SCIENTIFIC MONITORING

From universities…
to organizations

Global-Watch aims to increase knowledge transfer between universities and organizations on the different aspects related to workplace health and well-being.

Scientific monitoring articles


Pointless and unreasonable: tasks that spoil work

Assigning tasks in a company is a management practice that is so common and routine, we rarely question our ways of doing it. It generally doesn’t pose a problem, since employees are hired based on their skills, and their work revolves around these. It gets tricky, however, when employees are assigned tasks that fall outside their expertise or tasks that seem… pointless.

The challenges of telework

Telework is an attractive practice that is growing in popularity: avoiding traffic jams, managing your own work hours, being more available for family… at first glance, it seems like an ideal solution! However, it is not clear that this solution can be customized, or is even customizable, for everyone.

What if we also looked after managers’ mental health?

What have you done lately to recognize your manager or support them in their work–life balance? If the answer does not spring to mind, you are not alone: the same is true for many employees. While we already know that the manager plays a key role in their employees’ mental health through the behaviours the manager adopts, looking at the employees’ role in the health of their manager is less common.

Financial health of millennials: A cry for help!

The arrival of millennials (those born between 1980 and 2000) in the workplace has caused its share of upheaval. They bring with them a certain number of changes in ways of working, especially through their increased use of technology. They differ on several points from previous generations: their style of consumption, which happens more online, their greater difficulty in separating personal life and professional life, as well as the issue of their personal finances. The latter is a major source of stress, exacerbated by the combined accumulation of student debt and credit. Despite this financial stress, millennials often hesitate to ask for help in managing their finances.

Workplace bullying: Understanding it and reducing it

Although researchers have been interested in workplace bullying for several years, it remains largely misunderstood and is a challenge for organizations. Confusion around even the definition of bullying makes it more difficult to detect and, as a result, to reduce how often it occurs. This scientific interpretation aims to narrow down the concept of workplace bullying, to identify the main risk factors and to suggest prevention and intervention measures to deal with it, while taking into account the cultural context of organizations.

When technology and personal life are not necessarily compatible!

In modern societies, the way of working is constantly evolving. Some of this change is facilitated by communication technologies which allow connectivity, immediacy and, in the process, permeability of the boundaries that once separated work from private life. It would be wrong, however, to blame technology by itself for these developments: electronic devices can be disabled, emails can be filtered and incoming (telephone) calls can be directed to voice mail. Nevertheless, hyperconnectivity makes individuals more accessible and implicitly requires them to be available online at all times. What is the impact on employees?

Older workers: adding value

Due to the aging of today’s workers, many organizations will experience major demographic declines over the next 20 years, which could create a labour shortage. Because of an increase in life expectancy, combined with a gradual extension to what was traditionally considered the age of retirement at 65, older workers are a growing proportion of the current labour force.

Job crafting and leisure crafting: creating meaning and fostering commitment to work

Working environments are both dynamic and evolving. They subject employees to performance and adaptation challenges which can negatively influence their commitment to work. Job crafting – shaping or determining how one’s time is spent at work – is becoming more and more widespread. Employees seek to create meaning in their work and professional occupations, and this generally increases their commitment to the work.

Sustainable return to work for individuals with common mental disorders: Building on available resources

When an employee/worker with a common mental disorder (CMD) returns to work after a period of absence, his or her continued employment – or sustainable return to work (SRTW) – is an important issue at both the individual and organizational levels. A comprehensive understanding of the various concerns relating to CMDs and the conditions which positively impact a return to work are fundamental to the achievement of a SRTW.

Participatory change to reduce insecurity

All organizational change comes with a lot of fear and insecurity, for managers as well as employees. Although a number of studies have been done on the topic of change in recent years, its impact on employee insecurity has not received a lot of attention. How to manage this insecurity and reduce negative consequences on the organization?

When work makes people sick, and sick people come to work

What do we know about presenteeism at work? We know that presenteeism is more costly than absenteeism for organizations. Yet it is rarely measured in workplaces, even though it is an important indicator of employees’ health. Presenteeism is the vicious work cycle that makes employees sick; these same employees who show up to work when they are sick are less productive.

Even a 10-minute break outdoors can reduce stress

Whether it’s meditation, breathing techniques or yoga, individual approaches to stress management are increasingly popular in organizations. Enjoying the outdoor environment to take breaks at work would be especially beneficial in reducing stress. What are the effects and how can you introduce them in your organization?

What if being fulfilled fathers meant that men could be satisfied employees?

Balancing work and family life is one of the current challenges for employees and organizations. Today, many working men want to be recognized and supported in their role as a parent. Being a fulfilled father also means being a more satisfied employee. All organizations have an interest in putting in place concrete ways to promote work–family balance and therefore improve work–family enrichment.

The Kaizen approach can improve your employees’ well being

Japanese continuous improvement methods such as Kaizen have been gaining in popularity in Western organizations over the past 10 years. These methods have been criticized, as some people find them inhuman and used to increase the rate of production, but can Kaizen also improve the psychological well being of employees?

Flexible work schedule : Is it really beneficial?

At work as in their personal lives, employees must do multiple tasks. Flexible work schedule is one form of support that some organizations offer to employees so they can better deal with the demands of both areas of their lives. But is flexible work schedule really beneficial?

When workplace bullying intrudes into personal life

If we know that the challenges that employees encounter in their personal lives affect their work and the entire organization, what about the effect on their personal lives when they are victims of workplace bullying? Here are some original research results on the vicious circle of workplace bullying.