Development of an evidence-based conceptual framework for workplace assessment

One solution to the underutilization of workplace accommodations is to use teleconferencing technology to conduct remote assessments, effectively expanding the geographical area that experienced rehabilitation specialists can cover. However, such an effort requires a highly structured and comprehensive assessment protocol. This paper reports on the analysis of 53 existing assessments to develop a conceptual framework for assessment and the use of that framework to evaluate the applicability of 10 work-related assessment protocols for remote tele-assessment. While none of the 10 protocols were found to be sufficiently comprehensive for our purposes, the conceptual framework itself will serve as an important tool to structure a new comprehensive protocol that will be developed. Moreover, the framework can also be used by providers of workplace assessments to evaluate the suitability of any assessment protocol to meet the needs of any particular individual or workplace situation.     

Alcohol in the workplace: A research note

Drinking in the workplace is a serious concern for both unions and managements. The typical response to this problem is increased monitoring of blood-alcohol levels, a practice unions find offensive and managements find expensive. This note analyzes the advantages of controlling drinking in the workplace by substituting lower blood-alcohol limits for monitoring blood-alcohol levels.     

Partnering with the 21st century workplace: leveraging workplace ecology

The 'accessible' job market of the 1990's has given way to a challenging job market in a climate of economic uncertainty in the early Twenty-First Century. For vocational rehabilitation professionals this change requires the strategic use of workplace supports to increase the value and sustainability of work performed by people with disabilities in competitive jobs. An analytical framework for leveraging the natural supports of the workplace is provided by the workplace ecology as a bounded environment in which relationships between workers and supervisors promote learning and enhanced performance. The dynamics of the workplace ecology are explored with particular reference to workers with disabilities receiving supported employment services. Recommendations are made for leveraging the workplace ecology to the benefit of the supported worker. Implications for supported employment services in the new millennium are discussed.     

A dynamic social-ecological model of generational identity in the workplace

We approach generational identity in the workplace as a social identity simultaneously linked to biological and historical location. We outline a dynamic social-ecological model of generational identity in which various levels of influences shape the potential for and manifestation of generational identities in the workplace. We propose that individual generational identity in the workplace is influenced by the interaction of four levels of factors: the workgroup, where generational identity is triggered; the organization, which structures the context in which work-related generational identity takes shape; the extra-organizational environment, which sets the general parameters for generational interactions with occupational and stakeholder groups; and society, where generational phenomena are manifested as historical social movements and depicted as mass media narratives. We examine each of these levels of influence and offer propositions, guided by social identity, self-categorization theory, fault line theory, and generational theory, to elucidate what each level of influence contributes to a fulsome understanding of generation as a complex phenomenon. This approach to generational identity in the workplace highlights the influences that serve as pre-conditions for generational conflict in organizations.     

Hard stories in the workplace

Relationships between family caregivers and professional health care providers typically begin during an intensely painful and stressful time. This article examines the literature on professional attitude and response to suffering with particular emphasis on how exposure to hard stories affects the development and quality of alliances with family caregivers. First person accounts from a qualitative, phenomenological study conducted with mothers of children with acquired physical disabilities are used to illustrate the perspectives of caregivers and the qualities they identify as contributing to competent, meaningful, and mutual relationships that allow for bearing witness to hard stories.     

A gender-based incidence study of workplace violence in psychiatric and forensic settings

Limited data exist analyzing the role of gender in workplace violence in health care settings. This study examined whether different types of threatening incidents with patients (physical, verbal, sexual, or posturing) were salient to male versus female staff across psychiatric settings (inpatient forensic, inpatient acute/chronic psychiatric, and outpatient psychiatric). Results indicated that although women disproportionately experienced sexualized threats, they were not more likely to report such incidents as salient and threatening. The study also assessed the extent to which situational variables contributed to staff's feelings of threat. Results showed that rapport with the patient, quality of relationships with coworkers, and presence of coworkers in the area were not significantly related to how threatened staff felt in a recent threatening incident. Findings are discussed within the context of staff training and organizational benefits.     

Partnering for workplace health and safety

Worker involvement in decision-making about the workplace can improve safety, health, productivity and the quality of organizational outputs. Australian work health and safety (WHS) legislation mandates worker involvement and gives elected Health and Safety Representatives (HSRs) specific powers, but there has been limited research about the impact of that regulatory framework on the nature, quality and outcomes of worker involvement. As part of a wider review of worker representation in WHS, we investigated the role and impact (positive and negative) of elected HSRs on WHS] in South Australia using a newly-constructed survey instrument. This paper reports on the development of the instrument and the initial findings of the research. The initial survey dimensions and items were developed from earlier research on consultation in South Australia and were refined and validated through this research. The survey has 9 constructs and 61 items and has both face validity and high internal consistency. This research is a step forward for researchers and policy makers seeking a means of determining the effectiveness of worker participation in WHS. It provides an instrument, pilot baseline data and a method that could be used internationally to enable this assessment.     

Why mentoring in the workplace works

Workplaces are ideal contexts for mentoring relationships between adults and older youth. To teach the competencies required in contemporary workplaces (many of which are equally useful in other settings), mentors need to use sophisticated teaching behaviors, which the authors characterize as reflective questioning and problem solving.