James Chowhan, Margaret Denton, Catherine Brookman, Sharon Davies, Firat K. Sayin and Isik Zeytinoglu
The purpose of this paper is to examine the mediating role of stress between work intensification and musculoskeletal disorders (MSDs) focusing on personal support workers (PSWs…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of stress between work intensification and musculoskeletal disorders (MSDs) focusing on personal support workers (PSWs) in home and community care.
Design/methodology/approach
The analysis sample of 922 comes from the 2015 survey of PSWs employed in Ontario, Canada. The endogenous variable is self-reported MSDs, and the exogenous variable is work intensification. Stress, measured as symptoms of stress, is the mediating variable. Other factors shown in the literature as associated with stress and/or MSDs are included as control variables. Structural equation model regression analyses are presented.
Findings
The results show that stress mediates the effect of work intensification on PSW’s MSDs. Other significant factors included being injured in the past year, facing hazards at work and preferring less hours – all had positive and significant substantive effects on MSDs.
Research limitations/implications
The survey is cross-sectional and not longitudinal or experimental in design, and it focuses on a single occupation in a single sector in Ontario, Canada and, as such, this can limit the generalizability of the results to other occupations and sectors.
Practical implications
For PSW employers including their human resource managers, supervisors, schedulers and policy-makers, the study recommends reducing work intensification to lower stress levels and MSDs.
Originality/value
The findings of this study contribute to the theory and knowledge by providing evidence on how work intensification can affect workers’ health and assist decision makers in taking actions to create healthy work environments.
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Isik Urla Zeytinoglu, Omur Timurcanday Ozmen, Alev ErgençKatrinli, Hayat Kabasakal and Yasemin Arbak
Based on an empirical data set including 432 managers, of whom 41 are women, this paper examines factors affecting female managers' careers in Turkey. Focusing on behavioral…
Abstract
Based on an empirical data set including 432 managers, of whom 41 are women, this paper examines factors affecting female managers' careers in Turkey. Focusing on behavioral, human capital and demographic factors, results show that there are no differences in leadership styles and personalities between female and male managers. There are, however, differences in the level of education and family's socio-economic status by sex. We argue that higher socio-economic status of female managers' families affects their careers positively. By contrast, the lower level of female education as compared to males in addition to culturally pervasive and legally institutionalized discriminatory societal attitudes negatively affect female managers' career progress.
On both sides of the Atlantic, there is much talk amongst academics and practitioners about the “new” industrial relations, based on flexibility, employee involvement, anti‐union…
Abstract
On both sides of the Atlantic, there is much talk amongst academics and practitioners about the “new” industrial relations, based on flexibility, employee involvement, anti‐union strategies and Japanese employment practices. However, the “old” industrial relations lives on; it is concluded that where management is farsighted and unions are strong and vigilant, it has produced benefits for both parties.
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Similarities and differences between Canadian andUS labour relations systems are explored. In theUS, employers have, with government indulgence,retreated from their commitment to…
Abstract
Similarities and differences between Canadian and US labour relations systems are explored. In the US, employers have, with government indulgence, retreated from their commitment to collective bargaining, whereas Canadian employers, under government pressure, have generally continued to respect theirs. The reasons for the divergence in systems are examined.
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Gamze Koseoglu, S. Arzu Wasti and Hilal Terzi
In this chapter, the authors will examine turnover in Turkey. In the first section, the authors will briefly describe the legal, institutional, and cultural context with a…
Abstract
In this chapter, the authors will examine turnover in Turkey. In the first section, the authors will briefly describe the legal, institutional, and cultural context with a particular emphasis on their implications for employment conditions and turnover in Turkey. In the second section, the authors will review the academic literature on turnover that originated from Turkey. The authors divide the reviewed studies into two groups: generalizability studies, which are primarily replications of the mainstream literature with no focus on any specific characteristics of Turkey, and contextual studies, which emphasized the role of the economic, legal, or cultural background in formulating or interpreting their research. In the final section, the authors will discuss the findings of the review vis-á-vis the mainstream literature as well as practical implications and conclude with potential future research directions in the Turkish context.