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Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations = = קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations =/ Hila Cohen.
Reminder of title:	קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום /
Author:	Cohen, Hila,
Description:	1 electronic resource (128 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-07, Section: A.
Contained By:	Dissertations Abstracts International86-07A.
Subject:	Behavior. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=31815184
ISBN:	9798302376787

Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations = = קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום /
Cohen, Hila,

Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations =קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום /Hila Cohen. - 1 electronic resource (128 pages)

Source: Dissertations Abstracts International, Volume: 86-07, Section: A.

Background.Occupational justice (OJ) is a relatively new concept highlighting societies' responsibilities to enhance occupational participation. It advocates for participation in life's activities as an inherent human right and identifies the absence of such participation as a form of injustice. OJ emphasizes providing adaptable, customized services tailored to the everevolving needs and circumstances of service consumers. It underscores consumers' active decision-making role in their own occupations. According to the Israeli Rehabilitation in the Community of Persons with Mental Disabilities Law (2000), rehabilitation services for people dealing with mental health disabilities should strive to integrate these individuals into the community. Theoretically, implementing OJ principles is likely to enhance adhering to these rehabilitation laws and yield more favorable rehabilitation outcomes. However, it is unclear what the concept of OJ implementation entails or what may facilitate such implementation. Aim. This study focuses on OJ within the mental health rehabilitation service context and aims to unravel the meaning of OJ implementation in this context. It also investigates how employee characteristics, such as self-efficacy and creativity, and organizational characteristics, such as service and justice climate, relate to implementing OJ within rehabilitation services.Method.We conducted mixed-methods studies to (a) develop a deeper understanding of the OJ concept, (b) develop and validate the Occupational Justice Implementation Scale (OJIS) that operationalizes diverse OJ implementation dimensions, and (c) test our hypotheses on the relationships between employee and organizational characteristics and the extent of OJ implementation, based on a survey study involving 139 rehabilitation employees.Results.We found that OJ comprises three main factors: participation, resources, and sharing (co-management and choice). Occupational justice participationregards OJ's primary goal of promoting consumer participation in different life activities, OJ-resourcesregards impetus, emotional, and tangible resources rehabilitation employees need in order to implement OJ, and OJ-sharingincorporates two OJ principles for practice-providing the rehabilitation consumers with choicesregarding their own occupations and co-managementof the rehabilitation process. We also revealed relationships between employee creativity and employee self-efficacy and different OJ factor. Moreover, the extent to which employees perceived the service climate within their organizations was found to influence the strength of the relationship between self-efficacy and these OJ factors. More specifically, there was a positive relationship between self-efficacy and OJ implementation for employees in organizations with weak service climates, with no such relationship apparent in organizations with strong service climates. These results were translated into an evidence-based model and a practical guidelines document.Conclusions.This study presents a novel theoretical perspective on OJ, identifying distinct OJ implementation elements within the rehabilitation process and providing evidence-based operationalization of these elements. The study extends both the occupational and organizational management literature by highlighting the antecedents of OJ implementation. Moreover, it contributes to organizational justice theories by introducing a novel dimension of justice in organizations and advancing its practice. This study offers a starting point for enhancing OJ within service, health, and rehabilitation organizations. It offers policymakers a deeper comprehension of the OJ concept and evidence-based practices that enhance OJ, elevate service outcomes, and promote inclusivity.

English

ISBN: 9798302376787Subjects--Topical Terms:

532476
Behavior.

Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations = = קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום /
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245 1 0 $a Promoting Occupational Justice Among Adults with Mental Health Problems: The Role of the Rehabilitation Employees and the Organizations = $b קידום צדק עיסוקי בקרב מבוגרים עם קשיים נפשיים: ‏ת‏פקיד עובדי וארגוני השיקום / $c Hila Cohen.
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520 $a Background.Occupational justice (OJ) is a relatively new concept highlighting societies' responsibilities to enhance occupational participation. It advocates for participation in life's activities as an inherent human right and identifies the absence of such participation as a form of injustice. OJ emphasizes providing adaptable, customized services tailored to the everevolving needs and circumstances of service consumers. It underscores consumers' active decision-making role in their own occupations. According to the Israeli Rehabilitation in the Community of Persons with Mental Disabilities Law (2000), rehabilitation services for people dealing with mental health disabilities should strive to integrate these individuals into the community. Theoretically, implementing OJ principles is likely to enhance adhering to these rehabilitation laws and yield more favorable rehabilitation outcomes. However, it is unclear what the concept of OJ implementation entails or what may facilitate such implementation. Aim. This study focuses on OJ within the mental health rehabilitation service context and aims to unravel the meaning of OJ implementation in this context. It also investigates how employee characteristics, such as self-efficacy and creativity, and organizational characteristics, such as service and justice climate, relate to implementing OJ within rehabilitation services.Method.We conducted mixed-methods studies to (a) develop a deeper understanding of the OJ concept, (b) develop and validate the Occupational Justice Implementation Scale (OJIS) that operationalizes diverse OJ implementation dimensions, and (c) test our hypotheses on the relationships between employee and organizational characteristics and the extent of OJ implementation, based on a survey study involving 139 rehabilitation employees.Results.We found that OJ comprises three main factors: participation, resources, and sharing (co-management and choice). Occupational justice participationregards OJ's primary goal of promoting consumer participation in different life activities, OJ-resourcesregards impetus, emotional, and tangible resources rehabilitation employees need in order to implement OJ, and OJ-sharingincorporates two OJ principles for practice-providing the rehabilitation consumers with choicesregarding their own occupations and co-managementof the rehabilitation process. We also revealed relationships between employee creativity and employee self-efficacy and different OJ factor. Moreover, the extent to which employees perceived the service climate within their organizations was found to influence the strength of the relationship between self-efficacy and these OJ factors. More specifically, there was a positive relationship between self-efficacy and OJ implementation for employees in organizations with weak service climates, with no such relationship apparent in organizations with strong service climates. These results were translated into an evidence-based model and a practical guidelines document.Conclusions.This study presents a novel theoretical perspective on OJ, identifying distinct OJ implementation elements within the rehabilitation process and providing evidence-based operationalization of these elements. The study extends both the occupational and organizational management literature by highlighting the antecedents of OJ implementation. Moreover, it contributes to organizational justice theories by introducing a novel dimension of justice in organizations and advancing its practice. This study offers a starting point for enhancing OJ within service, health, and rehabilitation organizations. It offers policymakers a deeper comprehension of the OJ concept and evidence-based practices that enhance OJ, elevate service outcomes, and promote inclusivity.
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