Optimising workplace interventions for health and wellbeing: a commentary on the limitations of the public health perspective within the workplace health arena [forthcoming]

Purpose: This paper discusses contemporary approaches to workplace health and well-being, articulating key differences in the intervention architecture between public and workplace health contexts and implications for intervention design. Approach: Contemporary practice is discussed in light of calls for a paradigm shift in occupational health from a treatment orientation to an holistic approach focused on mitigation of the causes of ill health and the promotion of well-being. In practice, relatively few organizations have or seem able to engage with a broader perspective that encompasses challenges to health and well-being associated with contextual organizational drivers, e.g. job design/role, workload, systems of reward, leadership style and the underpinning climate. Drawing upon insights from public health and the workplace safety tradition, the scope for broadening the perspective on intervention (in terms of vectors of harm addressed, theory of change and intervention logic) is discussed. Findings: There are important differences in scope and options for intervention between public health and workplace health contexts. While there is scope to emulate public health practice, this should not constrain thinking over intervention opinions. Increased awareness of these key differences within work organizations, and an evidence-based epidemiological approach to learning has the potential to strengthen and broaden the approach to workplace health and well-being management. Originality/Value: We argue that approaches to workplace well-being interventions that selectively cross-fertilise and adapt elements of public health interventions offer promise for realising a broader change agenda and for building inherently healthy workplaces

Contextualising over-engagement in work: towards a more global understanding of workaholism as an addiction

Purpose: Despite increasing empirical research into workaholism, no single definition or conceptualisation has emerged, and current understandings of workaholism are arguably problematic. The primary purpose of this paper is to clarify some of these issues, by defining and contextualising over-engagement in work that leads to severe negative consequences (i.e., workaholism) as a genuine behavioural addiction. Approach: By conceptualising work behaviours as manifestations of behavioural engagement and placing them on a continuum from withdrawal/under-engagement (e.g., persistent absenteeism) to over-engagement (e.g., work conflicting with all other activity), this paper argues that workaholism is an extreme negative aspect of behavioural engagement. It then examines the extent to which workaholism can be viewed as a genuine addiction by using criteria applied to other more traditional behavioural addictions (e.g., gambling addiction, exercise addiction), before briefly outlining an approach towards a more global understanding of workaholism. Findings: The framework presented here helps to contextualise over-engagement to work as a genuine addiction. It presents more comprehensive understanding of workaholism that takes into account the individual factors of the employee, situational factors of the working environment, and structural factors of the work activity itself. It provides theoretically derived links between workaholism and other work behaviours that can be empirically demonstrated. Practical implications: Viewing workaholism as an addiction that comprises extreme and prolonged behavioural over-engagement can be invaluable for promoting healthy work engagement. A clearer understanding of the underpinnings of workaholism can allow for a better assessment and management by practitioners. Originality/value: This paper is one the first to contextualise workaholism in relation to other work behaviours, conceptualise it as a genuine behavioural addiction, and to apply clinical criteria for addiction to under- stand workaholism as prolonged and extreme behavioural engagement

Workplace design

Purpose: Although both the job and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. We present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach: The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4287 individuals and 212 workplaces and integrated regulation as the criterion outcome. Findings: Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Research/Practical implications: The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research should focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value: This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. The questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces

Being kind to ourselves:self-compassion, coping and consumption

Most consumer research on coping builds from the notion of pursuing self-esteem. However recent psychological research emphasizes the pursuit of self-compassion as a healthier goal versus the pursuit of self-esteem within coping strategies. Only a minority of consumer research studies discuss self-compassion in relation to coping. Yet, these more recent consumer studies firstly, do not explore the different coping strategies linked to self-compassion even though psychological research suggests that self-compassion involves different components. Secondly, these recent consumer studies do not explore the role of socio-temporal comparisons in self-compassionate coping even though psychological research relates socio-temporal comparisons to self-compassion. This phenomenological study of downwardly mobile consumers identifies different coping strategies that reflect a pursuit of self-compassion and highlights how coping strategies, with a focus on self-compassion, relate to socio-temporal comparisons. The study contrasts and maps consumers’ coping strategies in their pursuit of self-esteem and self-compassion. The study contributes to understanding of consumer coping

Dealing with economic and demographic challenges: workplace innovation practices as a timely and effective response to older workers' needs

There is substantial evidence that workplace practices can support employee health and well-being. In the present paper we focus on and explore the role of workplace innovation (WI) practices for older workers’ health and well-being. We start by arguing for a more comprehensive and less fragmented approach to workplace practices and for practices that can create the conditions to support both quality of working life and organisational performance. We then suggest that WI practices offer such an approach and present evidence that links the effects of four types of WI practices (work organisation, structure and systems, learning and reflection, and workplace partnership) to a range of health and well-being outcomes (health, well-being, work engagement, performance, and decisions to delay retirement). Even though no direct empirical evidence currently exists that links WI practices to the health and well-being of older workers, the available research gives rise to a number of propositions for research and practice. These propositions can contribute to the development of a fruitful line of research on the impact of WI on older workers’ health and well-being

Comparative study of heat release of various cement base materials during their setting

An ideal cement base material in order to protect the pulpal tissue from several external irritations (microbial, mechanical, thermal, galvanic and osmotic irritations) must present the following requirements: to attach or bond to the residual dentin, to be biocompatible, to present suitable physicomechanical, antimicrobial and optical properties, to be color stable, easy to use and rapid to set. Thermal phenomena developed during the mixing and setting are a factor influencing the biocompatibility properties of these materials. Cement base materials are used under various types of filling materials (amalgams, composite resins, gold and porcelain inlays) and are placed in contact with the dentin that contains exposed dentinal tubules. The purpose of this study was to investigate the possible exothermic reaction of these materials and to measure the developing temperatures for a time period from their mixing up to the completion of their setting. We studied the following types of cement base materials: a) Zinc oxide eugenol cement, b) Zinc phosphate cement, c) Zinc polycarboxylate cement and d) Glass ionomer cement both light and self curied. From the obtained results we observed that ZOE cements developed the lowest temperatures ranging from 32.8°C to 37°C, while Zinc phosphate cements developed the highest temperatures ranging from 44.4°C to 52°C. The other two types of materials Zinc polycarboxylate and Glass ionomer cements developed biocompatible temperatures ranging from 38°C to 40.8°C, which usually do not cause deteriorations and harms to the pulp.We concluded that the ZOE cements presented the best thermal behaviour followed by Zinc polycarboxylate and Glass ionomer cements. Hence, these materials can be safely used without causing any pulpal response.Un cément de fond idéal en vue de protéger le tissu pulpaire de diverses irritations externes (irritations microbiennes, mécaniques, thermiques, galvaniques et osmotiques) doit présenter les propriétés suivantes: pouvoir s’attacher ou se lier à la dentine résiduelle, être biocompatible, présenter des propriétés physicomécaniques, antimicrobiennes et optiques, de conserver une teinte stable, d’être d’utilisation facile et mise en place rapide. Le phénomène thermique qui se déroule au cours du mélange et de la mise en place est un facteur qui influence les propriétés de biocompatibilité de ces matériaux.Les céments de fond sont utilisés sous différents types de matériaux de comblement (amalgame, résines composites, inlays en or et en porcelaine) et sont placés en contact avec de la dentine et des tubuli dentinaires ouverts.Le but de cette étude a été d’investiguer la réaction exothermique possible de ces matériaux et de mesurer les températures développées pour la période de temps allant de leur mélange à la fin de leur mise en place.Nous avons étudié les céments de fond suivants: Oxyde de Zinc Eugénol (OZE), le Phosphate de Zinc, le Polycarboxylate de Zinc et l’Ionomère de Verre. Les résultats obtenus nous ont permis de constater que OZE développent les températures les moins élevées entre 32.8° à 37°C, tandis que le phosphate de Zinc développe les températures les plus élevées entre 44.4° à 52°C. Les deux autres types de céments, le Polycarboxylate de Zinc et l’Ionomère de Verre développent des températures biocompatibles entre 38° et 40.8°C, qui habituellement ne provoquent pas de détériorations ou dommages à la pulpe.Nous concluons que les céments OZE présentent le meilleur comportement thermique suivis par le Polycarboxylate de Zinc et l’Ionomère de Verre. Par conséquent, ces matériaux peuvent être utilisés en toute sécurité en n’étant responsables d’aucune réponse pulpaire

The role of work and organizational psychology for workplace innovation: fortifying practice

This paper is premised on the observation that the potential of work and organizational (WO) psychologists to successfully implement workplace innovation (WPI) practices and, in turn, improve the quality of work and organizational performance is greatly underused. One reason for this is that WPI practice often adopts a more specialised approach and single discipline focus rather than an integrated perspective. An integrated approach would imply understanding WPI from the strategy, structure, and culture perspectives. We outline ways in which WPI practice can appreciate and use the potential of WO psychology as well as how WO psychologists can broaden their focus and strengthen their contribution to WPI practice

The inter-relationship between desired and undesired selves and consumption: the case of Greek female consumers’ experiences

publication-status: Publishedtypes: Article"This is an Accepted Manuscript of an article published by Taylor & Francis in Journal of Marketing Management on 06 Oct 2010, available online: http://wwww.tandfonline.com/10.1080/0267257X.2010.508979 “Earlier work on identity, self and consumption identified that desired and undesired selves play a significant role in the important global phenomenon of symbolic consumption but neglected to investigate and conceptualize the interrelationship between desired and undesired selves and consumption. Phenomenological interviews with Greek women are used to elicit consumption experiences linked to positive and negative aspects of the self. The interrelationships between desired and undesired selves in consumption were characterized by two patterns (firstly conflicting and secondly compatible desired and undesired selves) that could be linked to consumers’ different strategies. Examining these strategies, we extend previous work on the strategies that consumers use to handle identity issues. Finally, we evaluate this theory-building derived from the Greek empirical data within the context of U.S. generated theory about individuals’ ways of dealing with self-coherence issues through symbolic consumption; we identify consumers’ sense of baffled self and ambivalence in the emotions surrounding consumption

Process evaluation for organizational stress and well-being interventions: Implications for theory, method, and practice.

Although the body of evidence showing the effects of psychosocial risks on employees’ health is substantial, effective and sustainable stress prevention remains a thorny and complex issue. Most studies have focused on evaluating the effects of organizational interventions, and the results are mixed. Researchers find the evaluation of such actions methodologically challenging whereas practitioners often find the development and implementation of such actions a complicated matter. One of the reasons for this mixed impact is the lack of attention to contextual and process issues, namely how, when, and why interventions have their effects on outcomes such as mental health, well-being, and organizational performance. This paper aims to help researchers and practitioners to improve the development, implementation, and evaluation of organizational initiatives designed to reduce exposure to stress, to promote well-being, and healthy organizations. We review recent developments in the literature on process evaluation and propose examples of broader theoretical frameworks that could be used to improve this area. We articulate the essential elements for developing and bridging gaps between theory, methods, and practice. Throughout, we provide recommendations for the content, process and reporting of research on IPE

Trajectories across the lifespan of possession-self relationships

NOTICE: this is the author’s version of a work that was accepted for publication in Journal of Business Research. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Journal of Business Research, Elsevier, vol. 66(7), 2013, DOI: 10.1016/j.jbusres.2011.12.01