Natalie Skinner

Introduction: There is growing interest in the role of the non‐government sector in the alcohol and other drug (AOD) service delivery system. This study examined the demographic profile of AOD workers in the non‐government (NGO) compared to government sector, to ascertain their professional development needs, job satisfaction, retention and turnover.Methods: This study utilised cross‐sectional data from an Australian AOD workforce online survey that assessed participants' demographics, employment profile, professional development needs and barriers. The sample comprised 888 workers in direct client service roles.Results: Binomial logistic regression analysis indicated that NGO workers were more likely to be younger (<35 years), have AOD lived experience and have an AOD vocational qualification. NGO workers were more likely to earn below the national average salary and report job insecurity; but nonetheless were more likely to feel respected and supported at work, believe their work was meaningful and be satisfied working in the AOD sector. Their top professional development barrier was personal financial cost. NGO workers were more likely to report employer financial costs as a professional development barrier, whereas government workers were more likely to report staff shortages.Discussion and Conclusions: AOD services in Australia rely increasingly on the NGO sector. Quality services and care pivot on the size, capability and maturity of the workforce. This study highlights the need for systemic interventions addressing structural issues, and the professional development and ongoing support needs of the NGO AOD workforce. Without such support, Australia's AOD services will be potentially jeopardised.

Introduction: Alcohol and other drug (AOD) work can be highly meaningful and satisfying, but also intense and highly demanding. This combination often creates significant strain for workers. Mirroring this complexity, this study considered the predictors and outcomes of the concurrent experience of burnout and engagement in AOD workers. The Job Demands‐Resources model informed the study.Methods: This study utilised data from a recent Australian AOD workforce survey. The sample comprised 886 workers in direct client service roles. K‐means cluster analysis on burnout and engagement measures identified four discrete groups: burnt out (15.6%) (high burnout/low engagement), engaged (36.7%) (low burnout/high engagement), overextended (26.5%) (high burnout/high engagement) and indifferent (21.2%) (low burnout/low engagement).Results: Multinomial logistic regression analysis indicated that workers were more likely to be burnt out or overextended, rather than engaged, if they reported high work intensity, low organisational openness to change and low support. Multivariate analysis of variance showed burnt‐out workers had the least favourable and engaged respondents the most favourable outcomes on job satisfaction, turnover intention, health and life quality. Overextended workers were comparable to indifferent workers on these outcomes.Discussion and Conclusion: This study offers a unique and nuanced view of AOD worker wellbeing. For the one‐quarter of workers reporting simultaneous burnout and engagement, their enthusiasm and commitment did not protect them from poor personal and organisational outcomes typically linked with burnout. The need for systemic and structural interventions is clearly indicated, including open and supportive organisational cultures, leadership development and adequate staffing.

Introduction and Aims: Australia has an ageing population. Given the concomitant increase in the numbers and proportion of risky drinkers among older adults, research examining contributory factors is a priority. The current study examined older adults' estimates of the NHMRC low‐risk drinking guidelines, consumption patterns and associated harms and self‐identification of drinking type.Design and Methods: Data from respondents aged 50+ years (N = 11 886) in the 2016 National Drug Strategy Household Survey were subjected to secondary analyses. Estimates of low‐risk drinking levels, perceived level of harm from current drinking, self‐identification of drinking type and awareness of standard drinks and labelling were included. Data were examined for those aged 50–59 years and 60+.Results: Seventeen percent of older Australians drank at both long‐term and short‐term risk levels. Approximately 39% of males and 11% of females overestimated the long‐term low‐risk levels and 54% of males and 20% of females overestimated the short‐term low‐risk levels. Overestimation was highest among risky drinkers. Most older risky drinkers were aware of standard drinks and labelling; however, less than half perceived their drinking as harmful, instead identifying as social drinkers.Discussion and Conclusions: Although substantial gaps are evident in older respondents' estimates of low‐risk drinking, additional public awareness campaigns are likely to be of limited use. Older peoples' engagement with the public health system presents ‘windows of opportunity’ to provide targeted, age‐appropriate harm reduction strategies. Appropriate intervention and policy responses are required to direct resources to this emerging area of concern.

Aim(s) To understand nurses’ experiences of injustice in the workplace and to identify the impact of injustice on well-being. Background Little is known about how nurses view injustice or its effects on their well-being, although research indicates that such perceptions are central to workplace practices such as performance management and outcomes such as employee well-being. Method(s) A qualitative study was conducted with semi-structured interviews for nurses employed in Australian public hospitals. Data were analysed using content analysis. Results Experiences of injustice and unfairness negatively impacted on performance and the personal health of nurses. Unfair treatment was met with reduced effort and commitment. Conclusion(s) This study provides valuable insights into how nurses perceive and experience injustice at work and supports the link between injustice and nurses’ decreased well-being and effectiveness. Implications for Nursing Management Implications for nurse managers include the need for managers to engage in regular conversations regarding systemic barriers to performance and implementing performance management as an ongoing dialogue designed for employee voice and relationship management. This process also suggests a need for leadership development in nursing management. Using such steps and strategies would significantly enhance best practice in nursing management.

The need to better understand the impact of changes in work conditions is paramount. While greater flexibility has considerable benefits, there may also be unintended consequences such as greater work intensification leading to poorer health and well-being. This research focuses on the unique variance in measures of well-being that is accounted for by work intensification, after accounting for the influence of working hours. The sample involved 391 participants who were employed at the time of the study. Using hierarchical multiple regression, we found that work intensification accounted for 7 percent of the unique variance in work–life integration and 5 percent of the unique variance in a measure of global life stress. In addition, our study provides evidence that work intensification operates to predict employee stress above and beyond the effects of work–life integration alone, while together both constructs account for 9 percent of the unique variance in a measure of global life stress. These results highlight the value of differentiating between different types of work demands and how these combine to predict employees’ well-being. In order to achieve better work–life balance, we need to consider both the structural aspects of work such as working hours, place of work, and working conditions, as well as the pace of work.

Whilst robust indicators of environmental protection and impact (e.g. carbon emissions) are available that allow analysis of Australia’s performance compared to other countries, very little is known regarding the views and actions of the Australian community compared to our counterparts in other countries. The current study addressed this gap by analysing data from the International Social Survey Program. On an international scale Australians consistently report concern regarding environmental issues, and relatively strong personal efficacy and actions in addressing environmental issues. Yet this reported enthusiasm is in contrast with a relatively low international ranking on the Yale Environmental Protection Index, which assesses robust physical indicators of environmental impact. This study indicates a gap between the Australian community’s potential capacity and willingness to address environmental issues and the nation’s environmental performance. There is significant scope for further work to address this gap with more focused action to improve national performance on environmental protection.