Staff Morale in Day Care Centres for Adults with Intellectual Disabilities

Mascha, Katerina

doi:10.1111/j.1468-3148.2006.00316.x

Cited by 31 publications

(23 citation statements)

References 23 publications

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“…The Shortened Ways of Coping-Revised scale is a 14-item Likert-type scale which contains two subscales measuring two distinct ways of coping—wishful thinking and practical coping [43]. Each subscale is summed, resulting in two index scores with higher scores indicating more frequent use of that particular coping strategy [44]. Possible responses ranged from never to daily (Cronbach's alpha = 0.88).…”

Section: Methodsmentioning

confidence: 99%

Social and Cultural Factors Associated with Perinatal Grief in Chhattisgarh, India

Roberts¹,

Montgomery

Lee

et al. 2011

J Community Health

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Stillbirth is a globally significant public health problem with many medical causes. There are also indirect causal pathways including social and cultural factors which are particularly salient in India's traditional society. The purpose of this study was to explore women's perceptions of stillbirth and to determine how issues of gender and power, social support, coping efforts, and religious beliefs influence perinatal grief outcomes among poor women in rural Chhattisgarh, India. Structured interviews were done face-to-face in 21 randomly selected villages among women of reproductive age (N = 355) who had experienced stillbirth (n = 178) and compared to those who had not (n = 177), in the Christian Hospital, Mungeli catchment area. Perinatal grief was significantly higher among women with a history of stillbirth. Greater perinatal grief was associated with lack of support, maternal agreement with social norms, and younger maternal age. These predictors must be understood in light of an additional finding—distorted sex ratios, which reflect gender discrimination in the context of Indian society. The findings of this study will allow the development of a culturally appropriate health education program which should be designed to increase social support and address social norms, thereby reducing psychological distress to prevent complicated perinatal grief. Perinatal grief is a significant social burden which impacts the health women.

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Section: Methodsmentioning

confidence: 99%

Social and Cultural Factors Associated with Perinatal Grief in Chhattisgarh, India

Roberts¹,

Montgomery

Lee

et al. 2011

J Community Health

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“…These investments can compound stress levels and necessitate adequate resources, such as workplace social support (e.g., coworker assistance with work) and inner control mechanisms (e.g., development of coping methods), for stress management (Innstrand, Espnes, & Mykletun, 2004; Robertson et al, 2005; Windley & Chapman, 2010). In the IDD service field, several studies have examined factors related to DCWs’ intentions to leave their job (Hatton et al, 2001; Mascha, 2007; Robertson et al, 2005). Workers who intend to quit may be disenchanted with their jobs (Castle, Engberg, Anderson, & Men, 2007), have low productivity levels (Beehr & Gupta, 1978), and are likely to quit their job (Keaveney & Nelson, 1993; Razza, 1993).…”

Section: Introductionmentioning

confidence: 99%

“…Work social support can help foster employee satisfaction and retention and guard against IDD staff intentions to quit (Hatton et al, 2001; Mascha, 2007; Robertson et al, 2005). Through support from supervisors and colleagues, workers can develop their roles and identities within the organisation (Blumer, 1969).…”

Section: Introductionmentioning

confidence: 99%

When the job has lost its appeal: Intentions to quit among direct care workers

Muramatsu

2013

Journal of Intellectual & Developmental Disability

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Background Previous research indicates that work stress contributes to intentions to quit among direct care workers (DCWs) who provide services to people with intellectual and developmental disability (IDD). Though resources can help DCWs cope and remain in a job, little is known about how various dimensions of work stress and resources (social and personal resources) are associated with intentions to quit. Methods A total of 323 DCWs from 5 community-based IDD organisations completed a self-administered survey. We conducted multiple regression analyses to examine main and interaction effects of work stress and resources (work social support and internal locus of control) on intentions to quit. Results Work overload was a significant stressor, and work social support (i.e., supervisory support) was associated with low intentions to quit. The association between locus of control and intention to quit depended on the levels of a stressor: DCWs’ lack of participation in decision-making. Conclusions Supervisory support and an internal locus of control may assist DCWs in managing their stress.

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“…Positive aspects of the organisation such as support, role clarity, and cooperation have been shown to relate to positive psychological outcomes such as morale 23 and high self-efficacy. 24 Conversely, de Croon et al 9 …”

Section: Psychological States As Mediators Of Organisational Influencesmentioning

confidence: 99%

Predicting absenteeism and turnover intentions in the health professions

Albion¹,

Fogarty²,

Machin³

et al. 2008

Aust. Health Review

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Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism).Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files.Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion:Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising ABSENTEEISM AND TURNOVER are two problems that cost industry millions, perhaps billions of dollars per annum. 1 The costs take the form of recruitment activity for permanent or replacement casual staff, lost work days, and the addi- What is known about the topic? Staff absenteeism and unwanted turnover are issues for the health care workforce, particularly in relation to reported shortages in various health professional groups. There are theoretical and empirical grounds for hypothesising links between both positive and negative psychological states and behaviours such as absenteeism. There are also grounds for positing a link between attitudes, such as job satisfaction, and turnover intentions. What does this paper add?This paper presents a model proposing that individual morale, quality of work life, job satisfaction, and individual distress are psychological states that all make a contribution to organisational performance variables such as intention to leave and absenteeism. We found that the influence of one organisational factor, role clarity, on turnover intentions was fully mediated by quality of work life and job satisfaction. The influence of another organisational factor, workplace distress, on absenteeism was not mediated by either positive or negative psychological states. What are the implications for practitioners?This study supports the use of generic approaches for reducing the duration of absence and improving retention that include improving employees' level of participation in decision making, the level of support and feedback that supervisors provided to em...

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Staff Morale in Day Care Centres for Adults with Intellectual Disabilities

Cited by 31 publications

References 23 publications

Social and Cultural Factors Associated with Perinatal Grief in Chhattisgarh, India

Social and Cultural Factors Associated with Perinatal Grief in Chhattisgarh, India

When the job has lost its appeal: Intentions to quit among direct care workers

Predicting absenteeism and turnover intentions in the health professions

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