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The purpose of this paper is to examine the relationship between self-reported non-specific neck pain (NSNP) with presenteeism and biopsychosocial factors in office workers.

This cross-sectional study was conducted on office workers (n=119) from four workplaces in Sydney, Australia. Data were collected using online questionnaires comprising the Neck Pain and Disability Scale, Neck Bournemouth Index and Stanford Presenteeism Scale 6. Psychosocial factors were explored given their etiological and maintenance roles in musculoskeletal disorders. A combination of linear, generalised linear and ordinal regression models were applied.

The study found that presenteeism was significantly associated with NSNP. Psychosocial factors such as concentration, emotional stress, anxiety, depression and outlook were found to be associated with increased NSNP.

This research has implications as it expands understanding of the interplay between presenteeism and NSNP and psychosocial factors in the workplace.

The study identified the importance of organisations being able to identify when an office worker may be working while experiencing NSNP and how they may best support their employee’s recovery to prevent long-term disability and work productivity issues. These findings inform workplace policy formation by public health agencies.

Motivation is the main force through which individuals allocate effort to generate and implement innovative ideas. However, employees are only motivated to go beyond their designated role and get involved in spontaneous and innovative activities if they have a strong identification with the organization. Organizational culture plays a critical role in motivating innovative behaviour, as it can create commitment among members of an organization in terms of believing in innovation as an organizational value and accepting innovation‐related norms prevalent within the organization. The research this paper reports on addresses the motivational aspects of the relationship between culture and innovation in construction firms. Specifically, it focuses on those managerial actions through which the importance of innovation may be communicated and innovation‐related behaviour may be induced and reinforced. An in‐depth case study investigating the innovation activities of a Swiss contractor revealed that project constraints and regional separation may diminish the motivational effects of managerial actions in construction firms. It is concluded that a culture that motivates new solutions and innovative improvements in particular first of all prevents ideas from getting lost in daily business and within the organization. Giving immediate feedback, providing communication channels for implicit knowledge, allowing for autonomous work and task identity, initiating innovation projects and using a comprehensive reward and incentive system are appropriate managerial actions in this regard.

This paper aims to find ways to improve the performance of social and medical establishments through a new organizational structure and the use of quality management methods.

The research is based on an empirical study of a number of French establishments providing primary and secondary data, collected through interviews and records, on their management styles and results.

The research shows that the present management of such establishments lacks effectiveness and efficiency and that their networking and the implementation of quality principles and tools could improve their global performance.

The process of internal and external evaluation of establishments still being in progress, it is not possible yet to draw definitive conclusions on the effectiveness of the solutions proposed. The study will have to be completed when all the evaluations have taken place.

The findings of the study imply that a real new perspective is needed, and can be a reflection basis for establishments to reconsider their management in order to meet stakeholders' expectations.

The paper casts a new look on the management of homes for the elderly, in particular and organizations providing social services, in general. It can offer food for thought to all actors in this sector.

Building on prior studies on the role of health-related and job-related issues in affecting presenteeism, the present study tested a mediation model of the relationship between job demands and presenteeism by exploring the mediation effect of menopausal symptoms.

Data were collected through a self-report questionnaire involving social service menopausal employees (N = 204) from a public municipal organization. The survey was cross-sectional and non-randomized.

Results revealed that job demands, namely emotional, cognitive and physical demands, were significantly and positively associated with presenteeism. Furthermore, mediation analysis evidenced that physical job demands were also associated with higher levels of menopausal physical symptom bothersomeness, which in turn serves as a condition to increase the act of presenteeism.

The findings of this study widen the perspective on presenteeism research by evidencing the role of an overlooked health-related factor in relation to the act of presenteeism, that is the menopausal transition. Insights for the development of targeted preventive measures of the act of presenteeism and menopausal symptom management in the workplace may also be derived from these results.

Most current conceptual frameworks used for hospital quality management exhibit shortcomings, terminology barriers or too much complexity. We propose a rigorous and simple model specific to hospitals, based on four entities (patients, activities, resources and effects) and six levels in order to measure the development of quality management systems. The proposed model is compatible with other substantiated models, robust in coping with falsifiability and provides flexibility to avoid a too unilateral approach.