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This integrated care study seeks to highlight how voluntary sector “wellbeing co-ordinators” co-located in a horizontally and vertically integrated, multidisciplinary community hub within one locality of an Integrated Care Organisation contribute to complex, person-centred, co-ordinated care.

This is a naturalistic, mixed method and mixed data study. It is complementing a before-and-after study with a sub-group analysis of people receiving input from the wider hub (including Wellbeing Co-ordination and Enhanced Intermediate Care), qualitative case studies, interviews, and observations co-produced with embedded researchers-in-residence.

The cross-case analysis uses trajectories and outcome patterns across six client groups to illustrate the bio-psycho-social complexity of each group across the life course, corresponding with the range of inputs offered by the hub.

To consider the effectiveness and mechanisms of complex system-wide interventions operating at horizontal and vertical interfaces and researching this applying co-produced, embedded, naturalistic and mixed methods approaches.

How a bio-psycho-social approach by a wellbeing co-ordinator can contribute to improved person reported outcomes from a range of preventive, rehabilitation, palliative care and bereavement services in the community.

To combine knowledge about individuals held in the community to align the respective inputs, and expectations about outcomes while considering networked pathways based on functional status, above diagnostic pathways, and along a life-continuum.

The hub as a whole seems to (1) Enhance engagement through relationship, trust and activation, (2) Exchanging knowledge to co-create a shared bio-psycho-social understanding of each individual’s situation and goals, (3) Personalising care planning by utilising the range of available resources to ensure needs are met, and (4) Enhancing co-ordination and ongoing care through multi-disciplinary working between practitioners, across teams and sectors.

This paper aims to examine the relationship between self‐efficacy and the outcomes that individuals achieve when they manage conflict at work. The authors propose that self‐efficacy is related to performance following a positive linear or curvilinear model depending on the outcomes assessed (objective versus subjective outcomes) and the conflict setting considered (transaction versus dispute).

Two studies were conducted. Study 1 was a face‐to‐face transaction in which self‐efficacy was measured using a survey. In study 2, participants were involved in a dispute and their self‐efficacy was manipulated using a false feedback technique.

Results suggest that high self‐efficacy participants obtain better objective (economic/substantive) outcomes. However, there is a curvilinear relationship, in a U‐inverted shape, between self‐efficacy and subjective (relational) outcomes, indicating that an increase in self‐efficacy improves subjective outcomes, but there are certain levels at which self‐efficacy may be dysfunctional.

Recent controversial findings in research into the relationship between self‐efficacy and performance are addressed in these studies. The present paper is one of the first to explore the role of self‐efficacy in a dispute and to consider the effects of self‐efficacy on subjective outcomes. Practical implications are discussed in light of the results.

Interactions between manufacturing and marketing departments often determine the competitiveness and profitability of a firm. Enterprise resource planning (ERP) systems address integration issues of business functions; and benefits contributed by ERP implementation found in the literature are similar to those achieved through the integration of manufacturing and marketing functions. Uses a research model based on contingency theory and socio‐technical theory to study the effects of ERP implementation on marketing and manufacturing integration. A study of four companies in the electronic industry shows that internal organizational and external factors affect the interaction between manufacturing and marketing and results in performance improvement. Provides a new perspective of the factors that impact the effectiveness of ERP systems.

Notes that the project management approach has enjoyed growing acceptance by a wide variety of businesses and organizations over the past 20 years or so. Emphasizes the usefulness of training in the basics of project management to management training and team development. Following a brief description of project management, discusses implementation factors to facilitate the successful implementation of this approach in the workplace and the expected benefits. Describes a sample of basic management techniques and tools for the planning and controlling of projects. Concludes that managers and trainers can readily see that adopting project management can be done with minimal disruption to the workplace and that the costs of adopting project management are relatively small compared with the potential benefits in terms of improved individual and team efficiency and productivity, high standards of work quality, and reduced employee stress and conflict in teamworking among other benefits.

The purpose of this paper is to report on the journey, by the Access to Communication and Technology (ACT) Service, towards a suitable measure for use in evaluating the outcome of provision of an environmental control (EC) system.

This journey has involved various approaches and methodologies. A literature search together with qualitative research, by the first author, demonstrated that the power of EC provision lies in the psycho‐social domain. Subsequently, ACT evaluated the 26‐item Psycho‐social Impact of Assistive Devices Scale (PIADS), as a research project. This was deemed to be not fit for the purpose of outcome measure in routine clinical practice. During the course of this ACT research project, a shortened version of PIADS (the PIADS‐10) was developed at the University of Western Ontario.

ACT has concluded that the PIADS‐10 is more likely to be fit for purpose, as it is shorter, more understandable for the patient, and easier for the clinician to administer.

Service providers and commissioners should consider PIADS‐10 as a means to evaluate outcome in EC.

The purpose of this paper is to integrate work values research with the Job Demands–Resources model to assess the role that work value orientations play in self-employed workers’ subjective well-being.

The paper analyzes unique data on freelancers participating in an online labor market (n=9,984).

Intrinsic work values are associated with greater subjective well-being, whereas extrinsic work values are associated with lower subjective well-being. Consistent with the buffer hypothesis, intrinsic work value orientation reduces the negative effect of working hours on worker’s well-being, and extrinsic orientation enhances the negative effect.

This paper calls into question the importance of working conditions relative to worker values when assessing the role that job demands and resources play in the new economy. As work becomes more demanding and employment relations more flexible, personal resources such as work value orientations may become increasingly important for worker’s well-being.

The key aim of this narrative literature review, therefore, is to identify the key conceptual categories that inform the construction of positive person-centred culture within hospitals, and how these frameworks are brought to bear upon organisational culture within healthcare systems in Australia.

This narrative review presents a thematic synthesis of literature identified through a systematic search protocol undertaken across 19 academic databases and Google Scholar as an additional search tool. Thematic qualitative analysis was performed on the research results to determine the common themes within the diverse literature presented within this study.

Culture change interventions in hospitals attempt to address the problem of widespread unprofessional behaviour within healthcare systems. However, diverse definitions and seemingly fragmented approaches to understanding and enacting organisational culture change present a significant hurdle in achieving cohesive and sustainable healthcare reform. This narrative literature review offers a comprehensive conceptual view of the key approaches that inform positive person-centred culture within hospital settings. In total, three primary dimensions, belonging, behaving and being, aligned against organisational goals, individual behaviours and worker as well as organisational identity were identified. Other individual and group interactional dynamics that give rise to negative organisational culture are further analysed to understand the fault lines along which existing culture change interventions are typically operationalised.

This review is not exhaustive and is limited in its methodological scope. The central values and themes identified within the literature are integral to designing humanised healthcare systems. However, owing to the qualitative nature and contextual variability of these factors, these themes do not lend themselves to replicable quantification.

This analysis contributes to foundational research efforts towards transforming healthcare practice to be more aligned with humanised and equitable values within increasingly complex healthcare organisational settings. Designing culture change interventions that align more suitably with the values-driven categories identified in this literature review may increase the effectiveness and sustainability of these interventions and reform efforts at organisational and systemic levels.

This article presents a comprehensive framework to approach healthcare organisational reform through shared and equitable models of operation, management and governance rather than continuing to promote narrowly defined outcomes derived from commodified models of healthcare practice.

The purpose of this paper is to assess the feasibility and benefits of providing weight management support via the workplace.

Quasi-experimental design using non-random assignment to a 12-week Slimming World (SW) weight management programme, either within the workplace or at a regular community group. Weight was recorded weekly and a 39-item questionnaire focused on mental and emotional health, self-esteem, dietary habits and physical activity habits administered at baseline, 12 weeks, six and 12 months.

In total, 243 participants enroled (workplace n=129, community n=114) with 138 completers (defined as those weighing-in at baseline and attending at least once within the last four weeks; workplace n=76, community n=62). Completers reported a mean weight change of −4.9 kg±3.4 or −5.7 per cent±3.8. Mental and emotional health scores increased (p < 0.05) from baseline to 12 weeks. Self-worth scores increased (p < 0.05) from baseline to 12 weeks, six and 12 months. Healthy dietary habit scores increased and unhealthy dietary habit scores decreased (p < 0.05) from baseline to 12 weeks, six and 12 months. Healthy physical activity habit scores improved (p < 0.05) from baseline to 12 weeks and six months. There were no significant differences between groups.

Participant demographic was predominantly female (94 per cent) aged 42.3 years, with only 13 men participating.

The results support the use of a 12-week SW weight management programme as a credible option for employers wanting to support staff to achieve weight loss and improve psycho-social health outcomes which could lead to improvements in quality of life and work performance.

Provides evidence for the delivery of weight management support via the workplace.

The purpose of this study is to examine the prevalence and association among school refusal behavior, self-esteem, parental school involvement and aggression in punctual and truant school-going adolescents.

A purposive sampling technique and cross-sectional design were used in the current study. Participants comprised three heterogeneous sub-groups: school truant students, park truant students and punctual students.

This study’s findings indicated that father and mother’s school involvement was related to more elevated level of self-esteem for school truant students. Results also indicated that male truant students had more significant probability to school refusal behavior and physical aggression as compared to female truant students. Moreover, results revealed that physical aggression fully mediated among mother’s school involvement, academic self and school refusal behavior in punctual students and school truant students.

There is more need to develop indigenous school-based preventions and interventions aimed at decreasing school truancy in Pakistani context by tackling the predisposing vulnerable factors and supporting and encouraging the protective family and internal factors.

The purpose of this paper is to explore critical success factors (CSFs) in interdisciplinary building design projects from the view point of the project members themselves. While there is a plethora of research on CSFs, there is a paucity of studies that examine CSFs within this unique project context.

Semi‐structured interviews, a survey and facilitated workshops were used to identify factors and their interrelationships within the project context.

Thirty‐one primary CSFs were distilled which were then further grouped into four interdependent group factors: management factors, design team factors, competencies and resources factors and project enablers. It would appear that there are factors that are particularly important in such project environments, which do not figure strongly in other project environments. These factors are related to the socio‐political dynamics of inter‐disciplinary team work such as passion and enthusiasm, shared values, creativity and innovation and represent so‐called “super soft factors” which reflect personal success and its importance in achieving positive project outcomes.

Although there has been significant research on CSFs in construction projects, little attention has been paid to those which are related to the collaborative design phase of such projects.

The results suggest that it is worthwhile for managers in construction related organisations and beyond to recognise the interdependencies which exist between the project context, processes and the project members' experience and affinity to the project and the team itself in project work to achieve desired outcomes.

This paper extends the CSF literature by identifying the nature of the primary factors and their interrelationships which influence project outcomes in collaborative design projects.