Home care nurses' and managers’ work environment during the Covid-19 pandemic: Increased workload, competing demands, and unsustainable trade-offs

Rydenfält, Christofer; Persson, Johanna; Erlingsdóttir, Gudbjörg; Larsson, Rikard; Johansson, Gerd

doi:10.1016/j.apergo.2023.104056

Cited by 6 publications

(6 citation statements)

References 37 publications

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“…The work environment can be divided into the physical work environment and the non-fi work environment (Suleiman, 2023;Yang et al, 2023). The work environment in a company is very important to get the attention of company leaders because a conducive and comfortable work environment will affect the effectiveness and productivity of employees in the company (Rydenfält et al,2023). At the same time, work discipline can be interpreted as a manager communicating to his employees to change his behaviour to increase awareness and willingness to comply with company rules and regulations (Suryawan & Salsabilla, 2022).…”

Section: Resultsmentioning

confidence: 99%

“…The work environment can be divided into two, namely, the physical work environment and the non-physical work environment (Suleiman, 2023;Yang et al, 2023). The work environment in a company is very important to get the attention of company leaders because a conducive and comfortable work environment will affect the effectiveness and productivity of employees in the company (Rydenfält et al,2023).…”

Section: Introductionmentioning

confidence: 99%

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Optimization of the work environment and observance of work discipline in improving employee performance

Andriyani,

Muspiroh,

Aini

et al. 2024

ijafibs

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Employee performance is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used the associative descriptive quantitative method with a population of 36 respondents drawn into samples using non-probability sampling using saturated sampling / total sampling methods. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis of the work environment has a significant effect on employee performance. Thus, the second hypothesis states that work discipline significantly influences employee performance. The third hypothesis is that employee performance is influenced by the work environment and work discipline, which can simultaneously improve and accelerate the improvement of employee performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

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Section: Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Optimization of the work environment and observance of work discipline in improving employee performance

Andriyani,

Muspiroh,

Aini

et al. 2024

ijafibs

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“…Other studies have reported increased workload and working hours in the general healthcare services during the pandemic ( 36 ). In the home-care services, staff reported increased psychosocial strain during COVID-19, while managers reporting having less time for measures to improve employee wellbeing because of the pandemic ( 37 ). This suggests that COVID-19 might have attenuated the effects of the interventions both through increased load on staff and less time for managers to implement changes to the work environment.…”

Section: Discussionmentioning

confidence: 99%

“…1.90 (0.86) 1.87 (0.85) 1.95 (0.91) 0.05 -0.06-0.17 -0.04 -0.17-0.07 -0.06 -0.21-0.09 -0.07 -0.23-0.08 <0.001 Pain in shoulder and upper arm (1-4) 1.89 (0.88) 1.94 (0.89) 1.97 (0.95) 0.05 -0.07-0.18 -0.01 -0.13-0.12 -0.12 -0.28-0.03 -0.14 -0.31-0.01 <0.001 Back pain (1)(2)(3)(4) 1.98 (0.92) 1.98 (0.84) 2.02 (0.89) -0.02 -0.15-0.11 -0.12 -0.25-0.01 -0.09 -0.25-0.06 0.02 -0.13-0.18 0.009 Pain in hands, wrist or lower arm (1-4) 1.56 (0.81) 1.54 (0.81) 1.64 (0.88) 0.07 -0.05-0.20 0.05 -0.07-0.17 -0.01 -0.15-0.15 -0.02 -0.18-0. ing the pandemic (36). In the home-care services, staff reported increased psychosocial strain during COVID-19, while managers reporting having less time for measures to improve employee wellbeing because of the pandemic (37). This suggests that COVID-19 might have attenuated the effects of the interventions both through increased load on staff and less time for managers to implement changes to the work environment.…”

Section: Sick Leave and Employee Health In Norwegian Home-care Servicesmentioning

confidence: 99%

Effects of the Labor Inspection Authority’s regulatory tools on physician-certified sick leave and employee health in Norwegian home-care services – a cluster randomized controlled trial

Finnanger Garshol,

Knardahl,

Emberland

et al. 2023

Scand J Work Environ Health

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OBJECTIVE: This study aimed to determine the effects of the Labor Inspection Authority’s regulatory tools on physician-certified sick leave and self-reported health outcomes among employees in municipal home-care services in Norway. METHODS: We conducted a cluster-randomized controlled trial in the home-care service sector, and 96 eligible municipalities were randomly assigned to one of three groups: (i) labor inspection visits, based on the Labor Inspection Authority’s standard inspections; (ii) guidance-through-workshops, where participants from home-care services met with labor inspectors to receive information and discuss relevant topics; and (iii) the control group. Data on employee self-reported health (N=1669) were collected at baseline and 6 and 12 months after the interventions. Additionally, registry data (N=1202) on diagnosis specific physician-certified sick leave were collected for 18 months after the interventions. RESULTS: We found no statistically significant effects of either intervention on self-reported health outcomes. There was, for both interventions, a pattern of decrease in days and periods of physician-certified sick leave due to musculoskeletal diagnoses and increase in days and periods of physician-certified sick leave due to psychological diagnoses, but these were not statistically significant. CONCLUSION: Labor inspections and guidance-through-workshops had no statistically significant effect on self-reported health and physician-certified sick leave. The results should be interpreted with caution given the low response rate and subsequent attrition, and in the context of the COVID-19 pandemic. Future studies, in various industries, should further elucidate whether regulatory tools influence employee health and sick leave due to musculoskeletal and mental disorders.

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“…The work environment can be divided into two, namely, the physical work environment and the non-physical work environment (Suleiman, 2023;. The work environment in a company is very important to get the attention of company leaders because a conducive and comfortable work environment will affect the effectiveness and productivity of employees (Rydenfält et al,2023).…”

Section: Introductionmentioning

confidence: 99%

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

Kurniawati,

Suranah,

Rahmawati

et al. 2024

ijafibs

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Job satisfaction is the feeling that every employee has about pleasure in their job, which is obtained from job evaluations—effective management thinking about the importance of human resources. Employee job satisfaction is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee job satisfaction and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee job satisfaction cannot be affected by compensation because compensation has been in line with employee expectations. The second hypothesis states that the work environment influences employee job satisfaction. The third hypothesis is that employee performance is influenced by employee compensation and work environment, which can simultaneously increase employee job satisfaction. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

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Home care nurses' and managers’ work environment during the Covid-19 pandemic: Increased workload, competing demands, and unsustainable trade-offs

Cited by 6 publications

References 37 publications

Optimization of the work environment and observance of work discipline in improving employee performance

Optimization of the work environment and observance of work discipline in improving employee performance

Effects of the Labor Inspection Authority’s regulatory tools on physician-certified sick leave and employee health in Norwegian home-care services – a cluster randomized controlled trial

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

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