957 research outputs found

    Understanding Teachers\u27 Perceptions of Bullying for Developing Teacher Detection and Intervention

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    Bullying behaviors can have lasting adverse consequences for teachers, victims, offenders, and bystanders. Teachers are often not prepared with the knowledge required for appropriate interventions. The purpose of this study was to understand teachers\u27 perceptions of bullying in one of the largest urban school districts in the United States. Guided by Bronfenbrenner\u27s ecological systems theory, which holds that individuals impact and should be impacted by various environmental systems around them, the study was focused on teachers\u27 understanding of detection and intervention of bullying in the school setting. A qualitative single case study design was used. Fifteen urban, middle school teachers who reported having experience with bullying behaviors were recruited using purposive sampling. Data were collected through 60-minute, individual, semistructured interviews and a review of documents pertaining to bullying. Data were analyzed employing Braun\u27s and Clarke\u27s thematic analysis. All data were examined for patterns or commonalities across the various sources for emergent themes. The themes that emerged are signs of bullying, difficulty in identifying bullying, confidence in identifying bullying, initial steps to intervene, confidence in intervening, school policies and initiatives, perceptions of regulations and initiatives, and need for education and training. Teachers\u27 perceptions may reflect an understanding of school bullying that involves a range of factors, including individual, school, community, and familial elements. Results of this study may support social change by serving as a basis for professional development for preparing teachers to recognize and intervene in school bullying, thereby allowing students to learn in nonthreatening school environments

    Personalised app-based relapse prevention of depressive and anxiety disorders in remitted adolescents and young adults:a protocol of the StayFine RCT

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    INTRODUCTION: Youth in remission of depression or anxiety have high risks of relapse. Relapse prevention interventions may prevent chronicity. Aim of the study is therefore to (1) examine efficacy of the personalised StayFine app for remitted youth and (2) identify high-risk groups for relapse and resilience. METHOD AND ANALYSIS: In this Dutch single-blind parallel-group randomised controlled trial, efficacy of app-based monitoring combined with guided app-based personalised StayFine intervention modules is assessed compared with monitoring only. In both conditions, care as usual is allowed. StayFine modules plus monitoring is hypothesised to be superior to monitoring only in preventing relapse over 36 months. Participants (N=254) are 13–21 years and in remission of depression or anxiety for >2 months. Randomisation (1:1) is stratified by previous treatment (no treatment vs treatment) and previous episodes (1, 2 or >3 episodes). Assessments include diagnostic interviews, online questionnaires and monitoring (ecological momentary assessment with optional wearable) after 0, 4, 12, 24 and 36 months. The StayFine modules are guided by certified experts by experience and based on preventive cognitive therapy and ingredients of cognitive behavioural therapy. Personalisation is based on shared decision-making informed by baseline assessments and individual symptom networks. Time to relapse (primary outcome) is assessed by the Kiddie Schedule for Affective Disorders and Schizophrenia-lifetime version diagnostic interview. Intention-to-treat survival analyses will be used to examine the data. Secondary outcomes are symptoms of depression and anxiety, number and duration of relapses, global functioning, and quality of life. Mediators and moderators will be explored. Exploratory endpoints are monitoring and wearable outcomes. ETHICS, FUNDING AND DISSEMINATION: The study was approved by METC Utrecht and is funded by the Netherlands Organisation for Health Research and Development (636310007). Results will be submitted to peer-reviewed scientific journals and presented at (inter)national conferences. TRIAL REGISTRATION NUMBER: NCT05551468; NL8237

    Effective Leadership Strategies, Employee Performance, and Organizational Sustainability in the Boxing Industry

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    Ineffective leadership impedes employee performance and threatens organizational sustainability, causing U.S. businesses to spend billions of dollars addressing such issues. Correspondingly, boxing promotion companies are challenged as some leaders lack strategies to improve employee performance. This single case study was focused on leadership strategies utilized in the boxing promotion industry to improve employee performance. Transformational and charismatic leadership theories were the conceptual framework for this study. The data consisted of semistructured interviews with 8 participants from 1 organization (4 leaders and 4 subordinates), as well as document review of company training materials. The 6-step model for thematic analysis coding procedure was used for data analysis. Five themes/strategies emerged: leading by example, inspiring/fostering teamwork, honest communication, people-driven actions, innovative/adaptive organizational change, and providing rewards were each associated with effective transactional leadership for increasing performance and sustainability. The consensus among participants was that effective leadership is a significant factor in improving employee performance, maintaining constructive leader-subordinate relationships, and increasing organizational sustainability. The social change implications include community economic enhancement. When organizational performance, as well as local economies and communities have the potential to thrive, local spending and use of community resources may also increase to stimulate local economies

    Strategies to Reduce Effects of Organizational Stress in Health Care Workplaces

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    Workplace stress has become a frequent occurrence in the race for competitive business advantage. This stress leads to negative physiological consequences in the workplace, causing productivity and profitability to suffer. The purpose of this single case study was to explore the stress management strategies that some health care business leaders used to reduce the effects of work-related stress on their employees to improve productivity. The interview process included 3 managers employed at a health care institution in Houston, Texas, with records of implementing successful strategies for mitigating the effects of workplace stress. The conceptual framework was job demands-resources model, pertinent to the research question to shape this study. Data collection occurred through: (a) face-to-face semistructured interviews, (b) document reviews including the policy and procedure manual, employee annual evaluations, returned satisfaction surveys; and (c) direct observations, using observational protocol. Using the exploratory standard data analysis process, coded input of interview transcripts produced emergent themes to reduce workplace stress including: (a) adequate work resources, (b) work-life balance, and (c) sound management responsibilities. Findings from this study indicate that business managers using these themes could mitigate some of the negative consequences of organizational stress. The data from this study may contribute to social change through conveying to healthcare functionaries anti-stress strategies, increasing community awareness, and making members of the communities healthier

    Engagement Strategies for Catalyzing IT Sales Team Performance in Asia

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    Sales leaders who can foster sales team engagement drive an organization\u27s sales performance. Some information technology sales leaders lack team engagement strategies that support revenue results above market growth rates. The purpose of this qualitative, single-case study was to explore the team engagement strategies of 6 sales leaders, in various offices in the Asia-Pacific region of a single, public information technology company, who demonstrated the ability to support year-on-year revenue results above market growth rates. Participants demonstrated the ability to foster team engagement and consistently deliver year-on-year revenue results above market growth rates. The conceptual framework for this study was self-determination theory, a macro theory of motivation. Data collection included semistructured interviews with the sales leaders and a review of company documents, including sales plans, sales results by country, and training and recognition programs. Data analysis included keyword coding, category development, and theme identification. Three themes emerged: using extrinsic motivators, activating intrinsic motivators, and catalyzing team engagement. Extrinsic motivators included both tangible and intangible rewards. Intrinsic motivators included encouraging sales team autonomy, developing sales team competence, and fostering sales team relatedness. Implications for positive social change include providing organizations with engagement strategies that sales leaders could use to offer better employee work-life experiences. When sales leaders improve sales team engagement, team members experience psychological benefits, which may enhance the quality of their personal lives as well as the quality of life for members of their families and communities

    Pre-Post, Mixed Methods Feasibility Study of the WorkingWell Mobile Support Tool for Individuals with Serious Mental Illness in the United States

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    Successful competitive employment has been found to be related to enhanced self-esteem, higher quality of life and reduced mental health service use for individuals living with serious mental illnesses (SMIs) including schizophrenia, bipolar disorder and major depression. The effectiveness of the individual placement and support model has been demonstrated in multiple randomised controlled trials in many countries. The management of stress, depression and anxiety in the workplace may be effectively enhanced through digital mental health interventions. The WorkingWell mobile support tool (‘app’) is specifically designed to meet the need for illness management support for individuals with SMI in the workplace, as an adjunct to professional treatment

    Strategies to Reduce Employee Turnover

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    Businesses that fail to retain knowledgeable employees risk remaining competitive in the marketplace. Approximately 25 million people quit their jobs in 2016, overall. This single case study explored strategies business managers use to reduce employee turnover. The population for this study was 5 business managers from a business and technical personnel support organization in the information and solutions industry in the state of New Jersey who had experience with strategies to improve employee retention. The conceptual framework used in this study was systems theory. Data were collected from company archival documents and semistructured face-to-face interviews with 5 business managers. Moustakas\u27 modified van Kaam method was used for data analysis. Member checking helped to ensure credibility and trustworthiness in the interpretation of interviewee responses. Three major themes emerged: workplace environment, safety, and training. Strategies ascertained in this study may be helpful for business managers who develop ways to reduce employee turnover. The implications for positive social change include retaining valuable employees in critical positions, reducing unemployment rates and unemployment compensation, and the potential to disencumber funds to support additional social services

    Midlevel Manager Strategies to Improve Employee Engagement in Small Businesses

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    The ability to improve employee engagement in small businesses is critical, not only to workers but also to midlevel managers who want to retain productive employees in the workplace. Supervisors who lack efficient managerial practices also risk decreases in productivity, profitability, and sustainability. The conceptual framework for this qualitative, exploratory single-case study was Kahn\u27s theory of personal engagement and disengagement. The population consisted of 2 midlevel managers from a single, small, franchise company in metropolitan Alabama, both of whom used engagement practices, and managed at least 5 subordinates in the company. Data collected, analyzed, and triangulated were from semistructured interviews, direct observations, and a review of company documents. Coded interview responses aligned with the research question, conceptual framework, and emergent themes resulted in identifying successful engagement strategies that midlevel leaders to use. Two critical themes that emerged were management and communication. Supportive management behaviors and leader-member exchange yielded positive employee engagement and increased job performance and productivity. These results could be used to help midlevel managers develop strategies that improve employee enagagement and job performance. Social change implications included leaders developing new strategies that encourage positive relationships among top-level and midlevel leaders, lower level employees, and customers

    Developing Generation Z Fast Food Service Industry Leaders Through Training

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    The labor force consists of 4 generations including Generation Z with an estimated 25 million Baby Boomers leaving the workforce between the year 2010 and 2020. Franchise fast food service managers desire competent leadership in the workplace inclusive of Generation Z. Yet, many franchise fast food service managers do not have training programs to develop Generation Z\u27s leadership behaviors. Based on Vroom\u27s expectancy theory and Blau\u27s social theory, the purpose of this single-case study was to explore the training programs franchise fast food service managers could implement to develop Generation Z\u27s leadership behaviors. Data collection consisted of direct observation and semistructured interviews of 5 purposely selected franchise fast food service managers at a franchise fast food organization in the southern region of Georgia. Data analysis included coding the transcribed interviews to identify relevant themes, and member checking to strengthen the reliability and validity of the interpretations of participants\u27 responses. The 6 main themes revealed were leadership training, leadership skills, leadership behaviors, training barriers, human capital development, and on-the-job training, which affects employees\u27 performance and organizational effectiveness. Business leaders in organizations may use the findings of this study to develop effective training programs for evolving Generation Z\u27s leadership skills, which could improve the U.S. food service industry turnover rates. Social change implications include the importance of the need for succession planning strategies to promote growth and sustainability within the fast food service industry
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