A process evaluation of individual and organizational occupational stress and health interventions

There is reason to believe that many health and stress interventions fail due to inattention to the effects of intervention implementation processes, but evaluations of these processes are found only rarely in the literature. The objective of the present study was to explore the issue of obstacles to implementation that may occur when stress and health interventions are introduced in work organizations. The study was conducted as a process evaluation of seven different individual and organizational interventions. Interviews were conducted in 22 post offices, 12 organizational units (such as care homes and local administrative units) of a Norwegian municipality, and in 10 shops in a shopping mall. The interviews took place before and after the interventions. The following key process factors were identified: (1) the ability to learn from failure and to motivate participants; (2) multi-level participation and negotiation, and differences in organizational perception; (3) insight into tacit and informal organizational behaviour; (4) clarification of roles and responsibilities, especially the role of middle management; and (5) competing projects and reorganization. For improved studies of interventions in the future we recommend that qualitative and quantitative methods be combined, that researchers build more on natural interventions that occur naturally within the organization, and that a pilot study be undertaken in order to investigate the cultural maturity of the organization.     

Does Infant Cognition Research Undermine Sociological Theory? A Critique of Bergesen's Attack on Durkheim

This article discusses how the results of infant research challenge the assumptions of the classical sciences of social behaviour. According to A.J. Bergesen, the findings of infant research invalidate Durkheim's theory of mental categories, thus requiring a re‐theorizing of sociology. This article argues that Bergesen's reading of Emile Durkheim is incorrect, and his review of the infant research in fact invalidates his argument. Reviewing the assumptions of sociology in the light of the findings of infant research, it is argued that the real challenge is to formulate a research strategy that combines the findings of the two sciences.     

Forced Displacement,Migration, and Fertility in Burundi

The civil war in Burundi (1993–2005) led to the forced displacement of a large part of the population. This study aims to explore how that displacement affected fertility behavior. Using a nationally representative, retrospective survey on birth and residential histories of 4,523 Burundian women, we examine the impact of conflict-induced displacement on fertility. These unique data enable us to distinguish between remaining-in-place, voluntary migration, and forced displacement, as well as to distinguish between periods spent “on the move” versus periods spent in residence in the new site. Adopting a semiparametric regression model, we analyze both the probability of the first pregnancy and the subsequent spacing of higher order pregnancies. We find that the risk of a first pregnancy was higher in the year in which a woman was forcibly displaced and lower in the year a woman migrated voluntarily. Residency in a new site increased the risk of pregnancy for both.     

Rationing in the presence of baselines

We analyze a general model of rationing in which agents have baselines, in addition to claims against the (insufficient) endowment of the good to be allocated. Many real-life problems fit this general model (e.g., bankruptcy with prioritized claims, resource allocation in the public health care sector, water distribution in drought periods). We introduce (and characterize) a natural class of allocation methods for this model. Any method within the class is associated with a rule in the standard rationing model, and we show that if the latter obeys some focal properties, the former obeys them too.     

Developing criteria for healthy organizational change

Abstract

The objective of this study was to identify criteria for healthy change in organizations and to develop practical guidelines for intended change. We aimed to explore how change processes at the shop floor level can be better informed by consultants and labour inspectors. A total of 180 interviews were conducted with managers and employees in 90 units of public and private organizations in Norway. The interviews were analysed through four steps representing an expansion of grounded theory, and converted to qualitative analysis using QSR and N6 software. We found that organizational change processes were better managed by more attention to awareness of the local norms and diversity among employees in the perception and reactions to change efforts. An inspector or consultant should be aware of these phenomena in any change effort and tell the organization how to deal with them. The other three factors identified were early role clarification, manager availability, and using constructive conflicts to deal with change. They are all important coping mechanisms at the organizational level that will bring change processes onto a more optimal track if correctly managed. A healthy process empowers individuals instead of making them insecure and defensive in times of change. This will help them restore perceived control and promote job security, which benefits both them and the organization.     

The effects of new dimensions of psychological job demands and job control on active learning and occupational health

Abstract

Recent changes in job content may have led to changes in job demands and control, and earlier operationalizations of the demand concept may be too general (MT). The aim of this paper is to show how new dimensions of psychological job demands are related to two sets of outcome variables, employee health and active learning, and how these relationships are modified or interact with social support and types of job control. The study was carried out as a survey among employees of 13 electric companies in Norway, N=2435. Lisrel was used to assess the fit of the proposed models. Compared to the traditional demands control model, an extended version used in this study increased the explained variance on an average by 4% on various occupational health variables. It was found that various dimensions of demands were differentially related to the outcome variables. Skill discretion uniformly reduced the effect of the demands: for groups low in skill discretion there was a stronger relationship between demands and outcomes than for groups high in skill discretion. The interaction pattern for the remaining control and support variables was however more complicated and warrants further study. The practical implications are that employers should carefully consider the quality of work. Special attention should be given to the quantitative demands of the jobs, since there seems to be few moderators for the relationship between those demands and job stress and subjective health complaints.     

Collaborations between young people living with bodily impairments and their multiprofessional teams: The relational dynamics of participation and power

This paper explores how more or less relationally oriented forms of professional practices could be expressed in collaborations between young people living with bodily impairments and their multiprofessional teams. The analysis was based on life-mode interviews with young people (16–20 years), individual and focus group interviews with the professionals and participant observation in team meetings. Drawing on sociocultural perspectives on participation and the workings of power, different discourses, subject positions and participatory strategies were recognised and related to the participation of the young people. Finally, the relevance of the findings for practice is reflected on in a participation rights perspective.