Leading well: Challenges to researching leadership in occupational health psychology – and some ways forward

ABSTRACT

Studies on the effects of leadership in occupational health psychology build on the assumption that leaders influence their followers’ health and well-being. Although this assumption has received support, this introductory paper to a special issue of Work & Stress on leadership argues that a number of questions regarding leadership and follower health and well-being remain unanswered. We identify four issues that we argue warrant further attention. First, what is “good” leadership? Particular leadership types are associated with increases in employee performance, but since this will involve higher effort expenditure, adverse outcomes for employee health are to be expected. Although many types of leadership are associated with favourable outcomes, we still need to identify the leadership characteristics can be identified that account for these positive outcomes. Second, how can good leadership be promoted? There is a need to develop interventions that are effective in promoting desirable leadership styles. Third, what are the inter-mediate and long-term effects of leadership on follower health? Finally, we need to understand the boundary conditions for good leadership, including the resources available to leaders. Based on these considerations, we conclude that further research is needed to fully understand the effects of leadership on employee health and well-being.     

Managing an Aging Workforce and a Tight Labor Market: Views Held by Dutch Employers

Population Research and Policy Review -     

Challenges and boundaries in implementing social return on investment: An inquiry into its situational appropriateness

Nonprofit organizations (NPOs) and social enterprises are increasingly under pressure to justify their use of resources and report their impact on society. Frameworks that monetize social value such as social return on investment (SROI) have emerged as a response. The existing literature highlights many benefits and technical challenges of SROI, but largely ignores strategic and organizational learning aspects. This paper explores the use of SROI in an NPO conducting cultural heritage preservation. By analyzing the challenges managers face in agreeing on a reliable (“correct”) computation of SROI and in assessing the validity and relevance (“appropriateness”) of SROI, we seek to understand the challenges and boundaries of SROI. Challenges with a reliable computation of SROI are identifying stakeholders, the choice of proxies, the time horizons, and deadweight factors. Challenges with an appropriate SROI calculation are comparability, subjectivity, legitimacy, and resource utility. We argue that SROI calculations might not be reliable or appropriate in organizations with fuzzy purposes, broad value creation goals, broad target groups, very individual or subjective proxies, strongly lagged outcomes, complex or unobservable causality, and with lack of legitimacy among stakeholders. Organizations should not trustingly adopt SROI without being aware of these limitations.     

Impact of the psychosocial work environment on registered absence from work: A two-year longitudinal study using the IPAW cohort

During the Intervention Project on Absence and Well-being (IPAW), a 5-year project conducted in Denmark, we investigated psychosocial work environment factors as independent predictors of the number of absence days per year. The present two-year longitudinal study used the IPAW cohort, but was not intended to study intervention effects, which will be reported later. Data were derived from baseline questionnaires and employers' registers of absence for 1919 participants (1305 women, 614 men, mainly in low-skilled jobs) in different occupations from 52 workplaces. These workplaces included municipal care, municipal technical services and a large pharmaceutical company. Analyses were performed by Poisson regression accounting for over-dispersion. After controlling for age, family type, health behaviours and physical work environment variables, we found that high levels of decision authority predicted low absence rates in both women and men. We tested two new psychosocial constructs developed for this study: Predictability (relating to being informed on future events at work) and Meaning of Work (relating to how meaningful and useful the work is perceived to be). Higher Predictability was a significant predictor of lower absence rates in men. This study adds to the body of evidence that the psychosocial working environment influences absence and should therefore be considered to be an important target for intervention.     

Workers’ Perception of Chemical Risks: A Focus Group Study

Workers’ perceptions with respect to health and safety at work are rarely taken into account when considering the development of prevention programs. The aim of this study was to explore workers’ perceptions of chemical risks at the workplace, in order to investigate the prerequisites for a workplace health program. A qualitative study was conducted involving seven focus groups of 5–10 participants (blue‐collar workers) each. All groups were homogeneous in terms of sex, work status, language, and company membership. Results showed that several factors have an important influence on workers’ perception of chemical risks. Workers assess risks by means of both sensory and empirical diagnosis and are concerned about the long‐term health consequences. They perceive the threat of chemical risks as high. Despite this, they are resigned to accepting the risks. Existing formal sources of information are rarely consulted because they are judged to be difficult to understand and not user friendly. Instead, workers tend to obtain information from informal sources. Communication problems with and lack of trust in prevention advisers and hierarchy are frequently mentioned. Workers feel that their specific knowledge of their working conditions and their proposals for practical, cost‐effective solutions to improve health and safety at the workplace are insufficiently taken into account. The use of focus groups yielded a useful insight into workers’ perceptions of chemical risks. Our findings suggest that training programs for prevention advisers should include topics such as understanding of workers’ perceptions, usefulness of a participatory approach, and communication and education skills.     

Emotional labor in social workers' practice

The meeting between service users and social workers is emotional, since it is centered on significant challenges and changes in the service users' lives. Emotions are thus always at play in social work, but are managed in various ways by the professional. In an explorative qualitative case study at two Danish social services departments, we identified three types of emotional labor: (1) when the social worker shuts off emotions both during and after the meeting; (2) when the social worker defers emotions and processes them at a later time; and (3) when emotions dominate, and a case gets ‘under the skin’ of the social worker. Emotional labor can have both positive and negative effect on the work, and knowledge about different kinds of emotional labor can aid professional discussion about emotions at the work place as well as the psychosocial working environment for the social workers, factors which help improve practice. The study showed that emotional labor is a multidimensional concept, hence it is not just managed in different ways by social workers; it is always related to the specific emotion culture and the community of practice at the work place.     

Evaluating a Web-Based Cognitive-Behavioral Therapy for Maladaptive Perfectionism in University Students

Abstract

Objective: This study assessed a Web-based cognitive-behavioral therapy (CBT) for maladaptive perfectionism, investigating perfectionism, anxiety, depression, negative automatic thoughts, and perceived stress. Participants: Participants were undergraduate students defined as maladaptive perfectionists through a screening questionnaire at an urban university. The data were collected from July 2009 to August 2010. Methods: Forty-seven maladaptive perfectionists were randomly assigned to a 12-week CBT or a wait-list control group and assessed via questionnaires at pre- and postintervention. Statistical procedures included t tests, Pearson correlations, and analysis of covariance. Results: At the postintervention measure, the CBT group demonstrated significant decreases in anxiety sensitivity and negative automatic thoughts compared to the control group. Within the CBT group, changes in perfectionism scores were significantly correlated with positive changes in depression, anxiety, stress, and automatic thoughts. Conclusions: The treatment group improved on psychological outcomes, demonstrating the effectiveness of a Web-based CBT for perfectionism in a university setting.