Suchergebnisse

Work-related stress is increasing in prevalence, with important consequences for employees, employers, the economy, and wider society. While previous research has identified a link between work-related stress and bullying, gaps remain in our understanding of the nature of the relationship. This article uses ordered logistic regression and nationally representative data on 5110 employees from Ireland to empirically analyse the distribution of subjective work-related stress and its relationship with bullying (self-reported). We also consider the role and importance of gender and the presence of a formal policy on respect and dignity at work, as well as the degree to which relationships between management and staff and between staff themselves are related to work-related stress. Amongst the main findings are that employees who reported that they were bullied were considerably more likely to report that they were often or always stressed, while bad and very bad relationships between management and staff were also significantly associated with greater stress, particularly for female employees. Overall, our findings have a range of implications for employees, employers, and policymakers.

Workplace bullying is pervasive and has negative impacts on organizations and their employees. Despite this, organizations generally do not deal well with the problem. Anti-bullying, or Dignity-at-Work policies, do not adequately protect employees from the harms caused by bullying. This study, based on data from the 2018 Irish Workplace Behavior Study, explores experience of organizational responses to workplace bullying, drawing on interviews with participants from three large Irish organizations. One overarching theme and five sub themes emerged from the thematic content analysis, reinforcing earlier findings regarding the complex and problematic nature of workplace bullying and opaque "ownership" of anti-bullying or Dignity-at-Work policy and its implementation. The study concludes that organizations must actively establish a culture of interpersonal respect, rather than simply instituting a policy where ultimately no one takes responsibility. Facilitating employee wellbeing requires social cohesion across an organization.

Abstract

Introduction
Agricultural and construction workers spend much of their work time outdoors, which influences their exposure to ultra-violet radiation (UVR) and associated risk of skin cancer. However, no studies have examined UVR exposure knowledge and associated safety practices and constraints within these occupational groups in Ireland. This study aims to describe and compare UVR exposure knowledge, safety practices and perceived constraints of Irish agricultural and construction workers and to assess the association of demographic, personal and occupational factors with knowledge, practices, and perceived constraints in order to identify potential strategies for improving sun safety in these occupational groups.


Methodology
Study participants completed a questionnaire which measured UVR exposure knowledge, safety practices, and perceived constraints in addition to demographic, personal and workplace characteristics. Analysis of variance was used to examine differences in knowledge, practices, and constraints by these characteristics.


Results
A total of 441 construction workers and 150 agricultural workers completed the questionnaire. Although significantly higher amongst construction workers when compared with agricultural workers, UVR exposure knowledge and use of sunscreen was low for both groups. Knowledge, practices, and perceived constraints also differed significantly according to demographic, personal, and workplace characteristics.


Conclusions
There is a need to design and evaluate interventions that increase UVR exposure knowledge and reduce constraints that may negatively impact on sun safety practices of agricultural and construction workers.

Systems‐based approaches to societal problem‐solving entail a capacity to synthesise our knowledge and skills such that we can resolve shared problems. However, the increasing range of knowledge specialisms, scientific and engineering methods, and skill profiles at the population‐level challenges solidarity. It is also difficult to identify unifying goals and establish sustainable educational infrastructures that support transdisciplinary teamwork. Drawing upon the collective intelligence of a multidisciplinary group, this paper highlights challenges to integrating content expertise and methodological expertise in team‐based efforts to address complex social issues. Challenges identified include the following: stakeholder participation, heterogeneity and conflict, supporting effective group dynamics, defining goals, planning and resourcing, resistance and fears amongst group members, and the absence of effective teamwork methodologies. A systems model developed by the group helped to clarify interdependencies between challenges. We conclude by highlighting the need to develop societal infrastructures supporting our capacity for teamwork into the future. © 2018 John Wiley & Sons, Ltd.