By Georg F. Bauer, Gregor J. Jenny
New and present methods to organizational health and wellbeing intervention examine are the focus of this entire quantity. each one bankruptcy elaborates at the respective intervention researcher’s inspiration of a fit association, his/her method of altering agencies, and the way to investigate those interventions in businesses. As a typical flooring, the publication constantly pertains to the proposal of salutogenesis, concentrating on assets and confident results of health-oriented organizational swap procedures. Out of the digital discussion among the chapters, universal subject matters and strength tendencies for the longer term are identified.
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Extra resources for Salutogenic organizations and change: The concepts behind organizational health intervention research
Sample text
This represents an interesting gap for healthcare professionals globally, but it may have special resonance for developing countries. Van Wyk and Pillay-Van Wyk (2010) note that intervention research is notably missing for low and middle income countries, where there is an acknowledged crisis in human resources for health. Developing countries have problems with retaining or attracting staff. Retention problems are rooted in both indigenous organizational culture problems and attractive alternatives, one feeding into the other.
F. J. 1007/978-94-007-6470-5_3, © Springer Science+Business Media Dordrecht 2013 37 38 A. Montgomery et al. Relevance of Organizational Health Intervention Research in Medical Settings Hospitals are organizations under considerable stress. In the UK surveys show that continuity of care for the patient is being compromised (Hawkes 2012). This is not surprising when one considers that healthcare professionals are expected to handle structural changes and technical developments, are required to be accessible, provide holistic patient-centered and patient-managed care, develop their own evidence-based competence and achieve an appropriate balance between their work and private life.
Changing from an 8 h, 5 day week to a 12 or 10 h, 4 day week) (Bambra et al. 2008b). The other review scoped out a broader range of approaches to changing shift work schedules (Bambra et al. 2008a). Whilst the health effects of introducing Compressed Working Weeks were found to be inconclusive, the review did identify some evidence of psychosocial benefits around improved work-life balance. The second review found evidence that changing from slow to fast shift rotation; from backward to forward shift rotation; and introducing self-scheduling of shifts could benefit health (particularly mental health) and worklife balance.