevne: En replikasjon og stringent test Originalartikkel | Nordahl et al.

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Exposure to bullying behaviours, resilience, and return to work self-efficacy in patients on or at risk of sick leave

Cited by 7 publications

References 61 publications

Work ability and return-to-work of patients with post-COVID-19: a systematic review and meta-analysis

Work ability and return-to-work of patients with post-COVID-19: a systematic review and meta-analysis

Evaluating the Effect of Organizational Justice on Turnover Intention in the Public Hospitals of Jordan: Mediated-Moderated Model of Employee Silence, Workplace Bullying, and Work Stress

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