Alle Publikationen
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2017
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(2017): Pushing boundaries-culture-sensitive care in oncology and palliative care. A qualitative study. In: Psycho-oncology 26 (6), S. 763-769. DOI: 10.1002/pon.4217
DOI: http://www.ncbi.nlm.nih.gov/pubmed/27429221 Abstract: OBJECTIVE In increasingly globalized societies, patient-centered cancer care requires culture-sensitive approaches in order to ensure patients well-being. While migrant patients' needs are frequently reported in the literature, staff members' perception of work with migrant patients, associated challenges, or individual work approaches are largely unknown. This study addresses this research gap through qualitative exploration of experiences of multicultural health care professionals in supportive oncology and palliative care, working with patients from different cultural backgrounds. This study aims to understand staff experience of the impact of culture on cancer care. METHODS This study was conducted at the Medical University of Vienna, including staff from different settings of oncology and palliative care, in different professional positions, and with a range of individual migration backgrounds. Semistructured interviews were conducted with 21 staff members working with patients from different cultural backgrounds. Interviews explored views on the impact of culture on care were audio-taped, transcribed, and analyzed using a rigorous method of thematic analysis, enhanced with grounded theory techniques. RESULTS Interviews revealed 4 key topics: culture-specific differences, assumed reasons for differences, consequences of multicultural care, and tools for culture-sensitive care. Strategies to better deal with migrant patients and their families were suggested to improve work satisfaction amongst staff. CONCLUSIONS This study identifies relevant staff challenges in work with migrant patients. Concrete suggestions for improvement include measures on an organizational level, team level, and personal tools. The suggested measures are applicable to improve work satisfaction and culture-sensitive care not only in cancer care but also in other areas of medicine.
Keywords: Adult, Attitude of Health Personnel, Culturally Competent Care, Culture, culture specific, Female, Gesellschaftsprofit, Health Personnel/psychology/statistics & numerical data, Humans, Interaktion, Job Satisfaction, Kultur, kulturspezifisch, Male, Medical Oncology, Medizin, Middle Aged, Neoplasms/ethnology/therapy, Observablen/Kriterien für sozial angemessenes Verhalten und dessen Bewertung, Palliative Care, Pflege, Qualitative research, Umgangsformen, Young Adult 2009
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(2009): Testing and extending the group engagement model: Linkages between social identity, procedural justice, economic outcomes, and extrarole behavior. In: Journal of Applied Psychology 94 (2), S. 445-464. DOI: 10.1037/a0013935
DOI: http://www.ncbi.nlm.nih.gov/pubmed/19271800 Abstract: Two field studies tested and extended the group engagement model (Tyler & Blader, 2000, Tyler & Blader, 2003) by examining the model with regard to employee extrarole behavior. Consistent with the group engagement model's predictions, results of these studies indicate that the social identities employees form around their work groups and their organizations are strongly related to whether employees engage in extrarole behaviors. Moreover, the studies demonstrated that social identity explains the impact of other factors that have previously been linked to extrarole behavior. In particular, the findings indicate that social identity mediates the effect of procedural justice judgments and economic outcomes on supervisor ratings of extrarole behavior. Overall, these studies provide compelling indication that social identity is an important determinant of behavior within work organizations and provide strong support for the application of the group engagement model in organizational settings.
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(2009): Angry, guilty, and conflicted: Injustice toward coworkers heightens emotional labor through cognitive and emotional mechanisms. In: Journal of Applied Psychology 94 (2), S. 429-444. DOI: 10.1037/a0013804
DOI: https://doi.org/10.1037/a0013804 Abstract: This study drew on fairness theory and affective events theory to explain why individuals' emotional labor is impacted by injustice extended toward coworkers by their customers. Pairs of participants worked side by side as customer-service representatives for a simulated organization. They interacted with fair/unfair customers as well as observed face-to-face service encounters between their coworker and fair/unfair customers. Results indicated that participants' emotional labor increased both as a result of unfairness directed toward themselves as well as toward their coworkers. These effects were mediated by both discrete emotions and fairness-related counterfactual thinking and were significant even when the participants themselves had been treated fairly.
2008
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(2008): Workplace health interventions in small enterprises: A Swedish longitudinal study. In: Work (Reading, Mass.) 30 (4), S. 473-482
Abstract: This article has a two-fold approach. First, it investigates relationships between work organizational factors, and health and performance outcomes. Second, it compares two change strategy approaches in workplace health interventions by studying changes of these factors and outcomes. The sample consisted of ten Swedish small enterprises including 102 individuals, who answered a before and after questionnaire about organizational factors and outcomes. The leaders were interviewed and answered a questionnaire about performed workplace health interventions. Statistical methods used were reliability tests, correlation analyses and t-tests. Results indicate rather strong links between indicators of respectful leadership, creative work and team spirit, and the outcome indicators self-assessed health and judged workplace adaptability in association with customer satisfaction. The results concerning changes of determinants and outcomes (after workplace health interventions) showed significant differences between enterprises using a broad change strategy and those using an expert/problem-based strategy with the former having more favourable results. The leader interview results also point at obstacles concerning workplace change processes as lack of resources, insufficient competence and influence of external factors. The study results suggest that work organizational factors and integrated models for workplace health intervention are of importance for health and performance outcomes in small enterprises.
1999
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(1999): Variables that affect job satisfaction in home health nurses. In: Dissertation Abstracts International: Section B: The Sciences and Engineering 59 (8-B)
Abstract: The purpose of this study was to measure the variables related to job satisfaction and home healthcare nurses. Specifically, this study was designed to determine how satisfied the home healthcare nurse is at the current agency for which he or she is employed. This study attempted to determine which variables produce job satisfaction and which produce job dissatisfaction. The following research hypotheses were tested in this study. The first hypothesis is that seven factors comprise job satisfaction and these factors emerge in factor analysis: safety, autonomy, interaction, compensation, task requirements, professional status, organizational policies. The second hypothesis is that items measuring job satisfaction factors display acceptable internal consistency. The third hypothesis is social demographic variables relate to job satisfaction of home health services. The sample consisted of 150 home health nurses in the greater Houston and surrounding areas. The sample was a convenience sample from registered nurses (RN) and licensed vocational nurses (LVN) currently working at home health agencies. A 46-item Job Attitude Scale (JAS) was proposed in seven hypothesized factors. The seven factors were compensation, safety, autonomy, task requirement, organizational policies, professional status, and interaction. The construct validity of the original seven factor JAS was tested through factor analysis with principal component extraction. After factor analysis testing, the seven factor JAS was reduced to a proposed 3 factor scale which included: Job Compensation (10 items), Work Decorum (10 items), and Ancillary Function (10 items). Therefore, the first hypothesis was rejected. Alpha reliability coefficient was calculated for each of the retained factors. The analysis yielded a correlation coefficient of.86,.85 and.84 for the factors 'Job Compensation', 'Work Decorum', and 'Ancillary Function', respectively. The current scale reveals internal consistency and this is a solid and reliable scale. Therefore, the second hypothesis was accepted. The third hypothesis was tested by using the following measurement techniques: correlation coefficients, multiple regression, and ANOVA. No significant mean factor score differences were found between age and educational background. (Abstract shortened by UMI.) (PsycINFO Database Record (c) 2016 APA, all rights reserved)
Keywords: Arbeits - und Organisationspsychologie, autonomy, compensation & safety & autonomy & task requirement & organizational policies & professional status & interaction & social demographic variables, Compensation (Defense Mechanism), decorum, Demographic Characteristics, Gesundheit, home health nurses, Interpersonal Interaction, Job Satisfaction, Occupational Status, Policy Making, safety 1994
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(1994): Factors affecting satisfaction among community-based hospice volunteer visitors. In: The American journal of hospice & palliative care 11 (4), S. 30-37. DOI: 10.1177/104990919401100411
DOI: http://www.ncbi.nlm.nih.gov/pubmed/7893559 Abstract: Trained volunteers are an essential component in the delivery of care to clients and families facing a terminal and/or life-threatening illness. As the need for hospice care increases, so does the need to increase the number of volunteers available for visiting. Hospice of London, which is a community based hospice, proposed that volunteers who felt satisfied would remain with the organization longer, thereby, decreasing the costs associated with training new volunteers and enhancing the ability of the agency to provide high-quality volunteer client matches. Accordingly, a survey was conducted in August 1992 to determine which factors were related to hospice volunteer satisfaction. One hundred and five volunteer were surveyed over the telephone. Results demonstrated a positive correlation between satisfaction and feeling like a team member, receiving feedback from staff, feeling valuable and having the volunteer's expectations match the position. Differences in the factors related to satisfaction were noted when the groups were divided by age and gender.
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