The impact of restructuring on employee well-being: a systematic review of longitudinal studies

This is a review of published longitudinal empirical research on the impact of restructuring on employee well-being. We investigated whether restructuring accompanied by staff reductions impacts differently on worker well-being than restructuring without staff reductions, and the differences between short- and long-term effects of restructuring. Furthermore, we investigated the mechanisms that explain these effects. We conducted a literature search on longitudinal, peer-reviewed, English-written studies from the period 2000–2012. Thirty-nine papers fulfilled the inclusion criteria. We found that restructuring events, with and without staff reductions, mainly have a negative impact on the well-being of employees. The majority of studies showed negative changes over time, in the short and the long term. Some groups of workers reacted less negatively: for example, workers with a high organizational status before a merger and workers who underwent a change in workgroup. Variables that intervened in the relationship between restructuring and well-being were physical demands, job control, communication, provision of information, training, procedural justice, job insecurity and change acceptance. Further high-quality longitudinal research is needed to get more insight into the impact of restructuring over time and into the part played by intervening variables.     

Relative effectiveness of mindfulness and cognitive behavioral interventions for anxiety disorders: Meta-analytic review

ABSTRACT

Increasingly popular mindfulness intervention innovations seem demonstrably effective in alleviating anxiety among people with anxiety disorders. However, the basis of such primary and synthetic evidence has, for the most part, been comparisons with non-active comparison conditions such as waiting lists. The longest-standing and strongest evidence-informed practices in this field have been cognitive behavioral interventions (CBI). This meta-analysis synthesized evidence from nine randomized trials of the relative effectiveness of mindfulness interventions compared to CBIs (i.e., active control groups) in treating anxiety disorders. The sample-weighted synthesis found no statistically or practically significant differences between the two groups on anxiety alleviation: Cohen’s d = - 0.02 (95% confidence interval = - 0.16, 0.12). Both groups enjoyed large clinical benefits. However, because mindfulness methods may require less professional training and take less time for both workers and clients to master, they are probably less expensive to provide. As they are probably less expensive, but equally effective, it seems that, in a cost-beneficial sense, mindfulness interventions may be more practically effective. These review-generated meta-analytic findings and inferences may be best thought of as developed hypotheses for future research testing. These and other future research needs are discussed.     

Debating Temporary Uses for Vacant Urban Sites: Insights for Practice from a Stakeholder Workshop

Temporary land uses have become the focus of much debate within academic and policy circles in recent years. Although the international literature contains numerous case studies of temporary interventions, little attention has been paid to the dynamics of the interactions among different stakeholders. This paper reports on a stakeholder workshop that used a participatory research approach to collectively define the issues facing those interested in the potential of vacant urban sites. The paper outlines the goals, design and evaluation of the workshop and concludes with a discussion of suggested lessons for practice that emerged from the workshop sessions.     

SERVING FAMILIES OF THE INSTITUTIONALIZED AGED

No abstract available for this article.     

The changing Japanese human resource development system

This paper describes dynamic changes in the Japanese HRD system. The focus of discussion is on two HRD models, current and emerging, which are used to examine linkages to human resource management and the work system in Japan. Implications relative to new HRD roles and possible interventions in the new model are also provided.     

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.     

Learning strategies of workers in the knowledge-creating company

This study presents a critical examination of Nonaka and Takeuchi's theory about knowledge-creating companies (1995), taken as one example of contemporary management theories concerning innovation and learning. Two main questions are investigated. First, how is the learning of workers organized in the knowledge creation theory? Second, how is their learning related to the work they perform? Answers to these questions are sought from case-study research into work-related learning projects (Poell 1998) and from theoretical notions about learning networks in various work types (Van der Krogt 1998). Our first conclusion is that Nonaka and Takeuchi seem to assume that workers will learn only within the boundaries set by management. They do not, however, take into account that workers organize a great deal of learning themselves, frequently irrespective of management expectations. Second, Nonaka and Takeuchi expect workers to learn according to rigid bureaucratic principles in a work context emphasizing innovation. The theory of knowledge creation does not show how these contrary principles might be successfully integrated.     

Emotional well-being and mental health of looked after children in England

The national prevalence studies of the mental health of looked after children in Great Britain provide sobering reading. Forty-five per cent of looked after children in England were found to have a diagnosable mental health disorder. In contrast, this is to one in 10 in the general population. Carers estimated that mental health problems were even more widespread. Children with mental health disorders were also more likely to have education, health and social issues. This paper discusses the findings and argues for early intervention along with inter-departmental and interdisciplinary approaches. The recent Child and Adolescent Mental Health Services Review clearly indicates that issues of access to appropriate and timely Child and Adolescent Mental Health Services remain. However, the introduction of evidence-based approaches is encouraging. Young people's views on the services they want and on what is important for emotional well-being and mental health are important considerations.     

An Analysis of Supervisor Support of Policies on Workplace Flexibility

ABSTRACT

Workplace flexibility policies provide workers with an opportunity to attain a healthy work–life balance. This study utilized a secondary data set of 658 supervisors from a study that was commissioned by the work–life office of a major university in the Southern United States to get a better understanding of the implementation of flexibility policies at this university. The purpose of examining this secondary data set was to determine whether supervisors who have caregiving responsibilities are more likely to be supportive of workplace flexibility policies than those with no caregiving responsibilities. The findings indicate that supervisors who have caregiving responsibilities are no more likely to be supportive of workplace flexibility than those with no caregiving responsibilities. This finding is important to those who have a vested interest in understanding factors that may promote or undermine workplace policies that have direct impact on workers and their families. Future research and recommendations for practice are made.     

The Structure and Functions of Employee Assistance Programs in Higher Education

Abstract

Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee. Research has shown that there are a number of factors that contribute to workplace stress. These factors include a toxic work environment, negative workload, isolation, types of hours worked, role conflict, role ambiguity, lack of autonomy, career development barriers, difficult relationships with administrators and/ or coworkers, managerial bullying, harassment, and organizational climate. Should the stressors continue, the employee is at significant risk of developing physiological and psychological disorders that can lead to increased absenteeism, organizational dysfunction, and decreased work productivity. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress.