ORCID Profile
0000-0002-8346-6943
Current Organisation
University of South Australia
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Publisher: Informa UK Limited
Date: 18-08-2022
Publisher: Springer Science and Business Media LLC
Date: 05-07-2021
DOI: 10.1186/S12889-021-11320-8
Abstract: Welfare societies like Sweden face challenges in balancing the budget while meeting the demand for good quality healthcare. The aim of this study was to analyse whether care quality, operationalized as survival of dental fillings, is predicted by workplace social capital and if this effect is direct or indirect (through stress and/or job satisfaction among staff at the clinic), controlling for patient demographics. The prospective design includes A) work environment data from surveys of 75 general public dental clinics (aggregated data based on 872 in idual ratings), and B) register-based survival of 9381dental fillings performed during a 3-month period around the time of the survey, and C) patient demographics (age, gender, income level and birth place). Using a multi-level discrete-time proportional hazard model, we tested whether clinic-level social capital, stress, and job satisfaction could predict tooth-level filling failure, controlling for patient demographics. One direct and two indirect pathways, moderated by filling tooth, location, and filling type, were tested. High workplace social capital reduced the risk of early failure of fillings in molar teeth, mediated by group-perceived job satisfaction (indirect path: OR = 0.93, p .05, direct path from job satisfaction: OR = 0.89, p .05). Contrary to expectations, we found no support for a direct effect from social capital on care quality or for the indirect pathway via stress at the clinic level. Workplace social capital boosted the quality of dental fillings through increased levels of job satisfaction. In addition, staff at clinics with higher social capital reported less stress and higher levels of job satisfaction. These results indicate that promotion of social capital may improve both occupational health and care quality.
Publisher: Springer International Publishing
Date: 2016
Publisher: Wiley
Date: 29-05-2020
DOI: 10.1111/CDOE.12543
Publisher: MDPI AG
Date: 06-10-2022
Abstract: The aim of this study was to investigate staff-assessed care quality at the clinic as a predictor of stress and as a moderator between job demands (quantitative demands and role conflict) and stress among dental professionals as an ex le of human service workers. Cross-sectional questionnaire data from 1012 dental professionals (i.e., dentists, dental hygienists and dental nurses) working at 99 clinics were analysed by confirmatory factor analysis and a two-level hierarchical linear model. Stress, quantitative demands and role conflict were measured by the Swedish standard version of COPSOQ III and care quality was measured by three proprietary items. The results showed that staff-assessed care quality at the clinic was of importance for the in idual workers’ experiences of stress. Furthermore, the staff’s joint assessment of the care quality at the clinic mitigated the negative effect of role conflict on stress among dental nurses. These results indicate that a high level of staff-assessed care quality at the clinic can contribute to reduced stress in dental professionals.
Publisher: Informa UK Limited
Date: 31-03-2015
DOI: 10.1080/02701960.2015.1009054
Abstract: Recently there has been an increase in the population of older adults however, this increase has not been reflected in the helping professions. The aim of this study was to qualitatively investigate barriers to working with older adults within the human service professions. An online survey was sent to students, academic faculty, and practitioners from the disciplines of social work and psychology throughout Australia, addressing issues related to work with older adults. Thematic analysis was used to extract themes and subthemes from the responses (N = 252). The most important finding was that a barrier to working with older adults appears to be a consequence of a perpetuating cycle among students, academic faculty, and professionals collectively. Faculty members did not feel knowledgeable in the area of gerontology and were therefore not able to educate students in this area appropriately, leading to students to enter the workforce as either faculty members and/or practitioners without expertise to work with older adults. This study highlighted the importance of including more comprehensive gerontological information within social sciences' curriculum, which may promote more realistic images of older adults and help alleviate barriers to working with this population.
Publisher: MDPI AG
Date: 22-10-2020
Abstract: There has been an increased interest in the study of emotional demands (ED) at work and its impact on workers’ well-being. However, ED have been conceptualized as a unitary concept, focused on interactions with clients, and excluding other potential sources of ED at work. Therefore, the aim of the current study is to explore the relation between ED from different relational sources (clients atients/customers and colleagues, supervisors, and employees) and service workers’ exhaustion and engagement. Cross-sectional data from a s le of 2742 service workers were analysed using structural equation modelling. Results showed that ED from both sources (clients and colleagues) were associated with more emotional exhaustion, particularly if dealing with clients was not an integrated part of the role. Further, ED from clients’ relations were negatively associated with engagement for managers with staff responsibility, but positively for managers without staff responsibility. We also found moderating effects of psychosocial safety climate (PSC), whereby ED had the strongest effect on emotional exhaustion when PSC was low. This study suggests that different relational sources of ED at work have a different impact on employees’ well-being. Strategies that promote a reduction of extra-role ED, and the development of a PSC in the organization, could therefore offer possible solutions to promote employees’ psychological well-being and motivation.
Publisher: Informa UK Limited
Date: 28-11-2018
Publisher: Elsevier BV
Date: 12-2023
Publisher: Elsevier BV
Date: 12-2017
Publisher: Oxford University Press (OUP)
Date: 10-2022
Abstract: The global aging workforce necessitates new approaches in designing work environments to cater to the needs of increasingly age- erse work groups. The Organisation for Economic Co-operation and Development (OECD) has in reaction outlined that organizations need to provide age-inclusive work environments that support the needs of their multigenerational workforce, to ensure their sustainability and profitability. To capture the age inclusiveness of the work environment, the present study proposes and validates an age-inclusive “environment check” for organizations referred to as the Age-Inclusive Work Environment Instrument (AIWEI), which covers discrimination, inclusion, and development opportunities. We validate the 9-item AIWEI using cross-sectional and multilevel data from 2,892 Swedish workers across 101 workplaces who completed an online survey, using confirmatory factor analyses across young, middle-age, and older workers. Using a nomological approach, we also evaluate the concurrent validity of the AIWEI with a 2-1-1 path analysis. The factor analyses supported a 3-factor model comprising of inclusion, discrimination, and development opportunities, across 3 age groups (i.e., young, middle-age, and older workers). These 3 factors had high Intraclass Coefficient (ICC) scores showing consistency in responding in the workplace. In accordance with the nomological approach, the factors of the AIWEI were linked with Psychosocial Safety Climate, burnout, and engagement, demonstrating concurrent validity for the AIWEI. This new “environment check” provides a way to capture age-inclusive work environments for both younger and older workers, in an age- erse workforce. In the validation process, age-inclusive work environments were found to exist as a group phenomenon, through shared perceptions within an organization, as well as an in idual phenomenon, as experiences specific to an in idual. This is important for the development and implementation of policies and strategies designed to benefit workers and organizations.
Publisher: Edward Elgar Publishing
Date: 04-03-2020
Publisher: SAGE Publications
Date: 13-07-2018
Abstract: The rise in working university students is a global phenomenon with more than half of the student population working while studying at university. Within this trend of dual participation, working students face unique stressors such as work–study conflict and facilitation. Work–study conflict drives students’ poor health, whereas work–study facilitation drives positive academic outcomes. In this article, we review and critique several work–study interface models proposed to explain the development and consequences of these stressors. The review uncovers important omissions and limitations of the models, reducing their utility and generalizability. Therefore, we propose a new work-to-study model, which addresses the omissions of the previous models. The work-to-study model builds on the current literature and models and integrates psychosocial safety climate theory, as it relates to the extended job demands–resources model to advance our understanding of the development and consequences of work–study conflict and facilitation.
No related grants have been discovered for Mikaela Owen.