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.

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.

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