Joanna Yarker
Biographic Data
| ID | 7881010 |
|---|---|
| NAME | Joanna Yarker |
| GIVEN NAMES | Joanna |
| FAMILY NAME | Yarker |
| SIGNATURE | YARKER J |
| AFFILIATIONS | Affinity Water (United Kingdom) |
| ORCID | 0000-0001-6360-7350 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2022 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
Contextual resources and digital attitudes (CResDA) supporting technology acceptance
The success of digital transformation depends in part on employees’ attitudes towards technology (digital attitudes) and how supportive the organisational context is for digital change (workplace contextual resources). Previous digital attitude measures suffer from conceptual overlap and do not consider the role of contextual resources in shaping attitudes which means that research and practice may not be fully capturing the complexity of factors…
Burnout and Psychosocial Risks Among Doctors Working in the Private Sector
The increasing prevalence of private-sector work among doctors raises questions about its impact on their health and wellbeing. While private practice may offer autonomy and financial benefits, it presents unique psychosocial risks that are less understood. This study investigates the relationship between private-sector work, psychosocial working conditions, and burnout among doctors, and examines whether access to health and wellbeing resources …
Physical workplace adjustments to support neurodivergent workers
Derived from the concept of neurodiversity, neurodivergence is an umbrella term for various conditions such as Autism‐Spectrum Disorder (ASD), Attention‐Deficit/Hyperactivity Disorder (ADD/ADHD), Dyslexia, or Dyspraxia, which affect approximately 22% of the population. Sensory difficulties and overload are a common symptom. The provision of physical workplace adjustments for neurodivergent workers, such as workplace design solutions, has become p…
Thrivers, survivors or exiteers
The research on return to work for workers with common mental disorders has primarily focused on the pre‐return journey. Relapses and recurrent sick leaves are prevalent and call for research on how we can support workers stay and thrive at work after long‐term sickness absence due to common mental disorders. In the present study, we used Longitudinal Interpretative Phenomenological Analysis to explore the experiences of returned workers' post‐re…
“It’s Business”
Moral injury has primarily been studied from a clinical perspective to assess, diagnose and treat the outcomes of morally injurious experiences in healthcare and military settings. Little is known about the lived experiences of those who have had their moral values transgressed in business settings. Public scandals such as Enron suggest that moral injury may also occur in for-profit business settings. In this qualitative study, we examine the liv…
Increasing workforce psychological flexibility through organization-wide training
There is growing interest in the role of psychological flexibility as a potential resilience factor in workplace settings for protecting employees against the risk of job burnout. This field study contributes to the literature by investigating the utility of delivering brief ACT-informed training to the entire regional workforce of an innovation and manufacturing organization. A total of 504 employees attended the training, 281 of whom completed …
Developing Self-Compassion in Healthcare Professionals Utilising a Brief Online Intervention
(1) Background: The level of stress experienced by staff in the healthcare sector is highly prevalent and well documented. Self-compassion may support the health and wellbeing of individuals and enable them to stay well at work. This study aimed to understand whether a brief, online, self-guided, novel intervention improved the health and wellbeing of healthcare professionals. (2) Methods: In a parallel randomised controlled trial, a volunteer sa…
Manager–Team (Dis)agreement on Stress-Preventive Behaviours
The "Management Competencies to Prevent and Reduce Stress at Work" (MCPARS) approach focuses on identifying the stress-preventive managers' competencies able to optimise the employees' well-being through the management of the psychosocial work environment. Considering leadership as contextualised in complex social dynamics, the self-other agreement (SOA) investigation of the MCPARS may enhance previous findings, as it allows for exploring the man…
Meta-synthesis of qualitative research on the barriers and facilitators to implementing workplace mental health interventions
There has been a rapid increase in the number of mental health interventions implemented in the workplace. The efficacy of these interventions has been mixed. The factors influencing implementation may offer insights to why some interventions fail to be effective. We conducted a meta-synthesis of qualitative research on the barriers and facilitators to implementing workplace mental health interventions. We evaluated the quality of evidence using …
Managing Minds at Work
Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and P…
No prominent works on this page.
Meta-synthesis of qualitative research on the barriers and facilitators to implementing workplace mental health interventions
There has been a rapid increase in the number of mental health interventions implemented in the workplace. The efficacy of these interventions has been mixed. The factors influencing implementation may offer insights to why some interventions fail to be effective. We conducted a meta-synthesis of qualitative research on the barriers and facilitators to implementing workplace mental health interventions. We evaluated the quality of evidence using …
Managing Minds at Work
Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and P…
Physical workplace adjustments to support neurodivergent workers
Derived from the concept of neurodiversity, neurodivergence is an umbrella term for various conditions such as Autism‐Spectrum Disorder (ASD), Attention‐Deficit/Hyperactivity Disorder (ADD/ADHD), Dyslexia, or Dyspraxia, which affect approximately 22% of the population. Sensory difficulties and overload are a common symptom. The provision of physical workplace adjustments for neurodivergent workers, such as workplace design solutions, has become p…
Thrivers, survivors or exiteers
The research on return to work for workers with common mental disorders has primarily focused on the pre‐return journey. Relapses and recurrent sick leaves are prevalent and call for research on how we can support workers stay and thrive at work after long‐term sickness absence due to common mental disorders. In the present study, we used Longitudinal Interpretative Phenomenological Analysis to explore the experiences of returned workers' post‐re…
“It’s Business”
Moral injury has primarily been studied from a clinical perspective to assess, diagnose and treat the outcomes of morally injurious experiences in healthcare and military settings. Little is known about the lived experiences of those who have had their moral values transgressed in business settings. Public scandals such as Enron suggest that moral injury may also occur in for-profit business settings. In this qualitative study, we examine the liv…
Increasing workforce psychological flexibility through organization-wide training
There is growing interest in the role of psychological flexibility as a potential resilience factor in workplace settings for protecting employees against the risk of job burnout. This field study contributes to the literature by investigating the utility of delivering brief ACT-informed training to the entire regional workforce of an innovation and manufacturing organization. A total of 504 employees attended the training, 281 of whom completed …
Developing Self-Compassion in Healthcare Professionals Utilising a Brief Online Intervention
(1) Background: The level of stress experienced by staff in the healthcare sector is highly prevalent and well documented. Self-compassion may support the health and wellbeing of individuals and enable them to stay well at work. This study aimed to understand whether a brief, online, self-guided, novel intervention improved the health and wellbeing of healthcare professionals. (2) Methods: In a parallel randomised controlled trial, a volunteer sa…
Manager–Team (Dis)agreement on Stress-Preventive Behaviours
The "Management Competencies to Prevent and Reduce Stress at Work" (MCPARS) approach focuses on identifying the stress-preventive managers' competencies able to optimise the employees' well-being through the management of the psychosocial work environment. Considering leadership as contextualised in complex social dynamics, the self-other agreement (SOA) investigation of the MCPARS may enhance previous findings, as it allows for exploring the man…
Burnout and Psychosocial Risks Among Doctors Working in the Private Sector
The increasing prevalence of private-sector work among doctors raises questions about its impact on their health and wellbeing. While private practice may offer autonomy and financial benefits, it presents unique psychosocial risks that are less understood. This study investigates the relationship between private-sector work, psychosocial working conditions, and burnout among doctors, and examines whether access to health and wellbeing resources …
Contextual resources and digital attitudes (CResDA) supporting technology acceptance
The success of digital transformation depends in part on employees’ attitudes towards technology (digital attitudes) and how supportive the organisational context is for digital change (workplace contextual resources). Previous digital attitude measures suffer from conceptual overlap and do not consider the role of contextual resources in shaping attitudes which means that research and practice may not be fully capturing the complexity of factors…
Psychology (7 works) · Medicine (6 works) · Workplace Health and Well-being (5 works) · Applied Psychology (4 works) · Healthcare professionals’ stress and burnout (4 works) · Mental health (4 works) · Nursing (4 works) · Psychiatry (4 works) · Social Psychology (4 works) · Applied Psychology (3 works)