• Aucun résultat trouvé

Employee health and well- being implications of the fly-

N/A
N/A
Protected

Academic year: 2022

Partager "Employee health and well- being implications of the fly-"

Copied!
14
0
0

Texte intégral

(1)

Clarke, Heather, and Kara Arnold. (2014). “Employee Health and Well-Being

Implications of the Fly-in Fly-out Employment Model.” Administrative Sciences

Association of Canada Conference. Muskoka, ON. May 9-13, 2014.

(2)

Employee health and well- being implications of the fly-

in/fly-out employment model

Heather M. Clarke

Memorial University Kara A. Arnold

Memorial University

(3)

• In remote areas, the Fly-in/Fly-out (FIFO)

employment model is now standard for resource development (Storey, 2010, p. 1161)

• Defined as: operations “which involve work in relatively remote locations where food and

lodging accommodation is provided for workers at the work site” (Storey, 2001, p.135)

• Use continues to rise in extractive industries (Ritter, 2001; Shrimpton & Storey, 1996)

Background

(4)

Sustainability

• Research on FIFO and sustainably has largely investigated the impact of FIFO operations on community sustainability (e.g. Storey, 2001;

2010)

• We argue that employee health and well-being should be considered more explicitly when

assessing sustainability

• Conceptual model describes why FIFO could be

associated with decreased employee well-being

and factors that might moderate this relationship

(5)

Conceptual Model

Moderators)

)

Work,related)social)support) )

Reasons)for)working)FIFO)

FIFO)Characteris<cs)

)

Extended)<me)away) from)home) Increased)<me)spent))

with)co,workers) )

Male,dominated)work) environment)

) ShiC)roster)

Job)Stressors)

)

Work,family)conflict) )

Aggression) Sexual)harassment))

) Fa<gue)

Physical)Health)) and)) Psychological))

Well,being)

)

(6)

Work-Family Conflict

• Work-family conflict:

v“a form of inter-role conflict in which the role

pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus

& Beutell, 1985, p. 77)

• One study found shift roster was associated with work-family conflict such that conflict

increased with longer shift rosters (consecutive days working) (Funston, 2012)

• Boundary management preferences may be an

important consideration for FIFO employees

(7)

Aggression

• Workplace aggression:

v“behavior by an individual or individuals within or outside an organization that is intended to physically or psychologically harm a worker or workers and occurs within a work-related

context” (Schat & Kelloway, 2005, p. 191)

• Alcohol consumption

• Time spent together

• Traditionally male environment

(8)

Sexual Harassment

• Sexual harassment:

v“unwanted sex-related behaviour at work that is appraised by the recipient as offensive,

exceeding her resources, or threatening her

well-being” (Fitzgerald, Swan, & Magley, 1997, p. 20).

• Traditionally male environment

(9)

Fatigue

• Fatigue:

v“a syndrome of effects resulting in impaired physical or mental performance” (Grandjean, 1979; Muller et al., 2008, p. 63), such as tiredness

• In Canada common for FIFO workers to work a roster of 4 to 14 consecutive 12-hour shifts

(Costa et al., 2006)

All four of these stressors have been found to be

associated with decreased employee well-being

(10)

Conceptual Model

Moderators)

)

Work,related)social)support) )

Reasons)for)working)FIFO)

FIFO)Characteris<cs)

)

Extended)<me)away) from)home) Increased)<me)spent))

with)co,workers) )

Male,dominated)work) environment)

) ShiC)roster)

Job)Stressors)

)

Work,family)conflict) )

Aggression) Sexual)harassment))

) Fa<gue)

Physical)Health)) and)) Psychological))

Well,being)

)

(11)

Work related social support

• Seeking social support is a common coping response to job stressors (Cortina & Wasti, 2005; Folkman et al., 1986)

vPhysical isolation from their social support system at home

vWork sources of social support (organizational, supervisor, and co-worker) may be even more important than for standard workers

vResearch has shown that FIFO workers rely on

(12)

Reasons for working in FIFO

• Reasons for working affect experience of work

(e.g., Dupré, Inness, Connelly, Barling, & Hoption, 2006)

vNegative experiences at work are more detrimental for those compelled to stay in a job for financial reasons or lack of job mobility (e.g. Dupré et al., 2006; Inness,

Barling, & Turner, 2005; Tepper, 2000)

vExpect many FIFO employees may feel unable to leave

due to financial reasons and lack of mobility

(13)

• A sustainable organization “contributes to sustainable development by delivering

simultaneously economic, social, and

environmental benefits – the so-called triple bottom line” (Hart & Milstein, 2003, p. 56)

• Employees are primary stakeholders and their health and well-being is an element of social sustainability

• Future research testing the propositions in the model and investigating the effect of FIFO on

Future Research

(14)

Thank you!

Questions?

Références

Documents relatifs

But the development of concepts related to a sustainable city, water sensitive cities (Wong et Brown, 2009) or urban health planning (Roué Le Gall et al, 2014) leads

If we control in the regression equations for region, year, income, the work status of the individual (ie. whether employee, self-employed, unemployed, retired from work),

The review will consider the implications of Ramadan fasting for body mass and obesity, diabetes, cardiovascular health, mental health, level of physical activity and, pregnancy

CEUR Workshop Proceedings (CEUR-WS.org).. In particular, the aims of the present research project are to a) explore the role of employee' evaluations

investigating which potential worksite health promotion (WHP) shows in improving individual well-being from the employees’ perspective, which is an

circulatory system, malignant neoplasms, external causes of injury and poisoning and diseases of the respiratory diseases are given for all ages and for both sexes combined in

Age-standardized death rate from diseases of circulatory system, males aged 0–64 years per 100 000 population, Slovenia, WHO European Region and EU15, latest available

Clearly, in order to understand the overall relation be- tween the incidence of poverty and catastrophic expenditure one needs to explore, at the micro-level, the relation between