Maria Mathews, Dana Ryan, Lindsay Hedden, Julia Lukewich, Emily Gard Marshall, Judith Belle Brown, Paul S. Gill, Madeleine McKay, Eric Wong, Stephen J. Wetmore, Richard Buote, Leslie Meredith, Lauren Moritz, Sarah Spencer, Maria Alexiadis, Thomas R. Freeman, Aimee Letto, Bridget L. Ryan, Shannon L. Sibbald and Amanda Lee Terry
Strong leadership in primary care is necessary to coordinate an effective pandemic response; however, descriptions of leadership roles for family physicians are absent from…
Abstract
Purpose
Strong leadership in primary care is necessary to coordinate an effective pandemic response; however, descriptions of leadership roles for family physicians are absent from previous pandemic plans. This study aims to describe the leadership roles and functions family physicians played during the COVID-19 pandemic in Canada and identify supports and barriers to formalizing these roles in future pandemic plans.
Design/methodology/approach
This study conducted semi-structured qualitative interviews with family physicians across four regions in Canada as part of a multiple case study. During the interviews, participants were asked about their roles during each pandemic stage and the facilitators and barriers they experienced. Interviews were transcribed and a thematic analysis approach was used to identify recurring themes.
Findings
Sixty-eight family physicians completed interviews. Three key functions of family physician leadership during the pandemic were identified: conveying knowledge, developing and adapting protocols for primary care practices and advocacy. Each function involved curating and synthesizing information, tailoring communications based on individual needs and building upon established relationships.
Practical implications
Findings demonstrate the need for future pandemic plans to incorporate formal family physician leadership appointments, as well as supports such as training, communication aides and compensation to allow family physicians to enact these key roles.
Originality/value
The COVID-19 pandemic presents a unique opportunity to examine the leadership roles of family physicians, which have been largely overlooked in past pandemic plans. This study’s findings highlight the importance of these roles toward delivering an effective and coordinated pandemic response with uninterrupted and safe access to primary care.
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Bridget L. Lamont and Kathleen L. Bloomberg
As Illinois completes 30 years of library systems and 100 years of the Illinois Library Association, it is appropriate to review “recent” history as a harbinger of what may lie…
Abstract
As Illinois completes 30 years of library systems and 100 years of the Illinois Library Association, it is appropriate to review “recent” history as a harbinger of what may lie ahead for the Illinois Library and Information Network (ILLINET). The network of libraries in Illinois, formally named in 1975, recognizes the cooperative efforts of library staff members in over 2,700 libraries and the leadership of the Illinois State Library in bringing resources to bear on the needs of all citizens of the state. Libraries of all types (academic, public, school, and special) become members of ILLINET when they join their regional library systems.
Bridget Rice, Peter Fieger, John Rice, Nigel Martin and Kathy Knox
The purpose of this paper is to investigate the manner in which employees’ experience of distributive justice (DJ) moderates the impact of intrinsic and extrinsic values on role…
Abstract
Purpose
The purpose of this paper is to investigate the manner in which employees’ experience of distributive justice (DJ) moderates the impact of intrinsic and extrinsic values on role engagement (RE). RE is especially important in the healthcare setting (examined here) due to the sector’s complexity, changeability and emotionally challenging nature.
Design/methodology/approach
Using data collected from a survey of employees from a large government health district in Southeast Queensland (Australia), this study examined the determinants of RE among a group of employees working across three hospital locations.
Findings
The focus of the study was on the impact, both directly and in combination, of espoused extrinsic and intrinsic values and perceived DJ on RE. The authors identify strong direct effects from DJ on RE, and complex third-order effects for the combinations of intrinsic (IM) and extrinsic motivation and DJ in predicting RE.
Research limitations/implications
As a cross-sectional and attitudinal survey, care must be taken in relation to common-method variance. Post hoc controls were performed in relation to this.
Practical implications
DJ is important for all, and is a powerful motivator for engagement of employees reporting highly on IM. There is evidence that the most engaged employees are not those most motivated by extrinsic rewards alone, although employees who are motivated primarily by extrinsic rewards alone can be highly engaged when they experience high levels of DJ.
Social implications
For managers seeking to engage their employees, an understanding of the different motivators for intrinsically vs extrinsically inclined employees is important. Taken together, these results suggest that employee RE is driven by a complex set of factors that differ between employees. Managing this complexity is an important consideration for managers.
Originality/value
This is the first empirical study to show these interaction effects using these measures. The healthcare context, generally under researched, also features in this study.
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Bridget Rice, Muhammad Mustafa Raziq, Nigel Martin, John Lewis Rice, Mumtaz Memon and Peter Fieger
This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and…
Abstract
Purpose
This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).
Design/methodology/approach
The study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.
Findings
Our results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.
Research limitations/implications
The study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.
Practical implications
Understanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.
Originality/value
This study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.
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Luca Rollè, Fabrizio Santoniccolo, Domenico D'Amico and Tommaso Trombetta
Introduction: Media representation of intimate partner violence (IPV) can influence public opinion and understanding of the phenomena and guide health policies. The current review…
Abstract
Introduction: Media representation of intimate partner violence (IPV) can influence public opinion and understanding of the phenomena and guide health policies. The current review has the aim to explore and discuss international, scientific literature focused on the portrayal of IPV in written forms of news media.
Method: Searching through EBSCO and PubMed, 2,435 studies were found and 41 were included in the current review.
Results: Bias in the portrayal of IPV was found within the studies included. While IPV-related news was mainly focused on male-perpetrated violence within heterosexual couples, little attention was paid to same-sex intimate partner violence (SSIPV). Newsworthy stories dominate IPV reporting within news media and a sensationalistic style was often employed. Furthermore, contextual information was often limited and the adoption of a thematic frame was rare, while news media were found to commonly employ an episodic frame. Official sources and family, friends and neighbours were the most quoted sources in news articles, while IPV experts were rarely drawn on for information. Regarding media representation of perpetrators, mainly regarding male abusers, news articles reported several reasons behind the violence with the consequence to justify and exonerate them from their responsibilities. Female perpetrators were found to be depicted, in some cases, as ‘mad’ or ‘bad’ people. Finally, victim-blaming content emerged within many of the articles included.
Conclusion: Bias in the media representation of IPV emerged in the current review, which needs to be addressed to positively influence public opinion and to promote an adequate understanding of the phenomena.
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Thabelo Ramantswana, Lebogang Bridget Mmamabolo and Rianne Appel-Meulenbroek
Over the past century, office designers have adapted to changing work conditions across various industries by creating workspaces that cater to the needs of modern workers. As a…
Abstract
Purpose
Over the past century, office designers have adapted to changing work conditions across various industries by creating workspaces that cater to the needs of modern workers. As a result, a range of office layouts have been developed, from traditional private offices to open-plan setups. The choice of layout can significantly impact communication, social interaction and overall performance. This study aims to explore the social and mental well-being of employees working in open-plan offices in the public sector in South Africa.
Design/methodology/approach
The research was conducted in the Johannesburg Metropolitan Municipality, South Africa, focusing on five governmental departments. Using purposive sampling, employees working in open-plan offices were identified. A structured online interview form with open-ended questions was distributed to all selected employees between May and September 2021, resulting in 54 responses. Thematic content analysis using ATLAS.ti was used to analyze the data.
Findings
The findings suggest that while open-plan offices can enhance teamwork, communication, accessibility and inclusivity, their design can negatively affect employees’ perceptions of social and mental health in the workplace. Specifically, open-plan designs are perceived to compromise privacy, shorten attention spans, lower productivity and increase stress levels. Interestingly, absenteeism was not reported by employees in this study, which contradicts previous research and requires further investigation.
Practical implications
These findings can be valuable for human resource managers, facilities managers and office space designers.
Originality/value
This research contributes to the ongoing conversation surrounding the impact of open-plan offices on the mental and social well-being of employees in the public sector within the South African context. The contribution of this paper thus lies in the South-African context and the public sector angle plus a more in-depth insight on well-being through an extensive set of 54 interviews.