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Article
Publication date: 1 April 2004

Morris Altman and Louise Lamontagne

An important hypothesis put forth by Amartya Sen is that a given level of per capita real income in a population can generate quite different levels of socio‐economic well‐being…

1679

Abstract

An important hypothesis put forth by Amartya Sen is that a given level of per capita real income in a population can generate quite different levels of socio‐economic well‐being depending on the economic infrastructure of that population and the distribution of income. Sen's hypothesis is refined in this paper to reflect the manner in which income is spent and labor is allocated and utilized within a household specific to particular groups within society and how this impacts upon both the level of well‐being and economic efficiency. The evidence on living conditions and mortality presented here from early twentieth century New York City, underlies the potential significance of the household economy as a key determinant of economic well‐being. Focusing simply on per capita income estimates, even corrected for the distribution of income, misses fundamentally important determinants of human capabilities and economic well‐being with potentially important implications for public policy.

Details

International Journal of Social Economics, vol. 31 no. 4
Type: Research Article
ISSN: 0306-8293

Keywords

Available. Open Access. Open Access
Article
Publication date: 5 April 2022

Sofie Østergaard Jaspers, Dorte Raaby Andersen, Iben Louise Karlsen, Lars Peter Sønderbo Andersen, Paul Maurice Conway, Johnny Dyreborg and Birgit Aust

Work-related violence is a major occupational safety and health (OSH) issue. According to the concept of violence prevention climate, managers play a pivotal role in preventing…

983

Abstract

Purpose

Work-related violence is a major occupational safety and health (OSH) issue. According to the concept of violence prevention climate, managers play a pivotal role in preventing the risk of violence at work. However, research on this is scarce. The objective of this study was, therefore, to examine line managers' use of violence preventive practices in high-risk sectors.

Design/methodology/approach

The authors employed three different sources of data (semi-structured interviews and field notes from both leadership seminars and coaching sessions) that were collected in the context of an intervention study in Denmark aimed at improving violence prevention. The authors conducted a thematic analysis of violence prevention experiences among 16 line managers – eight from the prison and probation services and eight from psychiatric hospitals.

Findings

Using an existing prevention framework, the authors categorized the descriptions into three types of violence preventive practices used by the line managers across the two sectors: “preventing violence”, “managing episodes of violence” and “promoting the positive”. Especially the category “promoting the positive” is often neglected in the intervention literature.

Originality/value

The study identified new aspects of managers' violence preventive practices than those included in the violence prevention climate concept. Such knowledge may help organizations devise improved systems for violence prevention in high-risk sectors.

Details

International Journal of Workplace Health Management, vol. 15 no. 4
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 4 December 2017

Morris Altman

The purpose of this paper is to measure the size of New Zealand’s co-operative sector, in terms of its direct contribution to output and employment as well as its indirect impact…

1023

Abstract

Purpose

The purpose of this paper is to measure the size of New Zealand’s co-operative sector, in terms of its direct contribution to output and employment as well as its indirect impact. This adds to the construction of a rigorous representation of the global co-operative economy.

Design/methodology/approach

The findings here are based on data derived largely from surveying the co-operative sector in 2012. A value added approach is used to estimate the co-ops sector’s contribution to New Zealand’s GNP.

Findings

The author estimates suggest that the cooperative sector is much larger, even in its direct impact on the economy, than the prior estimates indicate.

Research limitations/implications

Assumptions were made on the size contribution of missing firms and the value added contribution of co-ops. These assumptions need to be interrogated and improved upon, albeit the assumptions are designed to generate lower bound size estimates.

Practical implications

The methodology adopted in this paper can be used to develop more rigorous estimates of the size of the co-op sector globally.

Social implications

The results empirically challenge the worldview of conventional economics that co-ops are not economically sustainable, where co-ops offer a more equitable and democratic mode for production and development.

Originality/value

This paper presents revised, relatively robust, and methodologically transparent estimates of the size of New Zealand’s co-operative sector. These estimates suggest a much larger sector than previously thought. The methodology developed here can contribute to developing more robust estimates of the size of the co-op sector globally.

Details

International Journal of Social Economics, vol. 44 no. 12
Type: Research Article
ISSN: 0306-8293

Keywords

Available. Content available

Abstract

Details

Personnel Review, vol. 53 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 12 December 2020

Melanie Jay Narayanasamy, Louise Thomson, Carol Coole, Fiona Nouri and Avril Drummond

There has been little research into the use and efficacy of Mental Health First Aid (MHFA) across UK workplaces. This paper aims to investigate the implementation of MHFA across…

764

Abstract

Purpose

There has been little research into the use and efficacy of Mental Health First Aid (MHFA) across UK workplaces. This paper aims to investigate the implementation of MHFA across six UK organisations, identifying key barriers and facilitators.

Design/methodology/approach

Twenty-seven workplace representatives were recruited from six organisations through purposive sampling and took part in semi-structured interviews exploring their experiences of workplace MHFA. The data underwent thematic analysis, identifying key themes around implementation.

Findings

Implementation varied across organisations, including different reasons for initial interest in the programme, and variable ways that MHFA-trained employees operated post-training. Key barriers to successful implementation included negative attitudes around mental health, the perception that MHFA roles were onerous, and employees’ reluctance to engage in the MHFA programme. Successful implementation was perceived to be based on individual qualities of MHFA instructors and good practice demonstrated by trained individuals in the workplace. The role of the inner organisational setting and employee characteristics were further highlighted as barriers and facilitators to effective implementation.

Research limitations/implications

MHFA is a complex intervention, presenting in different ways when implemented into complex workplace settings. As such, traditional evaluation methods may not be appropriate for gaining insights into its effectiveness. Future evaluations of workplace MHFA must consider the complexity of implementing and operationalising this intervention in the workplace.

Originality/value

This study is the first to highlight the factors affecting successful implementation of MHFA across a range of UK workplaces.

Details

The Journal of Mental Health Training, Education and Practice, vol. 16 no. 2
Type: Research Article
ISSN: 1755-6228

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Article
Publication date: 29 August 2019

Jennifer Hall, Tess Kay, Alison K. McConnell and Louise Mansfield

Prolonged workplace sitting can harm employee health. Sit-stand desks are a potential workplace health initiative that might reduce and break up the time office-based employees…

335

Abstract

Purpose

Prolonged workplace sitting can harm employee health. Sit-stand desks are a potential workplace health initiative that might reduce and break up the time office-based employees spend sitting in the workplace. However, little is known about the feasibility and acceptability of providing sit-stand desks. The paper aims to discuss this issue.

Design/methodology/approach

The present study sought stakeholder employee views surrounding sit-stand desk implementation within two UK-based non-profit organisations with open-plan offices. This paper draws on qualitative semi-structured interviews with 26 stakeholder employees and 65 days of participant observations. Data were analysed using thematic analysis, and organisational cultural theory framed the study.

Findings

Stakeholders employees’ positioning of sit-stand desks as a workplace health initiative reflected their perceptions of the relationship between sit-stand desk provision, employee health and organisational effectiveness. Perceptions were shaped by the nature and context of the organisation and by occupation-specific processes. Relatively fixed (e.g. organisational structure) and modifiable (e.g. selecting products compatible with the environment) factors were found to restrict and facilitate the perceived feasibility of implementing sit-stand desks.

Practical implications

The findings offer several recommendations for workplaces to improve stakeholder employee attitudes towards sit-stand desk provision and to increase the ease and efficiency of implementation.

Originality/value

Whilst extant literature has tended to examine hypothetical views related to sit-stand desk provision, this study consulted relevant stakeholders following, and regarding, the sit-stand desk implementation process.

Details

International Journal of Workplace Health Management, vol. 12 no. 5
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 29 March 2011

Eva Gemzøe Mikkelsen, Annie Hogh and Louise Berg Puggaard

This paper aims tp prevent bullying and conflicts at work and to identify process factors associated with the implementation and effects of such interventions.

3460

Abstract

Purpose

This paper aims tp prevent bullying and conflicts at work and to identify process factors associated with the implementation and effects of such interventions.

Design/methodology/approach

The paper presents process evaluation data from an intervention study in two organizations. A quasi‐experimental, process‐oriented research design was used. The following interventions were implemented: lectures on bullying, courses in conflict prevention and management, dialogue meetings, the distribution of pamphlets, newsletters and posters as well as steering group meetings.

Findings

Results indicate that participants benefited from the interventions, in particular the dialogue meetings and the courses in conflict prevention and management. Moreover, various factors stimulating or obstructing the implementation and effects of interventions were identified.

Research limitations/implications

The use of process evaluation to document the phases of the study and relevant process factors is a major strength. However, the study only included two public sector workplaces and no control groups.

Originality/value

The use of qualitative process‐evaluation helped identify important process factors affecting the implementation of interventions and their perceived effects. The paper thus yields valuable knowledge to researchers and practitioners.

Details

International Journal of Workplace Health Management, vol. 4 no. 1
Type: Research Article
ISSN: 1753-8351

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Article
Publication date: 22 March 2022

Fadime Çınar, Hasim Çapar and Samet Mermerkaya

This meta-analysis aimed to examine health professionals' job satisfaction and organizational commitment.

897

Abstract

Purpose

This meta-analysis aimed to examine health professionals' job satisfaction and organizational commitment.

Design/methodology/approach

This research was conducted using the meta-analysis method, one of the quantitative research methods. A preliminary literature search was conducted to determine keywords over the internet access network. With screening, keywords such as “Organizational commitment,” “Organizational loyalty,” “Job satisfaction,” “job satisfaction,” “Healthcare worker,” “Organizational commitment,” “Organizational faith,” “job satisfaction,” “Job saturation” keywords in Turkish and English were determined. Nine full-text articles published in peer-reviewed journals between 2014–2020 from the electronic databases of Google Scholar, Web of Science, Scopus, Science Direct, EKUAL and Google Academic were included in the meta-analysis. The study's effect size and publication bias included in the meta-analysis were calculated using the CMA 3 (Comprehensive meta-analysis) program.

Findings

The total sample number of the studies included in the analysis is 7,218. According to the random effects model, the overall effect size between job satisfaction and organizational commitment was statistically significant, with a value of 0.544 (confidence interval [CI]; 0.445–0.629; p < 0.05). This effect size was found to be moderate, according to Cohen's classification.

Originality/value

As a result of this meta-analysis, it was determined that there is a mutual interaction between job satisfaction and organizational commitment based on the cause–effect relationship. The findings obtained determined that job satisfaction has more power to affect organizational commitment positively.

Details

Journal of Economic and Administrative Sciences, vol. 40 no. 5
Type: Research Article
ISSN: 2054-6238

Keywords

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