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Workplace mental health challenges have emerged as a significant concern post-pandemic. Despite this, the pervasive stigma surrounding mental illness leads to the concealment of symptoms and reluctance to seek professional help among employees. This study aims to explore the perception of different stakeholders towards the ‘Detection and disclosure’ of workplace mental health challenges in the Indian context. Fifteen semi-structured interviews were conducted with human resource professionals, counselors, and employees who had previously experienced mental health challenge(s). Thematic analysis was done to identify recurring themes and sub-themes. Three critical pathways were identified: minimizing the inhibitory factors , including lack of awareness, denial, low self-efficacy, stigma, and underestimating organizational capability; maximizing the encouraging factors , including psychological safety, perceived social support, and communicating success stories; and implementing supportive organizational practices , including generating awareness and literacy, build the organizational capability, strengthen the role of managers, leadership advocacy, policies, and processes. By fostering a culture of support and prioritizing employee well-being, organizations in India can create healthier and more resilient work environments, benefiting both individuals and the larger society.

Purpose – The purpose of this paper is to examine the role of high-involvement human resource practices in the innovative work behavior of employees, with the mediation of supportive work environment conditions. Design/methodology/approach – The study uses regression analysis to test the hypotheses in a sample of 198 Spanish firms. Findings – The results indicate that ability-enhancing and opportunity-enhancing human resource practices are positively related to innovative work behaviors with the mediation of two work environment variables: management support and coworkers support. This study discusses results and highlights limitations and future research directions. Originality/value – Previous researchers have identified employees as important sources of innovation, but systemic empirical research has not been fully applied to examine the relationship between human resource management (HRM) and employees' innovative work behavior.

Purpose The purpose of the article is to provide further evidence for the work environment hypothesis. According to the work environment hypothesis and as documented by empirical evidence, organizational factors play a crucial role in the development of workplace bullying. However, to better understand and prevent bullying at work and establish sustainable, responsible and ethical workplaces, it is crucial to understand which organizational factors are particularly important in the development of bullying and how these factors, independently and combined, act as precursors to bullying over time. One prominent theory that explains how organizational and individual factors interact is the affective events theory (AET). Design/methodology/approach In a two-wave, time-lagged study (N = 364), the authors apply AET to test and explain the interplay of organizational factors in the development of bullying at work. Findings The results revealed that supportive and fair leadership moderates the relationship between role stress and exposure to workplace bullying. Practical implications Knowledge of the buffering role of supportive and fair leadership practices is important when implementing organizational interventions aimed at preventing bullying at work. Originality/value Although previous studies have shown the general protecting effects of supportive leadership on exposure to bullying, the current study indicates that high level of supportive and fair leadership practices decreases the level of exposure to bullying, even when role ambiguity and role conflict are relatively high.

Aim: This scoping review aimed to explore supportive practice environment initiatives that support novice and expert nurses and midwives. Design: Scoping review. Methods: Studies were identified through the electronic databases Cumulative Index to Nursing and Allied Health Literature (CINAHL), MEDLINE, PsychInfo, Scopus, and Web of Science. Grey literature was searched using GreyNet, National Grey Literature Collection, ProQuest Dissertation and Theses, and Google Scholar. Results: Thirty‐one papers met the criteria for inclusion and data extraction. The key concepts identified were the need for adequate staffing and resources, clear and regular communication, managerial presence and engagement in committees and relationship building, celebration and recognition of staff efforts, career mapping, shared decision‐making at the unit level, a positive organisational culture that promotes inclusivity and wellbeing, mentoring, support, and succession planning. Conclusion: Implementation of support initiatives can increase job satisfaction for nurses and midwives across the career trajectory, resulting in them remaining in the profession.

Heart failure (HF) affects nearly 5.7 million Americans and is described as a chronic incurable illness carrying a poor prognosis. Patients living with HF experience significant symptoms including dyspnea, pain, anxiety, fatigue, and depression. As the illness advances into later stages, symptoms become more intense and refractory to standard treatments, leading to recurrent acute-care utilization and contributing to poor quality of life. Advanced HF symptoms have been described to be as burdensome, if not more than, those in cancer populations. Yet access to and provision of palliative care (PC) for this population has been described as suboptimal. The Institute of Medicine recently called for better access to PC for seriously ill patients. Despite guidelines recommending the inclusion of PC into the multidisciplinary HF care team, there is little data offering guidance on how to best operationalize PC skills in caring for this population. This paper describes the emerging literature describing models of PC integration for HF patients and aims to identify key attributes of these care models that may help guide future multi-site clinical trials to define best practices for the successful delivery of PC for patients living with advanced HF.

Purpose: The aim of this paper was to evaluate the influence of change management practices, reasons to change and anticipated benefits on well-being and change-supportive behavior. Originality/value: The theoretical contribution of this study is giving support to measure management interventions and measuring the meanings individuals attribute to the process of change. Design/methodology/approach: The study included 255 employees from a Brazilian holding company that offers road transportation, charter, and logistics services in three Brazilian states. The following measures were used: Change Management Practice Scale, Scale of Reasons and Benefits for Change, Change-Supportive Behavior Scale, and Well-Being at Work Scale. The instruments were applied to professionals and managers to evaluate the proposed measures considering the undergoing process of organizational change. The sample data were submitted to exploratory factor analysis (EFA) and Confirmatory Factor Analysis (CFA) of the instruments, as well as mediation analysis and Structural Equation Modeling to test the hypotheses. Findings: The study results indicate that change management practices positively affect both supportive behaviors and workers' well-being. A differentiated effect of perceived organizational reasons and perceived benefits on supportive behaviors and well-being at work was also identified.

In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices (i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work-family conflict. In addition, we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to work-family conflict. We found that the use of three of the four practices was related to work-family conflict. In addition, our results showed that reporting to a family-supportive supervisor was related to the use of certain practices and to work-family conflict.

Purpose The purpose of the research described here is to assess the overall effectiveness of the workshop format as a Knowledge Exchange (KE) strategy in (1) disseminating scientific evidence, clinical experience, and systems information related to professionally led Online Support Groups (OSG) for cancer survivors and (2) facilitating the implementation of this intervention by a select group of end users—decision makers and clinical leads in psychosocial supportive care. Methods The KE–Decision Support (KE-DS) Model, operationalizing the Health Technology Approach, guided the development of pre- and postworkshop questionnaires, and a follow-up questionnaire administered 5 months after the workshop. Questionnaire results were categorized according to participants’ responses to these elements: methods of engagement, evidence (scientific, experiential, systems) and the delivery of this evidence, and external factors at the institutional level, such as administrative support, budgetary issues, etc., that influence decision-maker abilities and strategies. Results Traditional KE strategies such as peer-reviewed journal articles are optimal for disseminating scientific evidence, while face-to-face interactions, such as in a workshop, are best used to disseminate systems-level implementation information, such as fiscal implications, budgetary requirements, and policy relevance, which is not found in journal articles or conferences. An apparent shift in workplace culture signifies the availability of institutional support for high-level staff to engage in KE. Conclusions As a KE strategy with identified end users, the workshop format is effective in facilitating the implementation of this intervention in participants’ institutions.

Certified nursing assistants (CNAs) perform an important role in the long-term care system because they provide the majority of paid care to nursing facility residents. Unfortunately, annual CNA turnover often exceeds 100 percent nationally. Many factors account for this, including stressful working conditions, low pay, and limited benefits. The end result of high turnover is compromised continuity of care for residents, which often leads to poor quality and substandard care. In an effort to improve quality of care and staffing, the Virginia Department of Medical Assistance Services in 2009 implemented a pilot program, known as the Virginia Gold Quality Improvement Program, which provided funding to five nursing facilities to develop projects that improved working conditions for CNAs. This study presents the results of an evaluation performed on the program toward the end of its first year using 10 CNA and resident focus groups. Eight themes emerged from the focus groups, suggesting that both quality of care and working conditions improved in the pilot facilities after the program was implemented. However, these findings are preliminary and additional research is needed to more fully understand how the program influenced conditions in the pilot facilities. Keywords: Medicaid, Nursing Facility, Quality of Care, Quality Improvement, Certified Nursing Assistants, Supportive Work Environments, Civil Money Penalty Funds

The purpose of this research is to examine the effect of the level of trust of primary school teachers towards their organization in relation to their perceptions of the school having a culture of teacher leadership. Participants of the study consisted of 378 teachers working in Burdur public primary schools. The data collection tool used two scales, the Teacher Leadership Culture Scale (TLCS) and Comprehensive Trust Scale (CTS). The TLCS consists of three dimensions including teacher collaboration, managerial support, and supportive work environment. The CTS has three sub-dimensions including trust in principals, trust in colleagues, and trust in clients. The data obtained from the participants was analyzed using the LISREL 8.5 program via structural equation modeling techniques such as the Maximum Likelihood Approach. The research results find the trust levels of teachers towards their organization in primary schools in Burdur to be positive and significant for the culture of teacher leadership in school. In addition, the trust level of teachers towards the organization are shown to explain 76% of the variability in the level of teacher leadership culture in their school. It was found that trust in principals has the highest correlation with managerial trust. Trust in colleagues also is found to have the highest correlations with teacher collaboration and supportive work environment.