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Han Soo Song - One of the best experts on this subject based on the ideXlab platform.
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Effects of work-related factors on self-reported smoking among female workers in call centers: a cross-sectional study
Annals of Occupational and Environmental Medicine, 2019Co-Authors: Young Joon Yang, Young Hoon Moon, Chul Gab Lee, Han Soo SongAbstract:Objectives This study conducted to investigate work-related factors in relation to smoking among women working in call centers in Gwangju, South Korea. Methods From 56 call centers (7320 employees), we selected 10 and conducted a survey using a structured questionnaire by randomly selecting 10% of workers from each center. A total of 387 subjects participated in this survey We analyzed for 375 respondents, after excluding men and those with missing responses. We analyzed the relationships of work-related factors such as emotional labor, workplace violence, employment type, annual salary, working hours, employment period with smoking, using multiple logistic regression analysis. Emotional labor and workplace violence were measured using the Korean Emotional Labor Scale (K-ELS) and Korean Workplace Violence Scale (K-WVS). Results The prevalence of current smoking among call center female workers was 13.6%. Univariate analysis showed that “Emotional disharmony and hurt”, “Experience of psychological and sexual violence from supervisors and Co-Workers” among items of K-ELS and K-WVS, working hours, annual salary correlated with smoking. After adjusting for emotional labor, workplace violence, employment type, annual salary, working hours, employment period, and age, only working hours show a significant association with smoking. Women who worked 40–49 h had 3.50 times (95% CI = 1.04–11.80) and worked more than 50 h had 8.68 times (95% CI = 1.89–39.78) greater odds of smoking as compared with women who worked less than 40 h. Conclusions Smoking was associated with working hours among female workers in call center. However, emotional labor and workplace violence did not show significant relationships with smoking.
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Effects of work-related factors on self-reported smoking among female workers in call centers: a cross-sectional study
Annals of occupational and environmental medicine, 2019Co-Authors: Young Joon Yang, Young Hoon Moon, Chul Gab Lee, Sang Yoon, Han Soo SongAbstract:This study conducted to investigate work-related factors in relation to smoking among women working in call centers in Gwangju, South Korea. From 56 call centers (7320 employees), we selected 10 and conducted a survey using a structured questionnaire by randomly selecting 10% of workers from each center. A total of 387 subjects participated in this survey We analyzed for 375 respondents, after excluding men and those with missing responses. We analyzed the relationships of work-related factors such as emotional labor, workplace violence, employment type, annual salary, working hours, employment period with smoking, using multiple logistic regression analysis. Emotional labor and workplace violence were measured using the Korean Emotional Labor Scale (K-ELS) and Korean Workplace Violence Scale (K-WVS). The prevalence of current smoking among call center female workers was 13.6%. Univariate analysis showed that “Emotional disharmony and hurt”, “Experience of psychological and sexual violence from supervisors and Co-Workers” among items of K-ELS and K-WVS, working hours, annual salary correlated with smoking. After adjusting for emotional labor, workplace violence, employment type, annual salary, working hours, employment period, and age, only working hours show a significant association with smoking. Women who worked 40–49 h had 3.50 times (95% CI = 1.04–11.80) and worked more than 50 h had 8.68 times (95% CI = 1.89–39.78) greater odds of smoking as compared with women who worked less than 40 h. Smoking was associated with working hours among female workers in call center. However, emotional labor and workplace violence did not show significant relationships with smoking.
Ellen Maceachen - One of the best experts on this subject based on the ideXlab platform.
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Workplace managers' view of the role of Co-Workers in return-to-work
Disability and rehabilitation, 2016Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Theoretical and empirical research findings attest to the workplace being a social environment in which Co-Workers have a critical influence on the employment outcomes and return-to-work (RTW) success of other employees. However, Co-Workers do not have a formal role in RTW planning. The aim of this study was to explore how managers responsible for developing and implementing RTW procedures view the role of Co-Workers in this process. An exploratory qualitative pilot study was conducted in Canada. Participants (1 male; 13 females; mean experience in RTW = 11.8 years) were workplace (n=8) or RTW managers (n=6) with direct oversight of RTW plans. The participants were recruited via invitation from a research institute and were drawn from three different provinces. Data were gathered via open-ended questions and were coded and subject to thematic analysis. Three key themes were identified: (1) Managers view RTW as having little relevance to Co-Workers but expect them to cooperate with the arrangements; (2) Formal procedures are inadequate when psychosocial barriers to work resumption are present, so managers use informal strategies to engage Co-Workers' emotional and social support; and (3) Managers have difficulty integrating RTW procedures with other legal obligations, such as privacy and confidentiality requirements. Existing arrangements for the development and implementation of RTW are sufficient most of the time, but may be inadequate when an injured worker presents with psychosocial barriers to work resumption. Implications for Rehabilitation Standard RTW arrangements can be inadequate when a RTW plan requires active Co-Worker support. Privacy and confidentiality provisions can result in managers using informal procedures for information exchange and to engage Co-Workers. The use of risk management strategies - assessment, consultation and communication - could be used to include Co-Workers when workplace issues threaten the success of a RTW plan.
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The Role of Co-Workers in the Return-to-Work Process
International Journal of Disability Management, 2015Co-Authors: Debra A. Dunstan, Katrien Mortelmans, Åsa Tjulin, Ellen MaceachenAbstract:There is a large body of research examining work disability management and the return to work (RTW) of sick or injured workers. However, although this research makes clear the roles of the returning worker and supervisor, that of the Co-Workers is less well understood. To increase understanding of this topic, we have identified, reviewed, and discussed three studies that emerged from our connection with a Canadian research-training program. The first study, conducted in Sweden by Tjulin, MacEachen, and Ekberg ( 2009 ), showed that Co-Workers can play a positive role in RTW, but this is often invisible to supervisors. The second study, undertaken by Dunstan and MacEachen ( 2013 ) in Canada, found that RTW could both positively and negatively impact Co-Workers. For instance, Co-Workers may benefit from learning new skills, but may also be burdened by the need to assume extra work to accommodate a returning worker. The third study, performed in Belgium by Mortelmans and Verjans ( 2012 ) and Mortelmans, Verjans, and Mairiaux ( 2012 ) reported the need to include the expectations and objections of Co-Workers in RTW plans and implemented a three-step RTW tool that involves Co-Workers. Taken together, these studies highlight the social context of work, the positive role played by Co-Workers in the RTW process, the impacts of workplace social relations on RTW outcomes, and the benefits to all of involving Co-Workers in RTW plans.
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A Theoretical Model of Co-Worker Responses to Work Reintegration Processes
Journal of occupational rehabilitation, 2013Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Purpose Emerging research has shown that Co-Workers have a significant influence on the return-to-work outcomes of partially fit ill or injured employees. By drawing on theoretical findings from the human resource and wider behavioral sciences literatures, our goal was to formulate a theoretical model of the influences on and outcomes of Co-Worker responses within work reintegration. Methods From a search of 15 data bases covering the social sciences, business and medicine, we identified articles containing models of the factors that influence Co-Workers’ responses to disability accommodations; and, the nature and impact of Co-Workers’ behaviors on employee outcomes. To meet our goal, we combined identified models to form a comprehensive model of the relevant factors and relationships. Internal consistency and externally validity were assessed. Results The combined model illustrates four key findings: (1) Co-Workers’ behaviors towards an accommodated employee are influenced by attributes of that employee, the illness or injury, the Co-Worker themselves, and the work environment; (2) the influences–behaviour relationship is mediated by perceptions of the fairness of the accommodation; (3) Co-Workers’ behaviors affect all work reintegration outcomes; and (4) Co-Workers’ behaviours can vary from support to antagonism and are moderated by type of support required, the social intensity of the job, and the level of antagonism. Conclusions Theoretical models from the wider literature are useful for understanding the impact of Co-Workers on the work reintegration process. To achieve optimal outcomes, Co-Workers need to perceive the arrangements as fair. Perceptions of fairness might be supported by Co-Workers’ collaborative engagement in the planning, monitoring and review of work reintegration activities.
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Bearing the Brunt: Co-Workers’ Experiences of Work Reintegration Processes
Journal of occupational rehabilitation, 2012Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Purpose Work disability research has found Co-Worker support to be a significant but under-recognised aspect of work reintegration (WR) processes. Although Co-Workers work alongside returning workers, their practical contribution to WR success or failure is often invisible to others. This study aimed to gain further insight into the role and contribution of Co-Workers in WR interventions. Method An exploratory qualitative pilot study was conducted in Toronto, Canada in 2011. Three focus groups were conducted with 13 Co-Workers, recruited for their direct experience of ‘working alongside’ a returning worker. An iterative data gathering and analysis process occurred. Themes were generated from categories in open-ended interview questions and new issues arising from the data. Findings The findings detail Co-Workers’ practical experiences of WR processes and their reflections on social and work conditions that impacted their participation. Co-Workers’ capacity to support returning workers was related to the quality of the WR arrangements, the relationship with the returning worker, work culture, and the duration of the required support. Workplace privacy and confidentiality requirements were identified as a key challenge for Co-Worker participation. The effects on Co-Workers of WR processes ranged from the opportunity to learn new skills to disillusionment and withdrawal from the workplace. In worst case scenarios, ‘ripple effects’ including emotional distress, physical injury and termination of Co-Workers’ employment had occurred. Conclusion Co-Workers are not a neutral party in WR procedures. Formalizing the Co-Worker role to include communication, consideration and recognition might improve Co-Workers’ WR experiences.
Young Joon Yang - One of the best experts on this subject based on the ideXlab platform.
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Effects of work-related factors on self-reported smoking among female workers in call centers: a cross-sectional study
Annals of Occupational and Environmental Medicine, 2019Co-Authors: Young Joon Yang, Young Hoon Moon, Chul Gab Lee, Han Soo SongAbstract:Objectives This study conducted to investigate work-related factors in relation to smoking among women working in call centers in Gwangju, South Korea. Methods From 56 call centers (7320 employees), we selected 10 and conducted a survey using a structured questionnaire by randomly selecting 10% of workers from each center. A total of 387 subjects participated in this survey We analyzed for 375 respondents, after excluding men and those with missing responses. We analyzed the relationships of work-related factors such as emotional labor, workplace violence, employment type, annual salary, working hours, employment period with smoking, using multiple logistic regression analysis. Emotional labor and workplace violence were measured using the Korean Emotional Labor Scale (K-ELS) and Korean Workplace Violence Scale (K-WVS). Results The prevalence of current smoking among call center female workers was 13.6%. Univariate analysis showed that “Emotional disharmony and hurt”, “Experience of psychological and sexual violence from supervisors and Co-Workers” among items of K-ELS and K-WVS, working hours, annual salary correlated with smoking. After adjusting for emotional labor, workplace violence, employment type, annual salary, working hours, employment period, and age, only working hours show a significant association with smoking. Women who worked 40–49 h had 3.50 times (95% CI = 1.04–11.80) and worked more than 50 h had 8.68 times (95% CI = 1.89–39.78) greater odds of smoking as compared with women who worked less than 40 h. Conclusions Smoking was associated with working hours among female workers in call center. However, emotional labor and workplace violence did not show significant relationships with smoking.
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Effects of work-related factors on self-reported smoking among female workers in call centers: a cross-sectional study
Annals of occupational and environmental medicine, 2019Co-Authors: Young Joon Yang, Young Hoon Moon, Chul Gab Lee, Sang Yoon, Han Soo SongAbstract:This study conducted to investigate work-related factors in relation to smoking among women working in call centers in Gwangju, South Korea. From 56 call centers (7320 employees), we selected 10 and conducted a survey using a structured questionnaire by randomly selecting 10% of workers from each center. A total of 387 subjects participated in this survey We analyzed for 375 respondents, after excluding men and those with missing responses. We analyzed the relationships of work-related factors such as emotional labor, workplace violence, employment type, annual salary, working hours, employment period with smoking, using multiple logistic regression analysis. Emotional labor and workplace violence were measured using the Korean Emotional Labor Scale (K-ELS) and Korean Workplace Violence Scale (K-WVS). The prevalence of current smoking among call center female workers was 13.6%. Univariate analysis showed that “Emotional disharmony and hurt”, “Experience of psychological and sexual violence from supervisors and Co-Workers” among items of K-ELS and K-WVS, working hours, annual salary correlated with smoking. After adjusting for emotional labor, workplace violence, employment type, annual salary, working hours, employment period, and age, only working hours show a significant association with smoking. Women who worked 40–49 h had 3.50 times (95% CI = 1.04–11.80) and worked more than 50 h had 8.68 times (95% CI = 1.89–39.78) greater odds of smoking as compared with women who worked less than 40 h. Smoking was associated with working hours among female workers in call center. However, emotional labor and workplace violence did not show significant relationships with smoking.
Pernilla Ingelsson - One of the best experts on this subject based on the ideXlab platform.
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Measuring Appreciative Inquiry, Lean and Perceived Co-Worker Health
Quality Innovation Prosperity, 2016Co-Authors: Ingela Bäckström, Pernilla IngelssonAbstract:<p><strong>Purpose:</strong> The purpose of this paper is to present a developed questionnaire which measure Appreciative Inquiry, Lean values and Co-Workers health. The purpose is also to explore if and how Appreciative Inquiry correlates with Lean values and Co-Workers’ perceived health in an organisation working with Lean.<strong></strong></p><p><strong>Methodology/Approach:</strong> To investigate the relationship between Lean, Appreciative Inquiry and perceived Co-Worker health, a questionnaire was developed based on two previously tested questionnaires. The new questionnaire was answered by 841 Co-Workers at a Swedish municipality and was then analysed to explore in what way Appreciative Inquiry correlates with a number<br />of Lean values as well as perceived Co-Worker health.<strong></strong></p><p><strong>Findings:</strong> All variables were found to be significantly correlated with the variable ‘Appreciative Inquiry’. The variable ‘Continuous improvements’ relates most to ‘Appreciative Inquiry’ followed by ‘Eliminating Waste’ as those variables can be considered to have a large positive relationship. ‘Supportive Leadership’ and ‘System view’ have a medium positive relation to ‘Appreciative Inquiry’ and the variables ‘Health’ and ‘Customt.er focus’ have a small relation to Appreciative Inquiry in this contex.</p>
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How communicative leadership influences Co-Workers’ health – a quality management perspective
International Journal of Quality and Service Sciences, 2016Co-Authors: Ingela Bäckström, Pernilla Ingelsson, Catrin JohanssonAbstract:Purpose The purpose of this paper is to describe leaders’ views on how Communicative Leadership influences Co-Worker health by comparing their opinions with the health-related values within Quality Management. Design/methodology/approach A multinational manufacturing organization that has been working with Communicative Leadership for several years was investigated. Twenty-one managers trained in Communicative Leadership were interviewed and asked about their views on how their communication influences both the well-being of their Co-Workers and the working environment. Various communication behaviors and communication methodologies emerged from the interviews and were then analyzed versus the health-related Quality Management dimensions. Findings The result shows concrete communication behavior and methodologies that influence Co-Worker well-being and the working environment positively and negatively. Another result is a description of the prerequisites for managers to be able to communicate in a way that influences Co-Worker well-being and the working environment. The analysis of the communication behaviors and communication methodologies versus the health-related Quality Management values shows that several of the health-related Quality Management dimensions were present. Research limitations/implications A limitation of this research is that it is just managers’ view that has been investigated and analyzed. Practical implications Managers acting and behaving in accordance with the communicative behaviors and methodologies described in the results can influence Co-Worker health and the working environment in a positive way. The level of awareness of the prerequisites could help managers to influence Co-Worker well-being and create a good working environment. Originality/value The connection between Communicative Leadership and health-related Quality Management values is rarely made. This research can contribute to greater understanding in both areas.
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Is there a relationship between Lean Leaders and healthy Co-Workers?
Quality Innovation Prosperity, 2015Co-Authors: Ingela Bäckström, Pernilla IngelssonAbstract:Purpose: The purpose of this article is to examine the relationship between Lean values, Lean leadership and perceived Co-Worker health both from an empirical and theoretical perspective. Methodology/Approach: A questionnaire used at a Swedish municipality that has been working with quality improvements for 20 years and with Lean for seven years was analyzed. 841 Co-Workers answered the questionnaire which had been designed and pre-tested to measure the presence of a number of Lean values and Lean leadership as well as self-reported perceived health. Findings: The results show a moderately positive relationship between Lean values, Lean leadership and Co-Workers’ perceptions of their health. Customer focus presents the highest mean value, the lowest standard deviation and the highest correlation with Co-Worker health, which is interesting as the investigated organization is a municipality.
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Exploring the relationship between Appreciative Inquiry, Lean and perceived Co-Worker health
2015Co-Authors: Ingela Bäckström, Pernilla IngelssonAbstract:Many Quality Management approaches, such as Lean, are deficit-based and focus on problems and how to overcome them and another way to approach this could be to focus on possibilities. When focusing on problems instead of possibilities, organizations are prevented from using their full potential which leads to decreased organizational capacity. Appreciative Inquiry is, in contrast to a deficit-based approach, a positive approach to change. The problems should not be ignored but, by focusing on strengths, this approach could be more effective when it comes to promoting better workplace health. Earlier research has examined if Lean values affect Co-Workers’ perceived health and found a connection. Even though the relationships between Co-Workers’ perceived health and Lean leadership and also Lean values were not very strong, they are all positively correlated. What happens however if we introduce Appreciative Inquiry to see in what way it links to Lean values and Co-Worker perceived health?Purpose - The purpose of this paper is to explore if and how Appreciative Inquiry correlates with Lean values and Co-Workers’ perceived health.Methodology/approach – To investigate the relationship between Lean, Appreciative Inquiry and perceived Co-Worker health, a questionnaire was developed based on two previously tested questionnaires. The new questionnaire was filled in by 841 Co-Workers at a Swedish municipality and was then analysed to explore in what way Appreciative Inquiry correlates with a number of Lean values as well as perceived Co-Worker health.Findings – All variables were found to be significantly correlated with the variable ‘Appreciative Inquiry’. The variable ‘Continuous improvements’ relates most to ‘Appreciative Inquiry’ followed by ‘Eliminating Waste’ as those variables can be considered to have a large positive relationship. ‘Supportive Leadership’ and ‘System view’ have a medium positive relation to ‘Appreciative Inquiry’ and the variables ‘Health’ and ‘Customer focus’ have a small relation to Appreciative Inquiry in this context. Keywords Supportive leadership, Lean values, Co-Worker health, Appreciative InquiryPaper type Case study
Debra A. Dunstan - One of the best experts on this subject based on the ideXlab platform.
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Workplace managers' view of the role of Co-Workers in return-to-work
Disability and rehabilitation, 2016Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Theoretical and empirical research findings attest to the workplace being a social environment in which Co-Workers have a critical influence on the employment outcomes and return-to-work (RTW) success of other employees. However, Co-Workers do not have a formal role in RTW planning. The aim of this study was to explore how managers responsible for developing and implementing RTW procedures view the role of Co-Workers in this process. An exploratory qualitative pilot study was conducted in Canada. Participants (1 male; 13 females; mean experience in RTW = 11.8 years) were workplace (n=8) or RTW managers (n=6) with direct oversight of RTW plans. The participants were recruited via invitation from a research institute and were drawn from three different provinces. Data were gathered via open-ended questions and were coded and subject to thematic analysis. Three key themes were identified: (1) Managers view RTW as having little relevance to Co-Workers but expect them to cooperate with the arrangements; (2) Formal procedures are inadequate when psychosocial barriers to work resumption are present, so managers use informal strategies to engage Co-Workers' emotional and social support; and (3) Managers have difficulty integrating RTW procedures with other legal obligations, such as privacy and confidentiality requirements. Existing arrangements for the development and implementation of RTW are sufficient most of the time, but may be inadequate when an injured worker presents with psychosocial barriers to work resumption. Implications for Rehabilitation Standard RTW arrangements can be inadequate when a RTW plan requires active Co-Worker support. Privacy and confidentiality provisions can result in managers using informal procedures for information exchange and to engage Co-Workers. The use of risk management strategies - assessment, consultation and communication - could be used to include Co-Workers when workplace issues threaten the success of a RTW plan.
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The Role of Co-Workers in the Return-to-Work Process
International Journal of Disability Management, 2015Co-Authors: Debra A. Dunstan, Katrien Mortelmans, Åsa Tjulin, Ellen MaceachenAbstract:There is a large body of research examining work disability management and the return to work (RTW) of sick or injured workers. However, although this research makes clear the roles of the returning worker and supervisor, that of the Co-Workers is less well understood. To increase understanding of this topic, we have identified, reviewed, and discussed three studies that emerged from our connection with a Canadian research-training program. The first study, conducted in Sweden by Tjulin, MacEachen, and Ekberg ( 2009 ), showed that Co-Workers can play a positive role in RTW, but this is often invisible to supervisors. The second study, undertaken by Dunstan and MacEachen ( 2013 ) in Canada, found that RTW could both positively and negatively impact Co-Workers. For instance, Co-Workers may benefit from learning new skills, but may also be burdened by the need to assume extra work to accommodate a returning worker. The third study, performed in Belgium by Mortelmans and Verjans ( 2012 ) and Mortelmans, Verjans, and Mairiaux ( 2012 ) reported the need to include the expectations and objections of Co-Workers in RTW plans and implemented a three-step RTW tool that involves Co-Workers. Taken together, these studies highlight the social context of work, the positive role played by Co-Workers in the RTW process, the impacts of workplace social relations on RTW outcomes, and the benefits to all of involving Co-Workers in RTW plans.
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A Theoretical Model of Co-Worker Responses to Work Reintegration Processes
Journal of occupational rehabilitation, 2013Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Purpose Emerging research has shown that Co-Workers have a significant influence on the return-to-work outcomes of partially fit ill or injured employees. By drawing on theoretical findings from the human resource and wider behavioral sciences literatures, our goal was to formulate a theoretical model of the influences on and outcomes of Co-Worker responses within work reintegration. Methods From a search of 15 data bases covering the social sciences, business and medicine, we identified articles containing models of the factors that influence Co-Workers’ responses to disability accommodations; and, the nature and impact of Co-Workers’ behaviors on employee outcomes. To meet our goal, we combined identified models to form a comprehensive model of the relevant factors and relationships. Internal consistency and externally validity were assessed. Results The combined model illustrates four key findings: (1) Co-Workers’ behaviors towards an accommodated employee are influenced by attributes of that employee, the illness or injury, the Co-Worker themselves, and the work environment; (2) the influences–behaviour relationship is mediated by perceptions of the fairness of the accommodation; (3) Co-Workers’ behaviors affect all work reintegration outcomes; and (4) Co-Workers’ behaviours can vary from support to antagonism and are moderated by type of support required, the social intensity of the job, and the level of antagonism. Conclusions Theoretical models from the wider literature are useful for understanding the impact of Co-Workers on the work reintegration process. To achieve optimal outcomes, Co-Workers need to perceive the arrangements as fair. Perceptions of fairness might be supported by Co-Workers’ collaborative engagement in the planning, monitoring and review of work reintegration activities.
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Bearing the Brunt: Co-Workers’ Experiences of Work Reintegration Processes
Journal of occupational rehabilitation, 2012Co-Authors: Debra A. Dunstan, Ellen MaceachenAbstract:Purpose Work disability research has found Co-Worker support to be a significant but under-recognised aspect of work reintegration (WR) processes. Although Co-Workers work alongside returning workers, their practical contribution to WR success or failure is often invisible to others. This study aimed to gain further insight into the role and contribution of Co-Workers in WR interventions. Method An exploratory qualitative pilot study was conducted in Toronto, Canada in 2011. Three focus groups were conducted with 13 Co-Workers, recruited for their direct experience of ‘working alongside’ a returning worker. An iterative data gathering and analysis process occurred. Themes were generated from categories in open-ended interview questions and new issues arising from the data. Findings The findings detail Co-Workers’ practical experiences of WR processes and their reflections on social and work conditions that impacted their participation. Co-Workers’ capacity to support returning workers was related to the quality of the WR arrangements, the relationship with the returning worker, work culture, and the duration of the required support. Workplace privacy and confidentiality requirements were identified as a key challenge for Co-Worker participation. The effects on Co-Workers of WR processes ranged from the opportunity to learn new skills to disillusionment and withdrawal from the workplace. In worst case scenarios, ‘ripple effects’ including emotional distress, physical injury and termination of Co-Workers’ employment had occurred. Conclusion Co-Workers are not a neutral party in WR procedures. Formalizing the Co-Worker role to include communication, consideration and recognition might improve Co-Workers’ WR experiences.