A process evaluation of implementing a vocational enablement protocol for employees with hearing difficulties in clinical practice

Objective: A multidisciplinary vocational rehabilitation programme, the Vocational Enablement Protocol (VEP) was developed to address the specific needs of employees with hearing difficulties. In the current study we evaluated the process of implementing the VEP in audiologic care among employees with hearing impairment. Design: In conjunction with a randomized controlled trial, we collected and analysed data on seven process parameters: recruitment, reach, fidelity, dose delivered, dose received and implemented, satisfaction, and perceived benefit. Study sample: Sixty-six employees with hearing impairment participated in the VEP. The multidisciplinary team providing the VEP comprised six professionals. Results: The professionals performed the VEP according to the protocol. Of the recommendations delivered by the professionals, 31% were perceived as implemented by the employees. Compliance rate was highest for hearing-aid uptake (51%). Both employees and professionals were highly satisfied with the VEP. Participants rated good perceived benefit from it. Conclusions: Our results indicate that the VEP could be a useful treatment for employees with hearing difficulties from a process evaluation perspective. Implementation research in the audiological setting should be encouraged in order to further provide insight into parameters facilitating or hindering successful implementation of an intervention and to improve its quality and efficacy.     

Applying Health Belief Model to Unveil Employees’ Workplace COVID-19 Protective Behaviors: Insights for the Hospitality Industry

The overwhelming majority of the countries around the globe have witnessed severe cases of the COVID-19 outbreak. Unfortunately, many countries are still beset with such an infectious disease. Despite the fact that there is currently no specific approved cure for this deadly infection, restrictions (e.g., lockdown and border closing) are gradually eased. Meanwhile, businesses are reopening and outdoor leisure activities are about to start again based on strict health, social distancing, and hygiene rules. However, as we still have a long way to reach an ultimate treatment for such deadly virus, changing human behavior sounds the best defense in tackling this challenge till a vaccine is developed for protection against COVID-19. With this realization, using Health Belief Model as the theoretical underpinning, our study endeavors to unveil employees’ adherence to protective health behaviors (PHBs) in the hospitality industry, which is known as a people-focused, labor-intensive, and service-oriented business. This is so crucial since there is a high degree of (frequent) interaction between employees and customers in hotels. Moreover, such establishments are known as areas where customers engage in a variety of activities that make health concerns even more crucial. To achieve the objectives of this research, we used secondary data obtained from one of the largest hotel-related online communities in the world: the ‘Tales from the front desk’. Using template analysis approach, 1680 employees’ comments were examined. The results revealed that hotel employees found themselves at high risk of being infected and several obstacles that impeded their PHBs in the workplace were identified. Our study will provide momentous implications about PHBs against COVID-19 for the hospitality industry.     

Workplace Lactation Programs in Small WIC Service Sites: A Potential Model

The Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) has an opportunity to protect, promote, and support breastfeeding by implementing and modeling workplace lactation programs in small WIC agencies that may have barriers regarding the lack of both human and financial resources. The goal of this article was to describe effective strategies for agency administrators in small WIC service sites so that they can reduce barriers, successfully implement workplace lactation policies and programs, and model successful strategies for other small employers.     

The Impact of Spiritual Leadership on Employee’s Work Engagement–A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years. To improve employee’s positive psychological factors, Spiritual leadership has a good performance in this regard. Based on the mediating effect of goal self-concordance and self-efficacy, this paper further studies the impact of spiritual leadership on employee’s work engagement. Through the empirical study, the following conclusions are drawn: (1) Spiritual leadership significantly positively affects the employee’s work engagement. (2) Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy. (3) Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement. (4) Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’ work engagement. This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement. This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.     

军队医院聘用人员离职现状分析及对策

目的为医院管理者对聘用人员管理并有效留住人才提供依据和建议。方法通过采用问卷调查和统计分析的方法进行讨论。结果离职人员从专业看,护理比例最高(47.92%);从学历看,本科比例最高(42.36%)、大专为(36.11%);从在院工作时间看,1~3年最多(38.19%);从职称看,初级技术职务最多(79.17%);离职原因主要为家庭原因(33.33%)、寻求外部职业机会(31.25%)。结论医院聘用初级技术人员,特别是护士离职较严重,要求医院管理者加大对聘用人员的人文关怀和职业规划引导,确保人才队伍的可持续发展。     

武警某部心理服务导入员工帮助计划项目的效果分析

目的评估比较武警部队心理服务导入员工帮助计划（employee assistant program,EAP）项目的效果。方法抽取驻湘某部1276名官兵随机分为实验组和对照组,实施EAP项目前后采用工作满意度量表进行效果对照分析和相关性研究。结果项目实施后实验组工作环境满意度、工作性质满意度、工作关系满意度、单位经营满意度和总体满意度得分显著高于对照组,差异具有统计学意义（u=2.14,1.98,2.31,2.48,2.19,P〈0.01）,晋升满意度、培训满意度、薪酬满意度无统计学差异（u=1.35,1.16,1.66,P〉0.05）。结论导入EAP的心理服务有助于官兵在工作态度和认知方面发生良性改变,较常规服务方式有效。     

Development and validation of the Workplace Interruptions Measure

In 3 studies, we developed and tested the first comprehensive, self‐report measure of workplace interruptions. The Workplace Interruptions Measure (WIM) is based on a typology of interruptions that included intrusions, distractions, discrepancy detections, and breaks. The four‐factor structure was reduced to a 12‐item measure in Study 1 (N = 317) and confirmed in a diverse sample of employees in Study 2 (N = 160). Study 3 (N = 323) further examined the psychometric properties of the WIM in a sample of university faculty and staff. Studies 2 and 3 demonstrated that both effort‐enhancing interruptions (intrusions, distractions, and discrepancy detections) and recovery‐enhancing interruptions (breaks) were associated with stressors and strains. Distractions, discrepancy detections, and breaks uniquely predicted strain outcomes beyond other workplace stressors (i.e., quantitative workload, interpersonal conflict, and role conflict). We discuss implications of the WIM for the theory and practice of interruptions research.     

Creating a Health-Promoting Group for Elderly Couples on a Home Health Care Program

The hospital home care social worker has a unique opportunity to develop a home-keeping, health-promoting group for frail elderly couples within his or her caseload. Through home visits, working as a filial professional, the worker enters, then strengthens the couples' pre-illness formal and informal support networks, and then goes on to create an additional informal peer support group, that meets in each others' homes. The group is capable of decreasing the chance of nursing home placement for all its members. It is proposed that home health care agencies within hospitals incorporate such groups into their regular programs.