Nature contact and organizational support during office working hours: Benefits relating to stress reduction, subjective health complaints, and sick leave

Bjørnstad, Siv; Patil, Grete Grindal; Raanaas, Ruth Kjærsti

doi:10.3233/wor-152211

Cited by 57 publications

(45 citation statements)

References 17 publications

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“…• Sleep, depression and anxiety (scale 0-3 for each item) were measured using the single item questions regarding these variables in the Subjective Health Complaints Inventory (SHCI; Eriksen, Ihlebaek, & Ursin, 1999). These data were recoded to binary variables, where a score of 0 indicated no depression/anxiety/sleep issue and a score of 1, 2 or 3 indicated some issue with depression, anxiety or sleep (Bjørnstad, Patil, & Raanaas, 2016;Poulsen et al, 2013).…”

Section: Hypothesized Mediatorsmentioning

confidence: 99%

Examining what factors mediate treatment effect in chronic low back pain: A mediation analysis of a Cognitive Functional Therapy clinical trial

O’Neill

O’Sullivan

et al. 2020

European Journal of Pain

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Background Cognitive Functional Therapy (CFT) is a physiotherapist‐led individualized intervention for people with people with non‐specific chronic low back pain (CLBP), involving biopsychosocial pain education, graded movement exposure and lifestyle coaching. Methods A multicentre randomized controlled trial (RCT), including 206 participants with CLBP in Ireland, supported CFT’s effectiveness for reducing disability, but not pain, compared to a group exercise and education intervention. In this study, causal mediation analysis was used to determine whether the effect of CFT on disability and the lack of effect on pain (relative to a group exercise and education intervention) is mediated by certain psychological and lifestyle factors. Hypothesized mediators measured were pain self‐efficacy, stress, fear of physical activity, coping, depression, anxiety and sleep, at 6 months. The outcomes measured were functional disability and pain intensity at 12 months. Results This causal mediation study shows that the majority of benefit of CFT (relative to a group exercise and education intervention) for disability is due to increasing pain self‐efficacy. Conclusion Conclusion: CFT did not improve the majority of the hypothesized mediators (stress, fear of physical activity, coping, depression, anxiety and sleep) and these mediators were not associated with either disability or pain. Unfortunately, the proportion of missing data in this study is substantial and these findings can only be considered hypothesis‐generating. Therefore, future research should examine replicating the results of this study to verify the role of self‐efficacy and other proposed mediators (e.g. stress, coping, sleep, fear) on clinical outcomes. Significance An exploration of seven potential mediators was undertaken to determine the effect of Cognitive Functional Therapy (CFT) on disability and pain intensity in individuals with chronic low back pain compared to a group exercise and education intervention. CFT improved pain self‐efficacy, which was associated with disability and pain outcomes. CFT did not improve the other six potential mediators (stress, fear of physical activity, coping, depression, anxiety and sleep) and these were not associated with disability or pain. The proportion of missing data in this study is substantial and these findings should be considered hypothesis‐generating only.

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Section: Hypothesized Mediatorsmentioning

confidence: 99%

Examining what factors mediate treatment effect in chronic low back pain: A mediation analysis of a Cognitive Functional Therapy clinical trial

O’Neill

O’Sullivan

et al. 2020

European Journal of Pain

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“…Carlson, Grzywacz, and Zivnuska (2009) and Nitzche, Jung, Kowalski, and Pfaff (2014) Quick, Henley, & Quick, 2004), women in leadership often aspire to their leadership role because they want to make a deep meaningful impact on the organization and often feel work-life interference as they balance their desire to excel in both work and non-work roles (Fine, 2009 (French et al, 2018). Initially defined as the means by which an individual reduces strain and improves health and well-being (Cohen & Wills, 1985) or the exchange of resources between individuals with the intent to enhance well-being (Shumaker & Brownell, 1984;Zimet, Dahlem, Zimet, & Farley, 1988), subsequent research has validated that social support positively relates to improved work and family satisfaction (Ferguson, Carlson, Kacmar, & Halbesleben, 2016;Ford, Heinen, & Langkamer, 2007), mental health (Lee, Sudom, & Zamorski, 2013;Webber, & Fendt-Newlin, 2017), physical and psychological health (Bjørnstad, Patil, & Raanaas, 2016;Crain et al, 2014) and protection under adverse conditions (French et al, 2018). Social support has been classified by its forms including cognitive, behavioral, and perceptions (Barrera, 1986;Lakey & Cassady, 1990) as well as types including instrumental, appraisal, emotional, and informational support (Cohen & McKay, 1984;Parasuraman, Greenhaus, & Granrose, 1992).…”

Section: Work-life Balancementioning

confidence: 99%

Work-Life Balance for Women in Stem Leadership

Brue¹

2019

Journal of Leadership Education

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For women in leadership, managing work and life obligations is essential, especially when leading in male dominated occupations such as STEM. This study examined social support and work-family integration/blurring to determine how women in leadership perceived these dynamics. By surveying STEM women leaders, this research explored work-life strategies and support resources used by women leaders to balance their work and non-work domains and promote their roles as leaders. Women leaders indicated difficulty delineating between work and personal roles and recognized informational and emotional support as most significant to their roles as leaders. Findings also indicated that most support came from spouses/significant others, female co-workers, and mentors outside the organization, respectively. These sources provided the support needed to maintain and progress in their roles as women leaders.

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“…In addition, work-related stress can influence the development of physical health problems with consequent negative repercussions on the productivity of human resources (Mucci et al, 2014; Bjørnstad et al, 2015). On the other hand, research on healthy organizational environments demonstrates that employees who are psychologically attached to an organization work more effectively and contribute to achieving organizational goals through higher levels of performance (Somech and Drach-Zahavy, 2004).…”

Section: Introductionmentioning

confidence: 99%

A Longitudinal Study of the Predictors of Perceived Procedural Justice in Australian University Staff

et al. 2016

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Purpose: This study examined the factors that predict employees' perceptions of procedural justice in university settings. The paper also reviews the ethical aspects of justice and psychological contracts within employment relationships.Design/Methodology/Approach: The study examined the predictors of perceived procedural justice in a two-wave longitudinal sample of 945 employees from 13 universities by applying the Job Demands-Resources theoretical model of stress. The proposed predictors were classified into two categories: Job demands of work pressure and work-home conflict; and job resources of job security, autonomy, trust in senior management, and trust in supervisor. The predictor model also examined job satisfaction and affective organizational commitment, demographic (age, gender, tenure, role) and individual characteristics (negative affectivity, job involvement) as well as Time 1 (T1) perceptions of procedural justice to ensure that tests were rigorous.Findings: A series of hierarchical multiple regression analyses found that job satisfaction at T1 was the strongest predictor of perceived procedural justice at Time 2. Employees' trust in senior management, and their length of tenure also positively predicted justice perceptions. There were also differences between academic and non-academic staff groups, as non-academic employees' level of job satisfaction, trust in senior management, and their length of organizational tenure predicted procedural justice perceptions, whereas for academics, only job satisfaction predicted perceived justice. For the “all staff” category, job satisfaction was a dominant and enduring predictor of justice, and employees' trust in senior management also predicted justice.Research limitations/implications: Results highlight the importance of workplace factors in enhancing fair procedures to encourage reciprocity from employees. As perceived procedural justice is also conceptually linked to the psychological contract between employees-employers, it is possible that employees' levels of job satisfaction and perceptions of trust in senior management, relative to other work attitudinal outcomes, may be more effective for improving the broader working environment, and promoting staff morale.Originality/value: This study adds to research on applied business ethics as it focuses on the ethical aspects of perceived procedural justice and highlights the importance of workplace factors in enhancing fair procedures in organizational policy to encourage reciprocity and promote healthy organizational environments.

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Nature contact and organizational support during office working hours: Benefits relating to stress reduction, subjective health complaints, and sick leave

Abstract: Extending nature contact in the physical work environment in offices, can add to the variety of possible health-promoting workplace interventions, primarily since it influences the social climate on the workplace.

Cited by 57 publications

References 17 publications

Examining what factors mediate treatment effect in chronic low back pain: A mediation analysis of a Cognitive Functional Therapy clinical trial

Examining what factors mediate treatment effect in chronic low back pain: A mediation analysis of a Cognitive Functional Therapy clinical trial

Work-Life Balance for Women in Stem Leadership

A Longitudinal Study of the Predictors of Perceived Procedural Justice in Australian University Staff

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