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This study describes alcohol consumption and examines associations with organisational job stressors among female ( n = 493) and male ( n = 707) English police officers. Significantly fewer female than male officers reported hazardous alcohol consumption (32% vs. 44%) and probable harmful alcohol consumption (5% vs. 11%). Stressor exposure was associated with alcohol consumption among males only, with high exposure to job control, work relationships, and role clarity stressors associated with elevated odds of probable harmful alcohol consumption. Findings suggest alcohol consumption represents a concern in English policing and point to stressor exposure reduction as a mechanism to decrease alcohol consumption.
Jonathan Houdmont; Liza Jachens. English police officers’ alcohol consumption and links with organisational job stressors. The Police Journal: Theory, Practice and Principles 2021, 1 .
AMA StyleJonathan Houdmont, Liza Jachens. English police officers’ alcohol consumption and links with organisational job stressors. The Police Journal: Theory, Practice and Principles. 2021; ():1.
Chicago/Turabian StyleJonathan Houdmont; Liza Jachens. 2021. "English police officers’ alcohol consumption and links with organisational job stressors." The Police Journal: Theory, Practice and Principles , no. : 1.
Purpose Job stressor exposure is associated with mental health in police officers. Police stress research rarely draws a distinction between urban and rural policing, raising the possibility that stressors specific to the rural context remain unidentified and their implications unknown. This may hinder actions to protect the mental health of those involved in policing rural communities. Design/methodology/approach Among rural policing teams in an English county police force this study used an exploratory sequential mixed method design to (1) identify and quantify exposure to rural policing stressors and (2) examine links between job stressor exposure and psychological distress. Findings Interviews (N = 34) identified three rural policing job stressor themes: (1) job demands, (2) isolation and (3) critical decisions. Survey data (N = 229) indicated significant differences in exposure by rank to demand and critical decision stressors, with police community support officers (PCSOs) reporting lower exposure than officers of constable and sergeant rank. Overall, 44% of respondents reported symptoms of psychological distress indicative of likely minor psychiatric disorder; higher levels of psychological distress were associated with higher stressor exposure across all three job stressor themes for PCSOs and constables and within the job demand theme for sergeants. Originality/value Findings point towards practical actions focussed on resource provision for officers and a research strategy to ameliorate the impact of stressors in English rural policing.
Jonathan Houdmont; Liza Jachens; Raymond Randall; Jim Colwell. English rural policing: job stress and psychological distress. Policing: An International Journal 2020, 44, 49 -62.
AMA StyleJonathan Houdmont, Liza Jachens, Raymond Randall, Jim Colwell. English rural policing: job stress and psychological distress. Policing: An International Journal. 2020; 44 (1):49-62.
Chicago/Turabian StyleJonathan Houdmont; Liza Jachens; Raymond Randall; Jim Colwell. 2020. "English rural policing: job stress and psychological distress." Policing: An International Journal 44, no. 1: 49-62.
Aim To determine personal and organisational factors associated with work performance and illness outcomes during presenteeism in a cohort of nurses. Background Presenteeism is prevalent in nursing populations. It is known to be associated with impaired health and performance loss. Knowledge about the factors associated with presenteeism may help foster better health and performance in this group. Methods A survey (N = 270) was conducted in a population of nurses working with older adults. Hierarchical multiple regression was used to explore factors associated with performance loss and illness outcomes during presenteeism. Results Work performance and illness outcomes were often reported as poor during presenteeism. Less negative illness perceptions and work engagement were associated with better work performance and illness outcomes. Older age and manager support were also associated with better work performance. Non‐organisational causes of illness were associated with better illness outcomes. Conclusion Performance levels and illness outcomes during presenteeism are associated with a combination of illness‐related, individual, attitudinal and organisational factors. Implications for nursing management Fostering engagement, support, good relationships and a hazard‐free environment may improve performance and health during presenteeism.
Luke Anthony Fiorini; Jonathan Houdmont; Amanda Griffiths. Nurses' perceived work performance and health during presenteeism: Cross‐sectional associations with personal and organisational factors. Journal of Nursing Management 2020, 1 .
AMA StyleLuke Anthony Fiorini, Jonathan Houdmont, Amanda Griffiths. Nurses' perceived work performance and health during presenteeism: Cross‐sectional associations with personal and organisational factors. Journal of Nursing Management. 2020; ():1.
Chicago/Turabian StyleLuke Anthony Fiorini; Jonathan Houdmont; Amanda Griffiths. 2020. "Nurses' perceived work performance and health during presenteeism: Cross‐sectional associations with personal and organisational factors." Journal of Nursing Management , no. : 1.
Background Presenteeism has been linked with lost productivity, impaired health and absence. Whilst much research has focused on types of diseases associated with presenteeism and absenteeism, there has been little investigation into the role of individuals’ illness perceptions in these episodes. Aims To assess how illness perceptions vary between presenteeism and absenteeism episodes. Methods A cross-sectional questionnaire was distributed to ward-based nurses working with older adults. Data on illness perceptions during presenteeism and absenteeism episodes were collected. Data were analysed via the Paired-Samples t-test, Wilcoxon test and McNemar test. Results Two hundred and seventy cases were analysed (88% response rate). Compared with presenteeism, illnesses during absenteeism were thought to affect lives more (P < 0.001), to have more serious symptoms (P < 0.001), to be more concerning (P = 0.003), more likely to be treated (P = 0.009), more infectious (P < 0.001) and perceived as more legitimate reasons for absenteeism (P < 0.001). Treatment was considered more effective during absenteeism (P < 0.001), whilst workability was better during presenteeism (P < 0.001). Presenteeism was perceived as harmful and absenteeism beneficial for illness. Individuals attended work when presenteeism was expected to be less harmful (P < 0.001) and avoided work when absenteeism was expected to be more beneficial for illness (P < 0.001). Conclusions Illness perceptions varied significantly between presenteeism and absenteeism episodes and should be included in models of illness behaviour. Findings also highlight that policy may influence illness behaviour and that nurses may attend work despite concerning levels of illness.
L A Fiorini; J Houdmont; A Griffiths. Nurses’ illness perceptions during presenteeism and absenteeism. Occupational Medicine 2020, 70, 101 -106.
AMA StyleL A Fiorini, J Houdmont, A Griffiths. Nurses’ illness perceptions during presenteeism and absenteeism. Occupational Medicine. 2020; 70 (2):101-106.
Chicago/Turabian StyleL A Fiorini; J Houdmont; A Griffiths. 2020. "Nurses’ illness perceptions during presenteeism and absenteeism." Occupational Medicine 70, no. 2: 101-106.
Background The UK Health and Safety Executive’s Stress Management Competency Framework and associated questionnaire, the Stress Management Competency Indicator Tool (SMCIT), address line managers’ behaviours across four competency areas. The application in policing remains unexplored. Aims This study profiled English police officers’ perception of their line managers’ competencies in the framework areas. The odds of experiencing poor mental wellbeing and work attitudes associated with having a line manager with a development need on each competency area were tested. Methods Two hundred and sixty-three police officers completed a survey comprising the SMCIT and measures of psychological distress, resilience and work engagement. Bivariate correlations were calculated to identify patterns of relationships between variables. Binary logistic regression analyses tested the odds of psychological distress caseness, low resilience and low work engagement being associated with officers’ perception of their line manager having a development need on the SMCIT criteria. Results Approximately half the participants reported their line manager had a development need on the ‘Managing and Communicating Existing and Future Work’, ‘Managing the Individual Within the Team’ and ‘Reasoning and Managing Difficult Situations’ competencies, and one quarter on the ‘Respectful and Responsible: Managing Emotions and Having Integrity’ competency. Officers’ rating of their line manager having a development need on the four competency areas was associated with up to four-fold elevated odds of each undesirable state. Conclusions The framework competency areas are relevant to English policing and offer a basis for stress reduction interventions targeted at line managers’ behaviours.
J Houdmont; L Jachens; R Randall; J Colwell; S Gardner. Stress Management Competency Framework in English policing. Occupational Medicine 2019, 70, 31 -37.
AMA StyleJ Houdmont, L Jachens, R Randall, J Colwell, S Gardner. Stress Management Competency Framework in English policing. Occupational Medicine. 2019; 70 (1):31-37.
Chicago/Turabian StyleJ Houdmont; L Jachens; R Randall; J Colwell; S Gardner. 2019. "Stress Management Competency Framework in English policing." Occupational Medicine 70, no. 1: 31-37.
The Job Demand-Control-Support (JDC-S) and Effort-Reward Imbalance (ERI) models dominate psychosocial work environment research and practice, with their independent and collective contributions to employee health having been extensively demonstrated. Psychosocial risk assessment in the humanitarian aid sector is in its infancy, and there is a need to identify appropriate psychosocial work environment models to inform approaches to assessment. The aim of this study is to examine the efficacy of these models separately and in combination to identify psychological distress in humanitarian aid workers. Cross-sectional survey data were obtained from 283 humanitarian aid workers. Logistic regression analyses investigated the separate and combined ability of the models to identify psychological distress. More than half of the participant sample reported psychological distress, and one third reported high ERI and high job strain. When tested separately, each model was associated with a significantly elevated likelihood of psychological distress. When tested in combination, the two models offered a superior estimation of the likelihood of psychological distress than achieved by one model in isolation. Psychosocial risk assessment in the humanitarian aid sector encompassing the characteristics of both these leading psychosocial work environment models captures the breadth of relevant generic psychosocial work characteristics. These initial findings require corroboration through longitudinal research involving sector-representative samples.
Liza Jachens; Jonathan Houdmont. Effort-Reward Imbalance and Job Strain: A Composite Indicator Approach. International Journal of Environmental Research and Public Health 2019, 16, 4169 .
AMA StyleLiza Jachens, Jonathan Houdmont. Effort-Reward Imbalance and Job Strain: A Composite Indicator Approach. International Journal of Environmental Research and Public Health. 2019; 16 (21):4169.
Chicago/Turabian StyleLiza Jachens; Jonathan Houdmont. 2019. "Effort-Reward Imbalance and Job Strain: A Composite Indicator Approach." International Journal of Environmental Research and Public Health 16, no. 21: 4169.
Postal delivery workers have substantial sun exposure. In the United Kingdom (UK) a high proportion of workers possesses a sun sensitive skin type. This population is at elevated risk for skin cancer, yet uptake of sun safety practices is low. Studies are needed to identify the underlying factors that contribute to the uptake of occupational sun safety practices that may be targeted during behavior change interventions. This study integrated the Theory of Planned Behavior (TPB) and the Transtheoretical Model's stages of change (SoC) as guiding frameworks to identify underlying beliefs that influence UK postal delivery workers' uptake of occupational sun safety practices. Thirty-four workers participated in semi-structured interviews that used the SoC to establish current receptiveness to and adoption of two sun safety practices (using sunscreen of at least sun protection factor (SPF) 30 on exposed skin and wearing a wide-brimmed hat when working outdoors in the summer). Beliefs underlying current practices were elicited in accordance with the TPB and stratified by the SoC. For sunscreen use and wearing a wide-brimmed hat, 64% and 3% of participants were in the action or maintenance SoC, respectively. Behavioral and control beliefs differed by SoC, with those in the earlier stages more likely than those in the latter stages to report negative attitudes to, and difficulty enacting, sun safety practices. Normative beliefs concerning the views of colleagues and employers towards sunscreen were relatively consistent across the SoC. This study highlights the need for tailored and targeted behavior change interventions. The SoC-stratified accounts of the influence of TPB components on behavior provide a basis for bespoke interventions that reflect inter-individual and inter-practice differences in their working mechanisms.
Jonathan Houdmont; Raymond Randall; Alistair Cheyne; Shaun Davis; Hannah Evans; Joanne Faichney. UK Postal Delivery Workers' Occupational Sun Safety: Using Behavior Change Theories to Identify Intervention Pathways. International Journal of Environmental Research and Public Health 2019, 16, 3712 .
AMA StyleJonathan Houdmont, Raymond Randall, Alistair Cheyne, Shaun Davis, Hannah Evans, Joanne Faichney. UK Postal Delivery Workers' Occupational Sun Safety: Using Behavior Change Theories to Identify Intervention Pathways. International Journal of Environmental Research and Public Health. 2019; 16 (19):3712.
Chicago/Turabian StyleJonathan Houdmont; Raymond Randall; Alistair Cheyne; Shaun Davis; Hannah Evans; Joanne Faichney. 2019. "UK Postal Delivery Workers' Occupational Sun Safety: Using Behavior Change Theories to Identify Intervention Pathways." International Journal of Environmental Research and Public Health 16, no. 19: 3712.
We evaluate the outcomes and processes of a video and web-based worksite exercise intervention for sedentary office workers in China, in a 2-arm cluster-randomised wait-list control trial (n = 282: intervention (INT) n = 196 and wait-list control (WLC) n = 86). Eligible clusters were two sites of a major organisation in China randomly allocated to each group (INT: Guangzhou; WLC: Beijing); eligible participants were site employees (n = 690). A theoretically informed digital workplace intervention (Move-It) involving a 10 min Qigong exercise session (video demonstration via website) was delivered twice a day at set break times during the working day for 12 consecutive weeks. Individual-level outcomes were assessed. Participants’ physical activity increased significantly from baseline to post-intervention similarly in both the intervention and the control group. There was a significantly smaller increase in weekday sitting hours in intervention than controls (by 4.66 h/week), and work performance increased only in the control group. Process evaluation (including six focus groups) was conducted using the RE-AIM (reach, effectiveness, adoption, implementation and maintenance) framework. The intervention had wide reach and was successfully marketed to all employees with good uptake. The participatory approach increased perceived organisational support and enhanced adoption. The intervention was implemented broadly as planned. Qigong worksite exercise intervention can be successfully delivered to sedentary office workers in China using video and web-based platforms. It may increase physical activity and does not adversely affect perceived work performance. The study highlights the complexity of conducting health promotion research in real-world organisational settings.
Holly Blake; Betsy Lai; Emil Coman; Jonathan Houdmont; Amanda Griffiths. Move-It: A Cluster-Randomised Digital Worksite Exercise Intervention in China: Outcome and Process Evaluation. International Journal of Environmental Research and Public Health 2019, 16, 3451 .
AMA StyleHolly Blake, Betsy Lai, Emil Coman, Jonathan Houdmont, Amanda Griffiths. Move-It: A Cluster-Randomised Digital Worksite Exercise Intervention in China: Outcome and Process Evaluation. International Journal of Environmental Research and Public Health. 2019; 16 (18):3451.
Chicago/Turabian StyleHolly Blake; Betsy Lai; Emil Coman; Jonathan Houdmont; Amanda Griffiths. 2019. "Move-It: A Cluster-Randomised Digital Worksite Exercise Intervention in China: Outcome and Process Evaluation." International Journal of Environmental Research and Public Health 16, no. 18: 3451.
Background Work ability (WA) concerns the capacity to manage job demands in relation to physical and psychological resources. Core self-evaluations (CSE) refer to a composite personality construct comprising self-esteem, locus of control, self-efficacy and emotional stability traits. Studies have shown the independent contribution of WA and CSE to work outcomes, yet none has explored their additive contribution, when applied together, to identify workers at risk of impaired health and performance-related outcomes. Aims The aim was to explore the contribution of WA and CSE to explaining variance in psychological distress and work engagement in a sample of UK manufacturing sector workers. Methods A self-report questionnaire containing validated measures of WA, CSE, psychological distress and work engagement was administered to employees in four UK manufacturing organizations. Bivariate correlations were calculated to identify patterns of relationships between the variables and hierarchical linear regression analyses performed to examine the incremental contribution of WA and CSE to the target variables. Results Analyses were conducted on data contributed by 311 workers (21% response rate). WA accounted for around one-quarter of the variance in psychological distress and around one-fifth of the variance in work engagement. The addition of CSE explained a further 10% (psychological distress) and 7% (work engagement) of the variance. Conclusions These exploratory findings suggest that WA and CSE might be useful in the identification of workers at risk of poor psychological well-being and work effectiveness in UK manufacturing. Longitudinal sector-representative studies are required to establish the constructs’ predictive power.
K Coomer; J Houdmont. Contribution of work ability and core self-evaluations to worker health. Occupational Medicine 2019, 69, 366 -371.
AMA StyleK Coomer, J Houdmont. Contribution of work ability and core self-evaluations to worker health. Occupational Medicine. 2019; 69 (5):366-371.
Chicago/Turabian StyleK Coomer; J Houdmont. 2019. "Contribution of work ability and core self-evaluations to worker health." Occupational Medicine 69, no. 5: 366-371.
Single-item measures of global job stressfulness are increasingly used in occupational health research, yet their construct validity remains unexplored. This study used a qualitative approach to identify frames of reference that underlie self-ratings on such a measure. Data were collected from a convenience sample of 55 adults in full-time employment who completed a single-item measure inviting a rating of the extent to which their job is generally stressful. A cognitive interview schedule was used to explore the factors taken into account when providing a global rating, with thematic analysis applied to identify themes in the interview transcripts. The most common frames of reference were the presence of problematic psychosocial working conditions, particularly job demands. Health characteristics, predominantly poor psychological wellbeing, emerged as a further less dominant secondary theme. Almost half the sample cited four or more referents. In terms of the timeframe under consideration, most participants referred to a long timeframe such as their work in general, with some specifying their current job and, a few, recent weeks. These findings shed light on the frames of reference used to inform judgements on global job stressfulness elicited by a single-item measure and in doing so contribute to the evidence base to support the application of such measures in occupational health research and organisational psychosocial risk management activities.
Jonathan Houdmont; Liza Jachens; Raymond Randall; Sadie Hopson; Sean Nuttall; Stamatia Pamia. What Does a Single-Item Measure of Job Stressfulness Assess? International Journal of Environmental Research and Public Health 2019, 16, 1480 .
AMA StyleJonathan Houdmont, Liza Jachens, Raymond Randall, Sadie Hopson, Sean Nuttall, Stamatia Pamia. What Does a Single-Item Measure of Job Stressfulness Assess? International Journal of Environmental Research and Public Health. 2019; 16 (9):1480.
Chicago/Turabian StyleJonathan Houdmont; Liza Jachens; Raymond Randall; Sadie Hopson; Sean Nuttall; Stamatia Pamia. 2019. "What Does a Single-Item Measure of Job Stressfulness Assess?" International Journal of Environmental Research and Public Health 16, no. 9: 1480.
These sector-wide findings suggest that leaveism is a cause for concern. Further research is required to identify sector-specific causes of leaveism with a view to informing interventions to tackle the problem.
J Houdmont; M Elliott-Davies; J Donnelly. Leaveism in English and Welsh police forces: baseline reference values. Occupational Medicine 2018, 68, 593 -599.
AMA StyleJ Houdmont, M Elliott-Davies, J Donnelly. Leaveism in English and Welsh police forces: baseline reference values. Occupational Medicine. 2018; 68 (9):593-599.
Chicago/Turabian StyleJ Houdmont; M Elliott-Davies; J Donnelly. 2018. "Leaveism in English and Welsh police forces: baseline reference values." Occupational Medicine 68, no. 9: 593-599.
Stressor reduction interventions may have the potential to improve the well-being of those involved in sport. Organizational psychologists have used these primary interventions in various performance domains. The authors describe the stressor reduction design and implementation processes, and the contexts in which they occur, that impact on these interventions. The authors then examine how process evaluation methods can be applied during stressor reduction in sport settings. Process evaluation requires the frequent collection of data about intervention experiences and events from multiple sources using a mixed-methods approach. The article contains practical recommendations for sport psychologists who implement stressor reduction interventions.
Raymond Randall; Karina Nielsen; Jonathan Houdmont. Process Evaluation for Stressor Reduction Interventions in Sport. Journal of Applied Sport Psychology 2018, 31, 47 -64.
AMA StyleRaymond Randall, Karina Nielsen, Jonathan Houdmont. Process Evaluation for Stressor Reduction Interventions in Sport. Journal of Applied Sport Psychology. 2018; 31 (1):47-64.
Chicago/Turabian StyleRaymond Randall; Karina Nielsen; Jonathan Houdmont. 2018. "Process Evaluation for Stressor Reduction Interventions in Sport." Journal of Applied Sport Psychology 31, no. 1: 47-64.
It has been recognised that few cattle farmers undertake biosecurity practices on their farms. Approaches that take into consideration individuals’ preparedness for change, alongside beliefs thought to motivate the enactment of certain behaviours, may provide a framework for actuating tangible change. The aim of this study was to use a combination of behaviour change models to link beliefs with behaviour and identify possible key interventions to improve the uptake of biosecurity measures by dairy cattle farmers in Great Britain (GB). This is the first study to explore farmers’ practices and attitudes in relation to the prevention of direct (animal to animal contact); indirect (via fomites); and other biosecurity measures using a multitheory approach. A cross-sectional study was carried out, with postal questionnaires sent to 2505 dairy cattle farmers. Questions were asked about the extent to which a host of biosecurity measures were used, the influence of various stakeholders (e.g. veterinarians, industry bodies) in informing biosecurity choices, and the perceived control farmers felt they had over biosecurity on their farms. Farmer attitudes towards biosecurity were also explored. Two behaviour change models, the Transtheoretical Model, and the Theory of Planned Behaviour, were utilised. A variety of analysis methods were used to interrogate the data, including multivariable logistic regression. A total of 908/2505 (36.2%) farmers responded, with 757 responses (30.2%) deemed eligible for inclusion. Farmers generally fell into one of two categories: those that reported not applying biosecurity measures with no intention of doing so in the future, and those that reported undertaking biosecurity measures for some time. Farmers felt that biosecurity improved cattle health and welfare, but also felt that disease was inevitable. More farmers agreed with statements relating to their ability to control, rather than prevent disease. Analysis suggested a difference between influencing beliefs and whether specific types of measure were more likely to be undertaken. For example, farmers’ beliefs about other stakeholders appeared to play a role in influencing the utilisation of measures preventing direct contact (e.g. nose to nose contact), rather than indirect contact (e.g. fomite transmission). The use of a combination of behaviour change models has identified key variables to use for interventional approaches targeted towards the different type of biosecurity measure (preventing direct or indirect transmission) to improve the uptake of biosecurity on dairy cattle farms in GB. Other industry stakeholders should be aware of these variables when working with farmers to achieve optimal cattle herd health.
Imogen Richens; Jonathan Houdmont; W. Wapenaar; O. Shortall; J. Kaler; H. O’Connor; M.L. Brennan. Application of multiple behaviour change models to identify determinants of farmers’ biosecurity attitudes and behaviours. Preventive Veterinary Medicine 2018, 155, 61 -74.
AMA StyleImogen Richens, Jonathan Houdmont, W. Wapenaar, O. Shortall, J. Kaler, H. O’Connor, M.L. Brennan. Application of multiple behaviour change models to identify determinants of farmers’ biosecurity attitudes and behaviours. Preventive Veterinary Medicine. 2018; 155 ():61-74.
Chicago/Turabian StyleImogen Richens; Jonathan Houdmont; W. Wapenaar; O. Shortall; J. Kaler; H. O’Connor; M.L. Brennan. 2018. "Application of multiple behaviour change models to identify determinants of farmers’ biosecurity attitudes and behaviours." Preventive Veterinary Medicine 155, no. : 61-74.
This study sought to examine stress‐related working conditions—defined in terms of effort–reward imbalance (ERI)—and their association with burnout among a large, international sample of humanitarian aid workers. Descriptive statistics were applied to cross‐sectional survey data (N=1,980) to profile ERI and burnout and Pearson's χ2 tests were used to characterise associated socio‐ and occupational‐demographic factors. Associations between ERI and burnout were established using binary logistic regression to generate odds ratios and 95 per cent confidence intervals adjusted for potential confounding variables. For high emotional exhaustion, the prevalence rate was 36 per cent for women and 27 per cent for men, whereas the proportions for high depersonalisation and low personal achievement were 9 and 10 per cent and 47 and 31 per cent, respectively. Intermediate and high ERI was associated with significantly increased odds of high emotional exhaustion; the findings were mixed for depersonalisation and personal achievement.
Liza Jachens; Jonathan Houdmont; Roslyn Thomas. Effort–reward imbalance and burnout among humanitarian aid workers. Disasters 2018, 43, 67 -87.
AMA StyleLiza Jachens, Jonathan Houdmont, Roslyn Thomas. Effort–reward imbalance and burnout among humanitarian aid workers. Disasters. 2018; 43 (1):67-87.
Chicago/Turabian StyleLiza Jachens; Jonathan Houdmont; Roslyn Thomas. 2018. "Effort–reward imbalance and burnout among humanitarian aid workers." Disasters 43, no. 1: 67-87.
Objective: To explore the perceived causes of presenteeism in nurses on geriatric wards.Background: Presenteeism, defined as working when unwell, is associated with lost productivity and increased absenteeism. It is more commonly reported by employees in the healthcare sector than other sectors.Methods: An exploratory, qualitative study using semi-structured interviews, thematically analysed. Data collected via 18 recorded interviews with nurses working with patients on geriatric medical wards in Malta.Results: Four major themes emerged that related to nurses’ decisions to engage in presenteeism: illness perceptions, which included participants’ views and experiences of their own health complaints; attitudes to their employing organisation, co-workers and patients; organisational aspects such as culture and administrative arrangements; and personal reasons including illness behaviour preference and personal circumstances.Conclusions: Nurses’ decisions to attend work when unwell were reported as dependent upon four themes. Further studies are warranted to determine if findings are applicable to nurse populations other than those represented in this study.Implications: Workplace health promotion initiatives should target nurses’ management of their own health, particularly if they have chronic illnesses. Workplace policies and arrangements should be examined with a view to controlling presenteeism.
Luke Anthony Fiorini; Amanda Griffiths; Jonathan Houdmont. Reasons for presenteeism in nurses working in geriatric settings: A qualitative study. Journal of Hospital Administration 2018, 7, 9 .
AMA StyleLuke Anthony Fiorini, Amanda Griffiths, Jonathan Houdmont. Reasons for presenteeism in nurses working in geriatric settings: A qualitative study. Journal of Hospital Administration. 2018; 7 (4):9.
Chicago/Turabian StyleLuke Anthony Fiorini; Amanda Griffiths; Jonathan Houdmont. 2018. "Reasons for presenteeism in nurses working in geriatric settings: A qualitative study." Journal of Hospital Administration 7, no. 4: 9.
Introduction Changes in lifestyles and diet over the last 30 years have led to a significant rise in overweight and obesity. By the year 2020 seven out of ten people in Britain may be overweight or obese, putting a strain on health services and increasing costs to the economy. Organisations may contribute to poor health behaviours, however they are also well placed to support employees; therefore understanding employees’ perceptions of the barriers and facilitators to healthy eating at work may assist in designing interventions to address these. Methods This qualitative study was conducted in 2017 using semi-structured telephone interviews in a large organisation that had recently been privatised after many decades in public ownership. Demographic information collected from participants included three indices of SES (education, income and job type), age, gender, dependents, and perceived weight status. Participants were asked to consider the barriers and facilitators to eating a healthy well-balanced diet and their perceptions of the role of the employer in promoting healthy eating. Thematic analysis was carried out using Braun and Clarke’s (2006) methodology and analysis carried out through the computer software NVivo. Result Thematic saturation was reached upon completion of 15 interviews. Five main themes were identified, each containing multiple sub-themes: Knowledge (fruit and vegetable portions; source of knowledge), Behaviour (cost of food influencing purchasing; eating past the point of feeling full; motivation to eat a healthily), Access (access to healthy foods in the workplace; preparing food in advance), Workplace Culture (long hours and travel; taking breaks; workplace temptation; leadership behaviours) and 5. Responsibility (Government and organisational responsibilities). Discussion Workplace culture was seen as a barrier to healthy eating. Initiatives designed to modify work culture may prove effective as a means by which to promote healthy eating in the organisational setting.
Judith Grant; Jonathan Houdmont; Fehmidah Munir; Robert Kerr. 783 Healthy eating choices: employee perceptions of the role of the employer. Ageing and Work 2018, 75, A46 -A47.
AMA StyleJudith Grant, Jonathan Houdmont, Fehmidah Munir, Robert Kerr. 783 Healthy eating choices: employee perceptions of the role of the employer. Ageing and Work. 2018; 75 ():A46-A47.
Chicago/Turabian StyleJudith Grant; Jonathan Houdmont; Fehmidah Munir; Robert Kerr. 2018. "783 Healthy eating choices: employee perceptions of the role of the employer." Ageing and Work 75, no. : A46-A47.
Introduction This study concerns the relationship between socioeconomic status (SES) and eating behaviours in working populations. Much research exists on this topic in a community setting, however more research is needed in a workplace setting to help inform the targeting of interventions to improve employee health. Methods The study was conducted in 2014 using a single self-report anonymous questionnaire. The variables of interest in this study were age, gender and number of dependents, three measures of SES (education, income and job type), Body Mass Index (BMI), and diet. Two items, ‘how often do you eat past the point of feeling full?’ and ‘to what extent does the cost of food influence what you buy?’ were introduced into the survey in response to a literature review. Hierarchical linear regression analyses were conducted to examine the variance in eating behaviours. Result A 20% response rate was achieved with 6206 responses. All three SES variables, in addition to age, number of dependents and BMI accounted for 9% of the variance in the cost of food influencing purchase behaviours; age, gender and BMI explained 7% of the variance in eating past the point of feeling full; gender, BMI and all SES variables explained 1% of the adjusted variance in vegetable consumption; age, gender and BMI explained 2% of the variance in fruit consumption and age, gender, BMI, education and salary band explained 5% of the variance in consumption of a healthy well-balanced diet. Discussion The findings demonstrate the importance of socioeconomic status in eating behaviours and suggest that demographics also play a significant role in influencing employee eating behaviours. This raises interesting questions as to the feasibility of targeting healthy eating interventions at work on the basis age or BMI.
Judith Grant; Jonathan Houdmont; Fehmidah Munir; Robert Kerr; Ken Adley. 477 Socioeconomic status, demographic and personal factors, and the eating behaviours of civil service employees: a cross-sectional study. Ageing and Work 2018, 75, A45 -A45.
AMA StyleJudith Grant, Jonathan Houdmont, Fehmidah Munir, Robert Kerr, Ken Adley. 477 Socioeconomic status, demographic and personal factors, and the eating behaviours of civil service employees: a cross-sectional study. Ageing and Work. 2018; 75 ():A45-A45.
Chicago/Turabian StyleJudith Grant; Jonathan Houdmont; Fehmidah Munir; Robert Kerr; Ken Adley. 2018. "477 Socioeconomic status, demographic and personal factors, and the eating behaviours of civil service employees: a cross-sectional study." Ageing and Work 75, no. : A45-A45.
There is a paucity of research on the subjective stress-related experiences of humanitarian aid workers. Most evaluations of stress among these individuals focus on trauma and related conditions or adopt a quantitative approach. This interview-based study explored how 58 humanitarian aid workers employed by a United Nations-aligned organisation perceived the transactional stress process. The thematic analysis revealed eight main topics of interest: an emergency culture was found where most employees felt compelled to offer an immediate response to humanitarian needs; employees identified strongly with humanitarian goals and reported a high level of engagement; the rewards of humanitarian work were perceived as motivating and meaningful; constant change and urgent demands resulted in work overload; and managing work–life boundaries and receiving positive support from colleagues and managers helped to buffer perceived stress, work overload, and negative health outcomes. The practical implications of the results are discussed and suggestions made in the light of current research and stress theory.
Liza Jachens; Jonathan Houdmont; Roslyn Thomas. Work-related stress in a humanitarian context: a qualitative investigation. Disasters 2018, 42, 619 -634.
AMA StyleLiza Jachens, Jonathan Houdmont, Roslyn Thomas. Work-related stress in a humanitarian context: a qualitative investigation. Disasters. 2018; 42 (4):619-634.
Chicago/Turabian StyleLiza Jachens; Jonathan Houdmont; Roslyn Thomas. 2018. "Work-related stress in a humanitarian context: a qualitative investigation." Disasters 42, no. 4: 619-634.
There is limited contemporary evidence concerning whether single crewing – the deployment of unaccompanied police officers – presents a risk to officer safety. This exploratory self-report study examined the frequency of single crewing in England and Wales and associations with violence-related variables. Officers represented by the Police Federation of England and Wales contributed survey data on four forms of violent victimisation and injuries requiring medical attention arising from work-related violence experienced over the 12 months to February 2016. Respondents for whom crewing was applicable to their role indicated the frequency with which they had been single crewed during the same period. Pearson’s χ2 tests were used to characterise socio- and occupational-demographic factors associated with single crewing, violence, and injuries. Associations between single crewing frequency and the target variables were assessed using adjusted binary logistic regression to generate odds ratios and 95% confidence intervals. Among the 11,397 respondents who indicated that crewing was applicable to their role, 53% were often and 21% always single crewed. Relative to those who were never single crewed, the odds of being subjected to verbal insults and verbal threats were significantly elevated in officers who were often or always single crewed. The odds of physical attacks and injuries requiring medical attention were significantly elevated in officers who were always single crewed. There was no association between single crewing frequency and physical attacks with a weapon. These initial cross-sectional findings suggest that tailored crewing options might represent a means by which to reduce violence towards police officers.
Jonathan Houdmont; Mary Elliott-Davies; Joan Donnelly. Single crewing in English and Welsh policing: frequency and associations with violence towards and injuries in officers. Policing and Society 2018, 29, 820 -833.
AMA StyleJonathan Houdmont, Mary Elliott-Davies, Joan Donnelly. Single crewing in English and Welsh policing: frequency and associations with violence towards and injuries in officers. Policing and Society. 2018; 29 (7):820-833.
Chicago/Turabian StyleJonathan Houdmont; Mary Elliott-Davies; Joan Donnelly. 2018. "Single crewing in English and Welsh policing: frequency and associations with violence towards and injuries in officers." Policing and Society 29, no. 7: 820-833.
There is a paucity of evidence on working hours and their psychological correlates in police officers of the federated ranks in England. An exploratory study to establish the extent to which a sample of English police officers worked long hours and the association between long working hours and common mental disorder (CMD). Officers of the federated ranks (constable, sergeant, inspector) from two English county forces completed a questionnaire to report their typical weekly working hours and symptoms of CMD. We also collected socio- and occupational-demographic data. We defined long working hours as ≥49 h in a typical week in accordance with 48-h weekly limit specified in the 1993 European Directive on the Organisation of Working Time. We established associations between long working hours and self-reported CMDs using binary logistic regression to generate odds ratios (ORs) and 95% confidence intervals (CIs) adjusted for potential confounding variables. Twenty-seven per cent (n = 327/1226) of respondents reported long working hours. The ORs for psychological distress (OR 2.05, 95% CI 1.57-2.68), emotional exhaustion (OR 1.99, 95% CI 1.52-2.59), and depersonalization (OR 1.30, 95% CI 1.00-1.71) were significantly increased for long working hours after adjustment for socio- and occupational-demographic characteristics. More than one quarter of sampled police officers reported working long hours and were significantly more likely to report CMD. National and longitudinal research is required to confirm these findings, which suggest management of working hours may effectively promote psychological well-being.
J. Houdmont; Raymond Randall. Working hours and common mental disorders in English police officers. Occupational Medicine 2016, 66, 713 -718.
AMA StyleJ. Houdmont, Raymond Randall. Working hours and common mental disorders in English police officers. Occupational Medicine. 2016; 66 (9):713-718.
Chicago/Turabian StyleJ. Houdmont; Raymond Randall. 2016. "Working hours and common mental disorders in English police officers." Occupational Medicine 66, no. 9: 713-718.