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We aim to describe our work on the Healthy Work Design and Well-being (HWD) Cross-Sector Council of the National Institute for Occupational Safety and Health to identify current gaps in the National Occupational Research Agenda (NORA) pertaining to chronic conditions in the workplace and describe action plans to address these gaps. We focus on five primary areas for expansion. We propose short-term, mid-term and long-term outputs to carry out the expansion process. This works is a timely Mid-Decade Expansion to the National Occupational Research Agenda 2012-2026.

Using a sample of 3,454 education staff members, we subjected the Occupational Depression Inventory (ODI), a recently developed instrument designed to assess depressive symptoms that individuals specifically attribute to their job, to a Mokken scale analysis (MSA), a method anchored in nonparametric Item Response Theory. MSA revealed that the ODI?s scalability was strong, no monotonicity violations were detected, invariant item ordering was satisfactory, and total score reliability was excellent. The ODI?s suicidal ideation item acted as a sentinel item–its endorsement signaled that the endorser likely had a host of other symptoms. Our findings indicate that because ODI items order individuals, and individuals order ODI items, accurately, occupational health specialists can confidently employ the ODI to examine work-attributed depressive symptoms.

As part of the American Rescue Plan, CDC/NIOSH received funding to deliver a national education and awareness campaign for the nation?s health employers and nearly 20 million workers in the healthcare sector, as well as emergency medical technicians (EMTs) and public health workers. The goal of this initiative is to protect and improve the mental health and emotional well-being of the nation?s health workers through prevention, awareness, and intervention.

This presentation will describe the five main objectives of this new initiative, which are to: 1) Spotlight the personal, social, and economic burden of poor mental health outcomes; 2) Develop a repository of best practices, resources, and interventions; 3) Inspire, amplify, and support partnership efforts; 4) Improve data, screening tools, trainings, resources, and policies for sustainable change; and 5) Conduct a national, multi-dimensional social marketing campaign.

The current study is a qualitative exploration of the experience of job crafting among postdoctoral scholars (postdocs) in the STEM fields. The study was designed to uncover ways that postdocs shape their ambiguous roles to create wellbeing and to decrease the stressors that they experience due to the job insecurity that many experience. 32 postdocs were interviewed from November 2020 through April 2021 and qualitative thematic analysis was conducted to identify emergent themes. Themes identified were around the ways postdocs job craft toward their strengths, interests, and development to increase their wellbeing and decrease their stress due to job insecurity.

The purpose of this study is to provide a Spanish-language version of Zohar and Luria?s (Zohar & Luria, 2005) commonly-used safety climate scale using a rigorous translation-back translation process. Given the widespread use of the Spanish language across the globe and that as of 2020, 17.6% percent of the United States working population is Hispanic (BLS, 2021), there is a need for valid safety climate scales written in Spanish. This study demonstrates that a test of measurement equivalency can provide confidence of the translation process from one language to another. There is significant evidence supporting the reliability and validity of this safety climate scale.

Evidence indicates a gap between macro-level initiatives to manage psychosocial risks and their implementation at the organisational level. A literature review across different social sciences disciplines was conducted, evidencing the need to integrate social pressures with organisational variables to transform psychosocial risk management and mental health promotion into a sustainable organisational practice.

Acute pesticide poisonings in the United States are still of concern as these are preventable. Prevention efforts need to be targeted at persons who apply pesticides, those who conduct routine work activities not involving pesticide application, and those persons who were exposed while performing routine indoor activities not involving pesticide application.

As the workforce ages, interest has grown regarding the prevalence and possible impact of age discrimination at work. This study presents an analysis of data from a national survey in the United States in which worker-reported age discrimination was measured over a 16-year period. Findings indicated that the prevalence of workplace age discrimination remained fairly stable during this period, and that the experience of age discrimination was a significant predictor of several quality of work life measures.

Office interiors are equally available to every employee that enters and works in the space, while wellness programs and training impact a select few due to limited resources, driving well-being inequality in the workforce. Trauma from the pandemic experience suggests that a greater number of workers will interpret work events and situations as threats, potentially increasing stress responses. This applied research/design project is focused on how office design features, interior architecture, furnishings, and technology can be designed to nudge workers to change behaviors, decisions, and activities that can moderate stress. We are investigating two interventions, 1) offering more user control through flexibility of furnishings and choice of location, and 2) ?legible space? that is easy to understand and offers ability to access resources, to determine how they can be jointly used to reduce stress.

The Harvard T.H. Chan School of Public Health Center for Work, Health, & Well-being is a NIOSH Total Worker Health? Center of Excellence. Its mission is to protect and promote the safety, health, and well-being of workers through integrated workplace policies, programs, and practices that foster safe and healthy conditions of work. Building on its systems-level conceptual model centered on the conditions of work, the Center has expanded this model to include employment & labor patterns and the social/political/economic environment. The Center?s three unifying themes, informed by our conceptual model, provide a framework for setting priorities to ensure that our research and dissemination efforts make a difference in improving the conditions of work.

This study explored the relationship between legislation on work-related stress and bullying at work, organizational practices and working conditions in European enterprises. The study was conducted in two stages. The first stage was a review of legislation of EU member states on work-related stress and harassment and bullying at work. The second stage of the study involved a secondary analysis utilizing two datasets representative of the EU population of workers (EWCS, 2015) and enterprises (ESENER, 2014). Multilevel modelling was conducted linking these two datasets in order to explore whether those member states that had specific legislation on work-related stress and on bullying at work reported more organizational practices (i.e. procedures and measures to deal with work-related stress and with harassment/bullying at work) and whether these were related with a more positive psychosocial work environment and less reported work stress and bullying.

Workers with multiple minoritized social locations (or socially constructed identities and positions) are more apt to experience inequitable conditions of the work and nonwork environments that affect their health and wellbeing. The purpose of this presentation is to introduce an intersectional relational class framework and discuss how such a framework can help occupational health and safety (OHS) researchers and professionals better understand the relations between systems of power (e.g., racism, sexism, classism), the work and nonwork environments, and occupational health (OH) inequities. This intersectional relational class framework pushes forward the science and disciplines of OHS to comprehensively examine systems of power and its relation to differential OH outcomes through the interplay of the work and nonwork environments. New knowledge guided by this framework will lay the foundation for future OH equity research and practice.

It is important to promote positive quality of work life for employees, particularly in industries with challenges for employee health and safety. The present study uses Indeed.com Work Happiness Scores as an indicator of healthy work design for Central Florida Hotels. Results highlight the importance of promoting positive psychosocial work features for employees through healthy work design.

This study examined the moderating relationships of prosocial personality, extroversion, and emotional labor on prosocial job characteristics (PSJC) and burnout and work-related negative affect. Extroversion moderated the relationship between PSJC and burnout. Contrary to hypotheses, PSJC were associated with negative affect, and low levels of deep acting buffered the relationship. To the authors’ knowledge, this is the first study to consider detrimental outcomes from the job impact framework.

This study describes the initial development of a measure designed to assess attitude toward the inclusion of minority groups in the workplace. Following conceptual definition, we constructed affective, cognitive, behavioral, and motivational items; incorporated construct measures of diversity perspectives and hiring attitudes, multicultural identity, social dominance, and perceived organizational discrimination; and digitally administered to a sample of N = 210 employed respondents. Exploratory factor analysis identified four meaningful dimensions that attitude toward inclusivity that we labeled inclusive action, normative beliefs, aversive affect, and inclusive participation. Relations with external validity constructs and implications for organizations are reported.

This study?to determine the association between autonomic nervous activity and work-life balance (WLB) among nurses working two shifts in a university hospital. Autonomic nervous system indices among non-standard group nurses indicated that irrespective of working time, many among them experienced high fatigue and stress. Night shift nurses were particularly restricted due to their 16-hour shifts, which had considerable impacts on parenting, nursing role, and self-awareness. In addition to nursing care, mid-level nurses engaged in roles to support junior nurses and hospital committee activities, and reported high job burden and stress. However, we believe that mid-level nurses were able to fulfill responsibilities for a wide range of roles and tasks, which helped them crystallize their professional identity.

This study uses past participatory data in order to investigate how the mental health, and specifically depressive symptoms, of corrections workers is impacted by perceived workplace discrimination (PWD) from peers, superiors, and inmates. Due to the changing sociodemographic makeup of the corrections workforce and its paramilitary structure, this project will then discuss how belonging to a minority group within the field of corrections (ie. women and people of color) or being less tenured on the job moderates the relationship between PWD and depressive symptoms. This study found a significant positive association between PWD and depressive symptoms and that for those who had less job tenure, there was a stronger relationship between PWD and depressive symptoms. As diversity continues to increase in corrections, these findings can be used to develop interventions to reduce mental health disparities experienced by this population and illustrates a need for more programs that target less tenured employees.

The objective of this study was to evaluate associations between exposure to psychosocial stressors at work from two recognized theoretical models, namely Karasek?s Demand-Control-Support and Siegrist?s Effort-Reward Imbalance (ERI) models, and serum concentration of two inflammatory biomarkers, C-reactive protein (CRP) and interleukin-6 (IL-6), separately and combined into an inflammatory index. The current study included a random sample of 2557 participants from the PROspective Quebec (PROQ) Study on Work and Health that were still alive and available for the measurement of serum biomarkers in 2015-2018. Exposure to iso-strain, high job strain and ERI was associated with higher scores on the inflammatory index, especially among men younger than 65 years. These results suggest that the reduction of psychosocial stressors at work could play a role in the prevention of low-grade inflammation. Further studies are needed to clarify the potential differences between men and women.

Informed by person-environment fit theory, this study qualitatively investigated the experiences of autistic employees in the office environment in relation to their well-being and job attitudes. A total of 100 autistic employees of varied industries and countries participated in this survey, and the data were analyzed using reflexive thematic analysis, albeit the analyses are at present incomplete. The themes identified by this study can inform measures employers take to increase autistic employee fit in the office.

Relational job design suggests that essential employees may experience enhanced perceived impact and social worth. Being essential may also buffer the relationship between role overload, burnout, and ultimately turnover. This research suggests that being “essential” may not appeal to employee?s prosocial impact, but could help lessen the impact of burnout on turnover.

This study details the creation and initial testing of a training program designed to teach college students about recovery experiences and the importance of psychological detachment and boundary management tactics which can help people manage occupational stress. We created a 90 minute training program for undergraduate business students. The results showed significant improvements in participants’ trained knowledge and an increase in psychological detachment over time. This research suggests that training aimed at enhancing knowledge of recovery and skill in the use of boundary management tactics can be beneficial for college students and should possibly be modified and tested in other populations.

Our current examination of workplace mistreatment literature is conducted on a secondary level to identify trends and concerns across multiple research streams and unique to specific forms of mistreatment. The current work addresses these commonalities and unique concerns by identifying a holistic framework of workplace aggression, including immediate factors surrounding mistreatment, lenses through which the phenomena can be examined, and secondary-level categories for mistreatment influences (e.g., antecedents, outcomes). This framework was constructed through a thorough review and coding of 31 meta-analyses, qualitative reviews, and book chapters. The identified second-level categories of influences and outcomes of mistreatment may be practically useful for organizations when examining relationships and desired outcomes for workers, while the identified patterns of commonality in mistreatment research (e.g., prevalence of target perspective) highlight opportunities for future research (e.g., perpetrator perspective).

The purpose of the Center for Health, Work & Environment (CHWE) Center of Excellence in Total Worker Health (TWH) is to advance the overall safety, health, and well-being of workers through transdisciplinary research, effective interventions, outreach and communications, education/training, and rigorous evaluation that inform improvements in all of the above. CHWE addresses the need for research on Total Worker Health intervention strategies, focusing on the large number of workers and workplaces at highest risk of occupational fatality, injury, and illness. Specifically, CHWE research will build on the team?s experience in creating innovative TWH interventions and practical outreach tools for small businesses, the education industry, and other high-risk sectors such as agriculture.

The Center for the Promotion of Health in the New England Workplace (CPH-NEW) is a Total Worker Health Center for Excellence that was first developed in 2006. The Center comprises cross-disciplinary researchers from the University of Connecticut (Health Center and Storrs campuses) and the University the University of Massachusetts (Lowell campus). Primary projects of the research core include two large, multi-phase intervention studies (SHIFT II healthcare study and Total Teacher Health public school study) and a 2-year exploratory study to develop organizational and educational approaches that imbed TWH concepts into employer crisis planning and preparedness. The outreach core (TWH r2p Hub) translates research knowledge and lessons generated through implementation materials and programs designed to improve the adoption of TWH in real-world employment settings. Features of CPH-NEW include a common core interest in developing participatory and worker empowerment approaches; continuous improvement of HWPP tools and guidance to users; a focus on mental health and well-being in addition to physical health; and prioritizing research and outreach with essential public sector workers.

Since the start of the COVID-19 pandemic, U.S. fire service personnel have reported increased physical and mental demands. The purpose of this study is to dive deeper into the experiences of the US fire service and examine these demands and identify resources to mitigate imbalance. Semi-structured interviews with fifteen US fire departments illuminated additional job demands and potential resources in response to the COVID-19 pandemic. Although preliminary findings indicate more discussion surrounding resources compared to demands, further analysis is needed to identify key themes in the data.

The purpose of this poster is to provide access to the most extensive and comprehensive bibliographic record and chronicle of all things ever written and researched on burnout, before, during, and beyond the pandemic. To date, a comprehensive bibliographic catalogue totalling upwards of 81,786 unique burnout references from 1957 to the present has been compiled. A total of 41 active databases from 10 active providers and 15 previous bibliographies were used in the development of this bibliography. This bibliography serves as an invaluable resource for global researchers, students, and practitioners interested in examining the general topic of burnout, burnout meta-analyses, the more specific discussions of burnout experienced across selected occupations, or changing trends within the field, for example the burnout experience before and after the COVID pandemic. This bibliography will soon be available to anyone as an Open Educational Resource via a series of pressbooks.

In March 2020, correctional facilities were not exempt from the effects of the COVID-19 pandemic, and may have been impacted more severely compared to other work settings, especially due to workplace stressors (CDC, 2021; Montoya-Barthelemy, 2020; Okano & Blower, 2020; Rubin, 2020). Utilizing a novel approach (Introduction, Integration, Implementation, and Interpretation), this case study evaluates the strengths and challenges of integrating a clinical perspective in participatory action research.

The purpose of this presentation is to compare the effectiveness of two participatory design teams of frontline correctional employees; a facility based team vs a multi-site based team. Both design teams, were trained and utilized the Healthy Workplace Participatory Program to implement health, safety and well-being interventions for their workforce. The teams will be compared through researcher process surveys and notes, and pre-post surveys of the workforce developed by each team to measure the effectiveness of their interventions.

A primary objective of the present study is to demonstrate the feasibility of a protocol for detailed and continuous assessment of physiological signals among nurses using a wearable physiological sensor system along with event-contingent experience sampling of critical incidents. Twelve registered nurses (N=12) in a university hospital emergency department wore noninvasive wearable sensors continuously for seven consecutive days and logged the occurrence of workplace violence incidents. The ability to objectively quantify stress responses over the course of the workday could serve as a valuable tool in planning Total Worker Health? interventions.

This qualitative study investigates the relationships between occupational stress and smoking as a coping mechanism among residential addiction treatment providers, many of whom are in recovery from addiction themselves. Participants described intense and stressful work environments which compromised work-home boundaries, and this contributed to high staff turnover. Participants also describe smoking as a reprieve from the stressful work environment. Some participants reported that providing vacation days as an incentive to quit smoking may improve staff health and reduce turnover, and this intervention should be further explored in other addiction treatment settings.

In spite of mitigation efforts taking place to contain COVID-19 in 2020, confirmed cases still soared within one correctional facility in a northeast state. To examine facility pandemic-related responses, qualitative data was gathered via focus groups of facility staff. Focus group themes were: staff and inmate compliance with safety protocols, communication of policies or procedures, the role of facility administrators in responding to the pandemic, and a work culture of presenteeism. We identified several areas for improvement of facility policy and protocols to protect workers and inmates from the transmission of COVID-19 and similar communicable illnesses.

During the COVID-19 pandemic, the trucking industry emerged as essential and like many other industries, strived to maintain operations and keep workers safe without an established roadmap for navigating such an emergency. Following the Risk Information Seeking and Processing Model (RISP; Mead & Rimal, 2014) framework, we interviewed nine local/short haul stakeholders to learn about their public health information seeking and work experiences during the pandemic. Findings reveal that there was a lack of consistency in approaches to information seeking, satisfaction with the information available varied, worker mental health was not prioritized, and employee input was not sought. Industry stakeholders emphasized the importance of flexibility and using this experience to be ready for future possible emergencies. Findings will inform public health messaging and the industry?s emergency preparedness efforts.

Safety climate has been identified as an upstream predictor of organizational and safety outcomes. The Fire Service Organizational Culture of Safety (FOCUS) survey measures the industry specific safety climate of the United State (US) Fire and Rescue Service. This presentation will present descriptive epidemiology results of the FOCUS beta-test survey data in response to queries by participating fire departments.

In this presentation of a portion of the data collected from a longitudinal study of healthcare workers, we provide evidence for the reliability and sensitivity for short-form versions of numerous established measures of resilience-related individual differences and psychological health and well-being. By comparing averages of shortened scales from multiple timepoints to the full scale used during a baseline survey, we demonstrate the utility of short-form scales in both capturing constructs and retaining participant engagement. In addition, we analyze changes in these scale scores with changes in seven-day COVID hospitalization averages. Ultimately, we hope this information will guide future researchers in ways to shorten survey length while maintaining rich data to help ensure adequate participation in their efforts.

Our project aims to develop and validate a Respectful Workplace Climate Scale to support the goal of fostering, promoting, and measuring a respectful workplace culture and climate in the workplace. In order to develop a reliable and valid respectful climate scale, we will utilize a mixed methods approach with both qualitative and quantitative methods. The current study represents Phase I of the project, providing insight on this topic based on the literature review and analysis of 10 SME?s responses. The long-term goal of this project is to help companies build a respectful workplace by developing a psychometrically sound Respectful Workplace Climate Scale that they can use to gauge the status of respect in their workplaces and the progress of interventions implemented.

The purpose of this study was to develop a new measure of supervisor social support with strong psychometric properties. Data were collected and analyzed from 258 employed students attending an American university. The scale demonstrated adequate internal consistency reliability and showed evidence of both convergent and criterion-related validity. Ultimately, the scale may assist researchers in accumulating and classifying empirical findings to advance the field.

? Our objective was to evaluate differences in hospital nurses? acute and chronic fatigue levels based on personal and work-related characteristics. ? Personal characteristics including sleep quality and quantity, and work-related characteristics including work shift length, unit type, unit staffing, number of patients, number of patients with COVID-19 cared for, frequency of caring for patients with COVID-19 over the past few months, and hospital size, were significantly related to nurses? acute and chronic fatigue. ? To maintain patient and nurse safety and assure quality care, healthcare organizations should identify and monitor these risk factors and conduct appropriate interventions to mitigate their impacts.

Unfair workplace treatment may interact with PTSD symptoms leading to increased perceived intent to harm and counterproductive workplace behavior. To test this, 205 participants viewed unfair or fair workplace vignettes. Hierarchical linear regression partially supported the hypothesis that unfair workplace treatment combined with PTSD symptoms increases perceived intent to harm and counterproductive behavior. Results suggest that unfair workplace treatment and PTSD symptoms predicted counterproductive workplace behavior, while PTSD symptoms only predicted perceived intent to harm.

Being treated unfairly at the workplace may interact with symptoms of PTSD, causing an increase in paranoia and anxiety. To test this, 205 participants were recruited on Qualtrics and read unfair or fair workplace scenario vignettes. Hierarchical linear regression failed to support the hypotheses that unfair workplace treatment combined with PTSD symptoms increases both anxiety and paranoia. Results indicate that unfair workplace treatment predicted paranoia, while PTSD symptoms were correlated with anxiety.

The purpose of this study is to examine the impact of planning for anticipated workload on emotional exhaustion. This study consisted of a two-part online survey that was distributed on an online research participation system. Research suggested that workers? anticipated workload over the following two weeks predicted emotional exhaustion levels; however, when employees put more effort into planning for their anticipated work, they felt higher levels of emotional exhaustion. This could be because planning itself consumes a lot of cognitive resources, later causing more emotional exhaustion when the work actually comes around.

This study investigates the role of psychological capital as a buffer of the effect of adverse childhood experiences (ACE) on subjective well-being and job burnout. We used a sample of 359 workers from a public organization in Puerto Rico to test the effect of ACE on job burnout through subjective wellbeing and to examine the moderating role of psychological capital in this indirect effect. Results showed that ACE have a negative effect on job burnout through subjective well-being. The conditional process analysis showed a significant moderated mediation in which the effect of ACE on burnout via subjective well-being is not significant at higher levels of psychological capital. This study provides empirical evidence for the potential of psychological capital interventions to mitigate the effect of ACE on subjective and work-related well-being.

This study explores how the stressful environment of working in a prison, particularly in regard to the need to manage emotions (emotional labor), and personal resources (in the form of personal sense of coherence) affect occupational burnout. Using data from a sample of 169 correctional staff members who participated in an ongoing study of health and well-being among staff at state correctional facilities, we examine whether work-based emotional labor is related to the emotional exhaustion component of burnout, and whether personal sense of coherence (SOC) has a protective effect by buffering the impact of emotional labor on burnout-exhaustion.

Despite some findings that e-mail use can lead to symptoms of burnout and the experience of work-family conflict, no studies have addressed the relationship between e-mail as a source of stress and both burnout symptoms and work-family conflict. Additionally, no previous research has tested the mediation effect of work-family conflict in the relationship between e-mail as a source of stress and burnout symptoms. We conducted a cross-sectional study, in which 389 employees from a multinational company responded to an online survey. Our results provide evidence to consider that e-mail as a source of stress is likely to cause a conflict between an individual?s work and family domains, which by its turn, will lead to the experience of burnout symptoms.

The COVID-19 pandemic has inflicted countless challenges and novel stressors on healthcare workers. Emergency medicine residents have been on the frontlines of this crisis from the very start and have encountered a variety of unique stressors and challenges throughout this global crisis. Research presented here seeks to provide insight into emergency medicine residents? experiences through a mixed-methods longitudinal survey administered beginning in March 2020 and continuing to present day. Results provide a continuous and detailed storyline of challenges and coping mechanisms that emergency medicine residents have reported throughout this global crisis.

Using data from a public Institution, we analysed the effect of customer incivility on burnout and how trust and organisational justice mediate and moderate this relationship. At lower levels, justice moderated the association between incivility and trust; and of incivility on burnout (three of four dimensions) via trust. By not being perceived as fair, organisations risk having employees that- exposed to customer incivility- experience greater consequences on their well-being.

There is growing research supporting interacting with natural environments can facilitate restoration and work-stress recovery through decreasing negative feelings associated with acute stress and lowering the physiological effects of arousal. This study aims to explore the relationship between burnout and natural interaction by completed a pre-study survey measuring preexisting burnout and well-being measures; after completing the survey, they were randomly assigned to either participate in a greenspace or virtual natural environment for a minimum of 30 minutes a day for one week while completing daily diary surveys reflecting on their experience. Participants in both conditions, greenspace and virtual, exhibited lower mean burnout after one week of natural interaction. This research suggest that using both physical and virtual nature can be used as a means to detach from work, provide opportunities for increased physical activity, and facilitate improved psychological health.

In this study conducted in a mixed population of non-clinical and clinical healthcare staff, we examined the association of emotional exhaustion-a dimension of burnout-with understudied work environment exposures including organizational-level policies and practices as well as job-level hazardous work conditions, using a novel mediation analysis approach proposed by Valerie and VanderWeele. We found that job safety, emotional labor, psychological demands, physical demands, job strain, assault and negative acts (bullying) were positively associated with emotional exhaustion while organizational support for safety was negatively associated. Job hazards served as both mediator and moderator in the association between organizational support for safety and emotional exhaustion. These findings suggest that policies for organizational commitment to employee safety should be efficiently applied to ensure reduction of job hazards in order to improve burnout. Future longitudinal studies are needed to further examine this association.

This research aims at investigating the mediating effect that emotional exhaustion has on the relationship between, work organization conditions, human resource management (HRM) practices, and job performance during the COVID-19. It also aims at analyzing the moderating effect of organizational communication in the relationship between work organization conditions, HRM practices, emotional exhaustion, and job performance.

The proposed presentation will focus on results from a telephone survey of currently or recently employed adult residents of a rural county in Illinois. The survey covers in-depth employment characteristics, which allows for classification of relative employment precarity of respondents, and explores respondents’ mental health and substance use. Preliminary findings suggest that employment precarity is associated with poor mental health in this sample and may be associated with increased alcohol consumption and use of non-prescription pain killers.

As the commute is the transition phase between work and home, this study examined whether one?s work/home boundary management contributes to whether they suffer versus benefit from their commute home from work. Using a daily diary design, this study showed that maintaining a weak family-to-work boundary hinders in-commute recovery from work and points to affective rumination during the commute home as the linking mechanism. These findings suggest that a stronger work/home boundary facilitates recovery from work during the commute home and protects commuters from harmful outcomes stemming from affective rumination.

The purpose of this study was to examine possible changes in physical activity, barriers to physical activity, and sedentary behavior for full-time American office workers who experienced a period of mandatory work from home (WFH) during the COVID-19 pandemic. This cross-sectional survey study found that WFH was associated with additional energy and motivation to exercise and having a workout partner. However, physical activity was associated with exercising for health or stress reduction only when working at one?s workplace (WAW). As a practical implication, employees could capitalize on their energy and motivation to exercise when WFH.

Taking a dynamic perspective and the latent change score modeling, we found that emotional exhaustion lead to subsequent increase in CWB over time; this positive relation only held for those having low emotion-focused coping skills. Taken together, employees with effective emotion-focused coping skills were less likely to conduct CWB in response to emotional exhaustion over time, whereas those lack of coping skills have higher chance to conduct CWB when constantly depleted. By examining the reciprocal relations between CWB and emotional exhaustion in a dynamic context, the current study offers several theoretical and practical implications.

The present study describes the preliminary development of a new measure designed to integrate conflicting conceptual perspectives in the workaholism literature. Based on prior research, we constructed items to represent five hypothesized dimensions of workaholism, administered digitally, and collected data from 203 respondents. Exploratory factor analysis using principal axis factoring with oblique rotation revealed three, rather than five, related factors representing affective pleasure, work intensity, and compulsive effort. Relations with existing measures of workaholism and job involvement are examined and future directions, discussed.

The objective of this study (to be completed by July 2021) is to assess the relationship between work demands and burnout among applied behavior analysis (ABA) practitioners, along with the moderating role of professional social support and psychological flexibility. This study extends previous burnout research within this professional demographic to understand how work demands may have changed for ABA practitioners in response to the COVID-19 pandemic. ABA practitioners are at higher risk of burnout due to characteristics of their work, and workloads for ABA practitioners are expected to be heavier during the COVID-19 pandemic, which may intensify physical and mental exhaustion. The study used a non-experimental design, and a link to a web-based survey was disseminated.

Despite the majority of time spent with family after retirement, a paucity of studies has examined the impact of family factors on retirees? well-being. Using a sample of retirees (N = 1,522) from the Health and Retirement Survey (HRS), the current study showed retirees whose spouse is also retired showed higher family satisfaction compared with retirees whose spouse is not yet retired. Also, participants, who consider that time spent with their spouse is enjoyable and that they are close with their spouse, showed higher life and family satisfaction and health. The present study suggests the importance of family factors such as marital quality and spousal retirement status in retirees? well-being.

The purpose of this project was to evaluate the barriers and facilitators of long-term sustainability of a HWPP during a period of significant organizational transition. Analysis of interviews with individuals closely involved with the project were qualitatively analyzed using grounded theory methods and thematic analysis. Results from the interviews showed universal support for the continuation of the existing HWPP, but significant concerns over the sustainability of the project due to lack of formalized policy and organizational resources. Practical implications for current and future HWPP include formalizing policy across multiple sites, enhancing training and recognition for all stakeholders, and minimizing project turnover.

This study is the first scoping review and psychometric meta-analysis of workers’ psychological strain specific to COVID-19. The author meta-analytically summarized coronavirus-specific psychological strain in relation to relevant worker characteristics and work-related variables. Strain measure and government response (viz., Oxford COVID-19 Government Response Tracker?s immediacy index) were examined as moderators.

The proposed presentation describes the pilot implementation and preliminary results of the Self-compassion, Yoga and Mindfulness for Burnout: Integrating Online Sessions and Interpersonal Support (SYMBIOSIS) program for 19 medical students. Mixed-methods results demonstrated strong feasibility and acceptability that were comparable to larger, well-funded programs. Repeated measures ANOVA (pre, post, follow-up) results from validated quantitative measures revealed significant improvements over time for burnout, perceived stress, self-compassion, and health promoting behaviors with effect sizes ranging from medium to very large. These promising results present a practical intervention development and implementation process that may significantly improve the biopsychosocial well-being of medical students.

This study responded to a call for research by Bakker and Demerouti (2017) to continue improving the JD-R model by expanding the model to include less-studied variables and using better research designs. Specifically, we tested job crafting as part of a feedback loop in the job resources path of the model, and we tested competing models of the directional relationship between job crafting and work engagement. The results support a unidirectional relationship between work engagement and job crafting. This study offered several theoretical implications and considerations that can be used to develop and improve future research studies testing job crafting in the JD-R model.

This case study explores attitudes and experiences of healthcare workers towards a significant change in workplace facilities and investigates factors that enabled or hindered successful change. We draw on Kotter’s eight step model, as well as presenting empirical evidence, to show that when managed appropriately, significant change in the ways of working for healthcare staff can be successful.

The vision of the Healthier Workforce Center of the Midwest is to create a safe, healthy, and productive workforce through basic and applied research, participatory approaches, and theory driven education and translation activities. The HWC is a collaboration which includes the University of Iowa, Washington University in St. Louis, the University of Kansas Medical Center, WorkWell KS, and two NIOSH Total Worker Health? Affiliates (the Nebraska Safety Council and the St. Louis Area Business Health Coalition).

COVID-19 has taught us a great deal about employees? basic needs and the importance of addressing these needs during and after COVID. A ?hybrid? work arrangement has emerged as the strategic choice for businesses to address employees? concerns about returning to the workplace and maintaining their autonomy regarding when and where they work. This study evaluates the degree to which workplace designs under a hybrid work arrangement promote employee health, well-being, and productivity, and offers recommendations for improvement.

The purpose of this register-based study was to investigate associations between different trajectories of occupational complexity across work life and late-life dependency among participants aged 70 and older. The results from this study indicate that working conditions early in the career should be targeted for intervention by increasing the level of occupational complexity, as it may have cumulative positive effects across the work life for late-life dependency.

Working cancer survivors can face stereotypes and discrimination at work. Our research focused on cancer survivors’ perceptions about whether they are seen as competent or not in the workplace. Survey data from 200 working cancer survivors indicated that when survivors perceived that others at work see them as competent, they developed higher self-efficacy, which was then related to higher work engagement and lower turnover intention. Cancer survivors’ need for emotional support served as a boundary condition.

Gaps in the literature on the effects of demographic characteristics on worker safety, health, and well-being continue to persist. The National Occupational Research Agenda (NORA) for Healthy Work Design and Well-Being (HWD) identifies those gaps, and the HWD Council has developed a plan for how to address the gaps and advance the Agenda. This poster not only aims to make its audience aware of the NORA for HWD research gaps related to understanding the different effects of demographic characteristics on worker safety, health, and well-being, but also to initiate the process of connecting potential research partners and stakeholders.

Given that individuals with developmental disabilities (DD) are a severely underutilized talent pool in today?s workforce, there is an urgent need for research that increases organizational readiness for the inclusion of this population. The present study makes an important and timely contribution to this effort by identifying the skill and knowledge gaps of supervisors of employees with DD. Findings from this study will inform the development of holistic training programs that will increase supervisor capacity to manage and support employees with DD, resulting in positive long-term employment outcomes.

This study will provide a description of the nature and distribution of incivility experiences and aggressive/hostile incidents experienced by nurses during the course of a work week. Quantitative and qualitative data from close-in-time incident reports and end-of-day daily experience surveys are used to characterize the frequency, characteristics and sources of incivility and aggression as well as the nature of incidents that comprise the experiences reported during the study period.

A Design Team from the Connecticut Correctional Supervisors? Council collaborating with research staff from UConn Health utilized the Healthy Workplace Participatory Process to develop a Healthy Eating intervention for their workforce. Due to COVID-19 restrictions, the training occurred virtually and pre- and post-surveys, created by the team were used to measure the efficacy of the training. Results showed that the training helped raise awareness of unhealthy eating behaviors. Finding can help play a role in future interventions in corrections.

In this study conducted in a mixed population of non-clinical and clinical healthcare staff, we examined the association of depression with preventable work environment factors using a novel mediation analysis approach. We found that emotional labor (SaEL), emotional exhaustion, job strain, and work family interference were positively associated with depression while perceived organizational support for safety and work role functioning were negatively associated. The association between emotional labor and depression was strongly mediated through emotional exhaustion. These findings suggest that interventions regarding SaEL are needed for HCWs in order to reduce emotional exhaustion and consequently decrease the risk of depression. Further longitudinal studies are needed to verify these associations.

We study the mediating role of stressor appraisal on the relationship between role stressors (RS) and psychological strains (anxiety and tedium) and subsequent organizational outcomes. We also extend the nomological net to include other linkages between psychological strains and organizational outcomes in Lazarus and Folkman?s (1984) transactional model of stress. We expected the relationship between RSs (conflict and overload) at T1 and intention to leave the organization (IL) at T2 would be mediated by hindrance and challenge appraisals at T1, psychological strains at T1 and T2, and organizational attitudes: affective organizational commitment (AOC) and job satisfaction (JS) at T2, however, the expectation was partially met. An SEM showed that appraisal was not a relevant mediator in the nomological net, but the outcome due to stressors as mediated by psychological strains (at T1) and organizational attitudes were impactful.

Gaps remain in our understanding of the determinants and consequences of work design overall and non-standard work arrangements (NSWAs) specifically on worker safety, health, and well-being. This poster presents efforts by the Healthy Work Design and Well-being (HWD) Cross-Sector council to identify and address these gaps and advance the HWD National Occupational Research Agenda (NORA). The poster aims to improve awareness of the research gaps identified in the HWD NORA and to expand partnerships that will further advance worker well-being.

The construction industry is slow to reform and change is often met with many barriers, even if the change includes clear safety advantages and potentially lifesaving measures (Fernie et al., 2006). Our research aims to develop a deeper understanding of (1) frontline workers? preparedness to work effectively and efficiently with robots on future construction sites and (2) the barriers and facilitators that organizational leadership has identified through their experiences on the construction site. To develop a deeper understanding of the specific challenges faced by the industry, we will hold interviews with a minimum of 20 frontline workers and members of organizational leadership. Data collection is underway and set to complete over the summer.

For the overall population health, it is necessary to understand the long-term health effects of COVID-19 exposure. We clarified whether workplace infection-control against COVID-19 and clustering of unhealthy lifestyle behaviors exert interactive effects on SRH among Japanese workers. We find that the risk of poor SRH was higher when people were exposed to insufficient workplace infection-control combined with a cluster of unhealthy lifestyle behaviors.

We propose to present our scoping review of interventions targeting the health and wellbeing of nail salon workers. We used a five-step approach to retrieve, review, and appraise peer-reviewed articles. Four unique interventions were identified indicating the need for more rigorous interventions to promote the health and wellbeing of nail salon workers.

Typically, only workload from work is investigated (Bakker & Demerouti, 2007; Meijman & Mulder, 1998), but non-work sources such as caregiving can also be significant sources of workload. We aimed to advance understanding of factors affecting whole day workload by investigating if engagement in more strenuous, or high demand activities (Hernandez et al., 2020), in a day gives rise to greater whole day workload ratings, and if the frequency of rest and leisure activities moderate their relationship. Using mixed-effects modeling on 14 days of ecological momentary assessment data collected from 45 working adults with type 1 diabetes, we found that rest but not leisure was a significant moderator of the relationship between strenuous frequency and workload for workdays only, with higher rest decreasing the magnitude of workload associated with increases in strenuous frequency. Study results suggest that some workers may reduce their workload by substituting part of their leisure time with rest on workdays.

Researchers have consistently found that job insecurity is related to a number of poor health and well-being outcomes. Despite this, the extent to which this relationship may be moderated by job satisfaction or financial dependence on the job has not been sufficiently investigated. Our study found support for the moderating role of economic dependence and job satisfaction in the relationship between job insecurity and life satisfaction. In addition, we also found that economic dependence moderates the relationship between job insecurity and self-rated health.

Chronotype, which is the natural inclination or preference of your body to sleep at a certain time, has been implicated to be associated with various health issues including sleep problems and depression. In this study, we have specifically focused on self-rated health and its association with chronotype. As a result, later chronotype was significantly associated with an increased likelihood of poor self-rated health.

In this presentation we will review our experience with implementing a program of virtual medical group visits for stress management through an on-site employer-based clinic. We will data demonstrating that this program is feasibility and acceptability to patients. While efficacy data is preliminary, it is suggestive that this kind of program can be effective in reducing symptoms of depression and anxiety in workers. Finally, we will discuss the unique aspects of on-site health care with respect to implementation of this program.

Based on previous findings, it was anticipated that age would be related to improved coping and resilience and lower negative outcomes during the COVID-19 pandemic. Hypotheses were tested in two samples greatly impacted by the pandemic (e.g., education and hospitality). Across samples, age correlated positively with resilience and well-being and negatively with COVID-related rumination and stress.

The objective of this study was to provide an integrative review analyzing the relation between loneliness and workplace. A systematic review was conducted using Web of Science and Semantic Scholar with ?loneliness?, ?perceived social isolation? and ?workplace? , ?work environment? as the main keywords in the field of psychology and neuroscience. Results suggest that loneliness at work decreases job performance, organizational commitment, trusting in leaders, and is the strongest predictor of mental health problems. Practical implications for designing loneliness-reduction based interventions in the work environment are further discussed.

Individuals were surveyed about their exposure to workplace sexual and generalized harassment, symptoms of anxiety and depression, and alcohol use/misuse at 8 timepoints between 1996-2007 (W1-W8) and were resurveyed in 2020 (W9). Bivariate analyses indicate that those who were exposed to chronic sexual or generalized harassment at W1-W8 reported significantly greater symptoms of depression and anxiety and past 30 day measures of heavy alcohol use. These results suggest that workplace harassment can have long-term health implications for targets, and that enforcement of existing laws that prohibit sexual harassment and enactment of similar laws to protect workers against workplace bullying could help to protect long-term health of workers.

This study investigates the trend of musculoskeletal health, chronic pain, violence/assault exposures, physical and psychosocial work factors, and individual health of Correctional Officers. A group of 120 correctional officers from two facilities were followed at two time points with self-reported survey and physical assessments. We will examine the changes in musculoskeletal health and physical and psychosocial work exposures overtime.

While much scholarship on meaningful work encourages employers to facilitate it, other work highlights that so-called management of meaning, as well as meaningful work itself, may lead to vulnerability to exploitative or coercive employment practices. This cross-sectional survey study represents a first empirical test of management of meaning’s relationship to feelings of exploitation, turnover intentions, burnout, and work/nonwork conflict. Data from employed Americans (expected n ? 250) is still being collected at the time of this proposal’s submission. We expect management of meaning to positively predict both feelings of exploitation and experienced meaningfulness in work, suggesting that it may ultimately influence employees to tolerate unhealthy or exploitative working conditions.

In a mixed methods study, 333 Canadian contract and tenured/tenure-track academics retrospectively reported on their mental health and leaves of absence throughout their career. We found that when academics experience high levels of mental ill-health, they tend to self-manage rather than request formal workplace accommodation or take leaves of absence, in part because of lack of options for accommodations but also out of concern around professional stigma and giving extra work to colleagues. When academics work during periods of mental ill-health, that is, have high levels of presenteeism, their productivity declines, which can have long-term career consequences. Universities can respond by developing appropriate and useful accommodations for faculty members with mental ill-health.

This study confirmed that mentoring can be a job resource for preventing burnout and enhancing work engagement among Japanese working people.

We conducted a meta-analysis of 11 studies of educators (n = 11,729) that bear on the relationship of the MBI?s subscales, emotional exhaustion (EE), depersonalization (DP), and a reduced sense of professional accomplishment (rPA) with each other and with validated depression scales (we expect to add two or three more studies in the coming months). The EE-depression correlation (r = 0.68; disattenuated r = 0.76) was greater than the intercorrelations among the three MBI subscales and the correlations of DP and rPA with depression. The evidence suggests that among educators the tripartite conceptualization of burnout consisting of EE, DP, and rPA does not hold up. An implication of our research is that an educator who is suffering from burnout could be helped by a clinician who specializes in the treatment of depression. We believe this an reduce attrition.

The present study focused on the potential impact of social comparison on workers? interpretations of demanding workplace events and their confidence in coping with stress. A sample of 139 healthcare workers provided personal data (via a self-report survey) in relation to five types of stressors common to the field of nursing, along with relevant information about how they perceive their coworkers? responses to said stressors. Support was found for the hypothesized model through path analysis. Workers reported higher levels of stress when they were 1) frequently exposed to demanding events, and 2) when they perceived high stress in their coworkers; workers felt more prepared to cope when they reported high familiarity with their coworkers? coping tactics; but workers also felt less confident in their coping when they personally felt greater stress.

Burnout has been a major concern for all workers, but may be particularly concerning and prevalent for healthcare workers. Therefore, we examined healthcare workers before and during the Covid-19 pandemic in order to understand the extent to which the resources that workers had prior to the pandemic would help to buffer the negative impact of Covid stressors on worker health outcomes.

*Note: There is no explanatory video accompanying this poster.

The study purpose is to examine individual and relational contributions to an entrepreneur?s perception of their spouse?s commitment to a new business venture one year after its creation. Hobfoll?s Conservation of Resources theory of stress was the theoretical grounding for the study of 73 entrepreneurs and their spouses. Whether a spouse was involved in the new venture prior to its launching, whether the spouse perceived the new venture to be a positive influence on their couple relationship, and an entrepreneur?s positive global affect one year after the launch predicted the entrepreneur?s perception of spousal commitment to the new venture one year after its launch. Spousal involvement had the strongest influence on entrepreneur?s perception of spousal commitment followed by spousal expectation of the business on their couple relationship and entrepreneur?s global affect.

The NIOSH Agriculture, Forestry, and Fishing Program (AgFF) provides leadership and coordination between intra- and extramural efforts nationwide to prevent work-related injuries and illnesses among the nation?s agricultural, forestry, and fishing workers (AgFF). AgFF workers are exposed to high-risk, unpredictable environments, as well as long hours and shift work. Likewise, the majority of AgFF workers are in non-standard work arrangements, and unlike many sectors, most AgFF workers are specifically exempted in many regulatory policies regarding minimum wage, overtime, maximum hours per shift, child labor, and health and safety enforcement. This poster will highlight the NIOSH AgFF Program?s recent and future research, training, and outreach initiatives related to mental health and stress, sleep deprivation and fatigue, aging, workplace violence, non-standard work arrangements, and health equity in order to improve the overall health of all AgFF workers.

Industries and occupations that are the focus of the Center for Maritime Safety and Health Studies specialty program include shipyards, marine terminals, marine transportation, commercial fishing, aquaculture, seafood processing and commercial diving. Maritime workers are engaged in highly varied and diverse work settings and are exposed to a complex mixture of health hazards. Stress and its adverse short-term and long-term safety and health consequences are known to occur in many maritime industries and occupations, but it is not well recognized or characterized, nor adequately researched or addressed. The objective of this presentation is to highlight occupations and industries within the Maritime Specialty program where exposure to fatigue and stress are of concern.

This presentation provides information on the mission and function of the National Institute for Occupational Safety and Health?s (NIOSH?s) Cancer, Reproductive, Cardiovascular and Other Chronic Disease Prevention Program (CRC). The poster will describe current research priorities related to reducing and preventing occupational chronic diseases including cancer, cardiovascular disease, renal diseases, and neurological diseases as well as adverse reproductive outcomes. Collaboration with researchers, labor unions, professional and trade associations, and others is critical to the CRC and this poster will help to promote partnerships external to NIOSH.

The National Institute for Occupational Safety and Health (NIOSH) Healthy Work Design and Well-Being (HWD) National Occupational Research Agenda (NORA) Program seeks to improve the design of work, work environments, management practices, and organizational policies in order to advance worker safety, health, and well-being. The HWD Program partners with industry, labor, trade associations, professional organizations, and academia to address HWD needs. This poster describes how the program and its partners address outcomes of interest under the umbrella of safety, health, and well-being including but not limited to traditional injury and illness; depression, anxiety, suicide, PTSD; substance abuse, and cognitive impairment; metabolic disorders, and sleep disorders; and well-being (quality of life, hedonic, and evaluative well-being).

  Lauren M Menger-Ogle, PhD, NIOSH; Sarah Hughes, MPH, NIOSH; Donna Pfirman, AAS, NIOSH; Paul Schulte, PhD, NIOSH

  Brenda Jacklitsch, PhD, MS – NIOSH; Garrett Burnett, MS, MBA – NIOSH; Vamsi Kodali, PhD, MS – NIOSH

The TWU program collaborates with partners to identify relevant research and to help disseminate research findings and translate them into practice. The program publishes research in scientific journals and translates findings into materials that can be used by a variety of partners and stakeholders to improve the safety, health, and well-being of TWU workers. Products include scientific journal articles, fact sheets, blogs, infographics, and social media messages.

Increasingly, there is interest in an integrated, systemic approach to worker safety, health, and well-being. NIOSH and the RAND Corporation initiated an effort to develop a conceptual framework and operationalize indicators for worker well-being. During the past three Work, Stress, and Health conferences, we have reported on the progress of this effort. This effort has created the NIOS Worker Well-Being Questionnaire (WellBQ), and this poster will summarize the questionnaire, implications, and opportunities for future research.

The immediate progression of incivility needs more investigation to understand its insidious consequences and affective shift provides strong theoretical support for a mechanism. A daily diary study using a nursing sample, a profession notorious for incivility exposure, observed that daily progression of coworker incivility resulted in a downshift in positive affect and an upshift in negative affect, and that this affective shift influenced the wellbeing measure of blood pressure but not the behavioral measure of procrastination. Limitations of range restriction, self reported measures, and sample size contributed to the results, but overall conclusions suggest that incivility influences emotions and physiological systems immediately and that the structure of the profession possibly influences behavioral outcomes.

This study used a daily diary approach to survey employees in a variety of organizations for a total of 5 days on their barriers and facilitators to nutrition and exercise behaviors, as well as several health choice and work-related outcomes. It found that the number of barriers and facilitators reported on a given day were related to the specific health behaviors of diet and exercise, and that some types of barriers/facilitators did also relate work performance, well-being, and stress. This has implications for how organizations can promote healthy eating and exercise choices for employees that wish to make these choices by removing the barriers in their work environment and create factors that facilitate them.

Not all workers have the same risk of experiencing a work-related health problem, even when they have the same job. The way societies configure social and economic institutions influence workers? exposure to occupational hazards (differential exposure) as well as their ability to cope with adverse consequences of an occupational injury or illness (differential susceptibility). The Occupational Health Equity program is working to integrate a social determinants of health approach to occupational safety and health.

This study examined COVID-19 and personal factors associated with the health and well-being of 314 US nurses in hospital setting, during a heightened wave of the pandemic. A significant percentage of nurses reported high level of stressors associated with COVID-19 experience at work and in their personal lives, significant COVID-19 related anxiety, depression, and high levels of burnout. Nurses with children at home, caring for COVID-19 patients, with higher workload and less seniority, reported worse mental health and well-being outcomes. The results indicate the need for interventions to support nurses during and post-pandemic.

The occupational stress inherent in firefighting poses both physiological and psychological risks to firefighters that have been found to possess a reciprocal nature. That is, the nature of these relationships in terms of indicator and impact are elusive, especially as it relates to sleep health (e.g., quality, quantity, hygiene, etc.) as a specific physiological risk and burnout as a specific psychological risk. A series of mediation models were assessed to examine the reciprocal relationships between occupational stress, burnout, and sleep health in a sample of 161 career firefighters. The mediation models confirmed reciprocity among the variables in so much that relationships were best described by the underlying mechanism at work. Comprehensive assessments of both subjective and objective markers of sleep health should be incorporated into firefighter research to supplement behavioral health assessments and interventions, especially related to burnout and occupational stress.

This poster aimed to investigate the role of COVID-19 safety climate on employees’ fatigue, performance, and mental health. We found that enactment of COVID-19 preventative behaviors in the workplace predicted higher COVID-19 fatigue only at lower levels of safety climate. In turn, fatigue predicted lower performance, but not lower mental health.

The poster abstract is a description of the Oregon Healthy Workforce Center, a NIOSH Total Worker Health Center of Excellence.

Empirical work showed that organizational dehumanization deleteriously affects employees’ well-being and attitudes. However, it is currently unclear whether these detrimental consequences are limited to focal employees who perceive organizational dehumanization, or whether lower-level employees may also be impacted. Using matched supervisor-subordinate data, our research indicates that supervisors experiencing organizational dehumanization exhibit more undermining behaviors toward their subordinate who, in turn, report poorer well-being and negative attitudes. By doing so, our research extends prior work by highlighting for the first time the trickle-down effects of OD.

This research seeks to understand how individual differences contribute to the prediction of safety behaviors and outcomes by investigating safety locus of control (SLOC), a safety-specific individual difference capturing one?s tendency to view a contingent relationship between employee behavior and safety outcomes. To meet this aim, we developed a measure of SLOC and will be collecting evidence for its validity using a multiwave survey design. Further, we address a call for research on individual differences that predict safety outcomes beyond organizational climate by examining whether SLOC explains incremental variance in safety behaviors (i.e., safety performance, safety voice) and safety outcomes (i.e., workplace injuries) above and beyond perceptions of safety climate. The SLOC measure and results of this research can be useful for both researchers and practitioners in understanding the role of individual differences in workplace safety.

The workplace mistreatment literature commonly finds evidence of an array of negative individual and organizational outcomes due to mistreatment incidents (Schilpzand et al., 2016). However, the literature fails to prominently address the occasions in which certain forms of workplace mistreatment may be paradoxically beneficial to the target employee or organization. This poster presents a qualitative review of the workplace mistreatment literature, focused on summarizing findings from empirical studies that either indicate the processes through which workplace mistreatment leads to paradoxically positive outcomes or the circumstances under which they occur. This review highlights this gap in the literature by directly examining which individual, organizational, and other environmental factors qualify the relationships between workplace mistreatment and desirable outcomes.

Based on workplace safety research, it was expected that individuals would be influenced by their coworkers? levels of compliance with COVID-19 safety protocols. In a sample of employees working on-site full time and representing a wide range of industries (N=206), coworkers? compliance with COVID-19 guidelines significantly predicted one?s own compliance three weeks later, while controlling for one?s original level of compliance. This pattern held for both social distancing and hygiene guidelines.

Breast cancer and treatment regimens pose significant challenges for workers, but organizational support can facilitate staying at work or returning to work. We sought to identify the types of organizational support that breast cancer survivors most value and desire, and sources of support within employing organizations. We content-analyzed responses to an open-ended survey question using the constant comparative method and identified recurrent themes. We found that instrumental support (flexible work arrangements), emotional support (empathy), and paid/unpaid time off from work were especially valued by survivors.

The purpose of this study is to characterize small businesses by their organizations? Total Worker Health? (TWH) approach — business strategies, leadership, and climate; and to assess the relationship of these approaches to employee health and safety behaviors. Using data from 97 businesses, our study demonstrates that employee engagement in TWH is associated with TWH business practices that focus on having a business strategy for how they implement a TWH approach as well as leadership commitment to these strategies and having an environment that fosters positive safety and health climates. These findings have significant implications for how we design small business TWH interventions and whether small businesses can improve upon their profile overtime.

This study examines whether organizational pressure to attend work when unwell (i.e., presenteeism pressure) incrementally predicts worker well-being and performance outcomes above and beyond other known predictors. Using data collected from Amazon?s Mechanical Turk (MTurk; NTime 1 =561), preliminary analyses show that presenteeism pressure predicted presenteeism behavior above and beyond presenteeism climate. Planned additional analyses (target NTime 2 =400) will test lagged incremental prediction of job engagement, organizational citizenship behaviors, and counterproductive work behaviors three months later. These results contribute further evidence that presenteeism pressure poses a substantial and unique threat to both workers and organizations.

The present study aimed to understand the main factors that contributed to affect the quality of life at work of the professionals at the Emergency Care Unit of Tr?s Rios (Rio de Janeiro – Brazil) during the Covid-19 pandemic

The 2020 Summer and Fall Styles surveys asked whether currently employed adult respondents who reported working outside the home were able to take sick leave from work. We measured sick leave availability among respondents working outside the home in both surveys by total population and the subset of those diagnosed with COVID-19. Between Summer and Fall 2020, the proportion of people working outside of the home with access to paid sick leave decreased significantly.

This study examines the impact of race and ethnicity on the incidence of teleworking and examine to what extent this impact is mediated by education and occupation. Quantifying the relative role of mediators in explaining racial and ethnic teleworking disparities would help inform intervention efforts and best practices.

This study examined laid-off and furloughed hospitality workers? worries about COVID-19-instigated workplace changes. Our investigation was grounded in NIOSH?s Total Worker Health (TWH) framework, and found that two types of worry predicted return-to-work threat appraisal: (1) worry about guest mistreatment and (2) worry about workload intensification.

Extensive research has been conducted by NIOSH and others on the safety of robots since they were first introduced to workplaces more than 40 years ago. However, this research focused on traditional robots that were isolated from human workers using guards, cages, or other controls. As robots have become more advanced, interactions with humans have become more common, and new ways of assessing and controlling the hazards associated with a robotic workplace are needed. The Center for Occupational Robotics Research (CORR) was established in 2017 as a virtual center within the National Institute for Occupational Safety and Health (NIOSH) to work in partnership with other federal agencies, academic researchers, employers, and others to conduct research and disseminate guidance on the safety and health concerns of working around robots.

The SSRW Program conducts research on the delivery of foundational competencies for occupational safety and health (OSH).

The purpose of this study was to investigate organizational factors and individual factors associated with employees? safety performance shortly after returning to on-site work during the COVID-19 pandemic. Data were collected and analyzed from 89 full-time employees across occupations who returned to working on-site amid a global pandemic. Perceived safety climate, conscientiousness, and safety attitudes predicted unique variance in employees? COVID-19 safety performance. This research may have tangible consequences in lives saved for the remainder of the COVID-19 pandemic, future health crises, and even ?normal? contagion events such as the annual flu season.

The present study developed and validated a COVID-19 safety climate scale. This study extends the SC literature by incorporating urgent pandemic-related policies, procedures, and practices for the adequate control of COVID-19 and promotion of workplace health and well-being during the pandemic. The newly developed and validated COVID-19 SC scale consists of two levels: Organization-level COVID-19 SC (18 items) refers to the employees? perceptions of the strategies and efforts upstream in an organization; and Group-level COVID-19 SC (11 items) refers to the employees? perceptions of the intermediate support and care from supervisors.

We examined emergency medicine (EM) Advanced Practice Providers? (APCs) perceptions of their schedules, value to the organization, and their well-being, as experienced during the COVID-19 pandemic. A mixed-methods approach was utilized to longitudinally collect qualitative and quantitative data, in addition to demographics. Preliminary findings indicate that 78% of APCs did not feel valued by their organization, in part due to scheduling changes, and shed light on the preferred schedules of EM APCs. As a result, the EM leadership team changed EM APCs? schedules to better fit their preferences and convey that they are valued members of the team.

Cognitive impairment is common in long-term work-related stress and may contribute to limited work ability. This study assesses performance-based and self-report tools for screening of objective cognitive impairment and prediction of subsequent employment among patients with work-related stress. The performance-based Screen for Cognitive Impairment in Psychiatry, Danish version (SCIP-D) was superior to the self-report Cognitive Failure Questionnaire (CFQ) for correct classification of objective cognitive impairment and prediction of employment status six months later. We propose that cognitive impairment is assessed with a brief objective cognitive screener in addition to subjective cognitive difficulties among patients with work-related stress.

The knee-jerk reaction that all single-item measures in some respect imply a weak research design is counterproductive, and serves to limit advancements in the organizational sciences. Beyond providing an off-the-shelf compendium of single-item measures for scholars and practitioners we demonstrate that 82% (75 of the 91) single-item measures under consideration in our program of research demonstrated very good or extensive validity, evidencing moderate to high content validity, no usability concerns, moderate to high test-retest reliability, and extensive criterion validity.

The ongoing COVID-19 pandemic represents a significant traumatic extraorganizational stressor for employees around the world. Experiences of fear, loss, and uncertainty have become more common during the pandemic, potentially leading to diminished mental health and other adverse organizational outcomes. Using survey data from approximately 1000 Canadian and American employees, responding to the same survey at three time points four weeks apart, this study investigates the role of supervisor support in buffering the relationship between employees? emotional responses to extraorganizational stressors (specifically COVID-19 related fear) and mental health. By examining the impact supervisors may have on their employees? mental health during times of instability, this study identifies a possible strategy for protecting employee?s mental health and informs future organizational preparedness to traumatic extraorganizational stressors.

Since the onset of the COVID-19 pandemic, there has been a sharp increase in anti-Asian discrimination and violence in the United States. The current study examines the effects of personal and vicarious exposure to anti-Asian sentiments on the well-being of Asian American employees, finding that both impacted Asian American employees? physical, mental, and job-related well-being. We further found that coworker support buffered employees against the harm of personal discrimination. Results underscore the need for organizations to consider how their Asian American employees may be uniquely impacted by the COVID-19 pandemic and to take actions to proactively support this employee population.

The purpose of the current study was to investigate how stigma related to sources of help-seeking among firefighters. Over 2,000 firefighters across the United States and Canada completed an anonymous online survey including questions about stigma regarding mental health care and sources of help-seeking. Firefighters who reported stigma would prevent them from using behavioral health services were less likely to report that they would seek help from Department or Union EAP/MAP services, coworkers, and officers.

This study proposed and found that student workers? financial stress can indirectly relate to their enactment of COVID-19 safety behaviors via risk perception of COVID-19. Work-school conflict can further weaken the positive effect of financial stress on student workers? risk perception of COVID-19, lowering their enactment of COVID-19 safety behaviors. Our results highlight that financial stress and work-school conflict among student workers play consequential roles in their COVID-19 related risk perception and safety guideline compliance.

If social support is one of the most frequently mentioned factors in order to promote well-being among teachers (Chi et al., 2014; Liu et al., 2016), only a few further develop this concept and its attributes in this context. Hence, we have led a qualitative research to study social support in a collective activity designed and conducted to promote the well-being of teachers. Eight second language teachers participated in this qualitative multi-case study. They were working in a Greater Montreal high school and they were participating to a discussion group created and led to promote their well-being at work. Eight sessions of two hours were led by their workplace. This study adds to our understanding of how social support is linked to well-being and provides guidelines for developing good practices that can be implemented in a school context.

A national participatory effort among jail and prison professionals, organizations, and researchers involves seeking interventions to address mental health-related risks including stress, burnout and psychological distress from job-related traumatic events. In our scoping review of 1283 studies, only 13 met trauma intervention criteria. The team will further explore the needs for evaluating existing practices to address trauma and stress in criminal justice facilities using surveys and interviews.

The purpose of this research is to examine the relationship between telework and telework-based work activities, work ability (i.e., job-related functional capacity), and well-being among workers with chronic health conditions (CHCs). The current study uses an experience sampling method to collect real-time assessments of participants? experiences. We expect the results of this study will shed light on the relationship between telework and worker health, as well as provide empirical evidence regarding the extent to which telework is a beneficial accommodation and organizational practice for workers with CHCs.

We investigated whether increases of perceived support (FSS and POS) were beneficial to employee well-being during the initial weeks of the COVID-19 pandemic. Utilizing random-intercepts cross-lagged panel modeling with 3-wave weekly longitudinal survey data, we tested the within-person changes in employee well-being in response to increases in support. We found limited evidence that organizational supports are efficacious in promoting well-being during the pandemic. We suggest that extreme ecological contexts – such as a pandemic or downsizing – may force scholars and managers to reconsider the type of supports needed.

This is the fifth national scientific survey of the prevalence and nature of abusive conduct in the American workplace commissioned by the Workplace Bullying Institute and run by pollster Zogby Analytics. The prevalence rate of direct experience rose by half to 30% of adult Americans compared to the last sampling in 2017. The 2021 survey followed a year in which the number of remote workers exploded due to COVID; the bullying rate for that population was 43.2%. While #MeToo raises alarm over workplace sexual harassment, employment law and public attention ignore workplace bullying which, according to this survey, affects 79.3 million U.S. workers through direct and vicarious experiences.

Two methods of assessing well-being were compared. Psychological well-being was appraised by standardised questionnaires and physical well-being was established by a MAS recording mobility, loads of joints during activity of machining and assembling workers. The analysis of raw data showed some difficulties in comparing it and the results were not fully convergent. In the presented study psychological well-being was on the average level while physical well-being was high. It makes the general well-being hard to establish. However practical implications from this study are comprehensive, and may be useful in many areas in the organisation including HR, H&S and ergonomics.

The present study describes the initial development of a workplace anxiety scale intended to assess the outcome of affective job strain and identify its dimensionality. Based a review of existing literature, we hypothesized five dimensions of anxiety reflecting anticipatory unease and tension regarding performance, coworkers, supervisor, and the physical worksite. Exploratory factor analysis revealed three factors of anxiety explaining 66% of scale variance that we characterized as generalized worry, affective discomfort, and performance unease. To illuminate these dimensions, factor relations with nine work-related external constructs are reported along with discussion of organizational implications.

The purpose of this study was to examine how the work-nonwork interface can influence employees? prosocial behaviors at work while exploring the underlying mechanisms and boundary conditions. Data was collected from 129 full-time employees over three waves with a six week lag in between. All hypotheses were supported with the exception of the moderating role of FSSB.

The present study explored effects of a Family and Sleep Supportive Training intervention on workplace safety outcomes. Results revealed that service members in the treatment group, compared to those in the control group, reported greater workplace safety behaviors and safety motivation, and reduced workplace accidents and injuries, due to greater sleep quality and sleep-specific supervisor support. Therefore, intervening on sleep and supervisor support for sleep can have a positive impact on workplace safety.

Firefighter recruits through their first three years of service completed surveys measuring levels of thought suppression, PTSD symptoms, and exposure to potentially traumatic events. A secondary data analysis was conducted, and structural equation modeling revealed that, when controlling for trauma exposure, trait thought suppression correlated significantly with PTSD symptom severity. These results emphasize the importance of considering an individual’s tendency towards thought suppression as a complicating factor of firefighter PTSD severity.

Labor unions, worker health & safety advocacy group are in a unique position to address the risks of psychosocial work hazards and to implement enforceable work organization improvements. However, many of these efforts go without evaluation by occupational health researchers. We will show how the tools and resources developed by the Healthy Work Campaign, including the online Healthy Work Survey, can be used by labor organizations to better assess harmful work organization/stressors and evaluate improvements they make.

We analyzed publicly available self-report data from Wave IV of The National Longitudinal Study of Adolescent to Adult Health (Add Health) to examine how the experience of childhood psychological maltreatment impacts work-family conflict throughout adulthood. We chose to look at psychological maltreatment because it is a commonly reported form of trauma that can impede a child?s ability to develop both personal resources, such as mastery and perceived constraint, as well as social resources such as spousal support, that help an individual successfully manage work and family roles. While the results of our path analysis to test the indirect effect of psychological maltreatment on work-family conflict through mastery, perceived constraint, and spousal support were not significant, we did find significant negative associations between childhood psychological maltreatment and mastery and spouse support, and significant positive associations between childhood psychological maltreatment and perceived constraint and family-to-work conflict. Altogether, our findings indicate the childhood psychological maltreatment is associated with the availability of personal and social resources that are imperative for managing work and family roles, as well as family-to-work conflict itself.

In this paper, we conduct a meta-analysis evaluating the empirical evidence linking telework and work-family conflict (WFC). There is a significant beneficial relationship between telework and work-interference-with-family (WIF), however, we find a positive and nonsignificant relationship between telework and family-interference-with-work (FIW). Gender and telework measurement approach moderated the relationship between telework and WIF. Our results reveal that outcome operationalization, gender, and measurement methods lend to conflicting results with the telework literature.

This poster investigated the positive role of COVID-19 safety climate in organizations. We found that higher COVID organizational climate was associated with lower employee COVID-19 moral disengagement. In turn, moral disengagement was associated with lower enactment of COVID-19 preventative behaviors both in work and non-work settings. We further found that job insecurity can attenuate organizational socialization processes and undo any effect of safety climate.

Social and environmental work and non-work experiences increase the risk for sleep deficiency (i.e., sleep duration, quality) among healthcare workers self-identifying as Black. As the COVID-19 pandemic increased the workload, stress, and disrupted sleep of healthcare workers, little was published on the sleep of registered nurses self-identifying as Black. This cross-section study, conducted during the COVID-19 pandemic and after the protests of George Floyd?s murder, found registered nurses self-identified as Black reported experiencing sleep deficiencies during the COVID-19 pandemic. The sleep and health of registered nurses identifying as Black should be considered more contextually, as these nurses may need more holistic support to achieve healthy sleep.

This study uses a daily diary methodology to examine the relationship between time spent in leisure and work-family (WF) outcomes (both WF conflict and WF balance) as mediated by subjective well-being (stress, positive affect, negative affect). We study these relationships within day, cross-lagged from one day to the next, and using weekly retrospective estimates of all measures. Results were differentially supported for all measurement periods, with the most consistent effects for leisure to WF conflict, but less support for the mediation of SWB in daily analyses. Results will be discussed in light of temporal nature of WF experiences.

The COVID-19 pandemic has had a drastic effect on the hospitality industry. Our study investigated how furloughed and laid-off hospitality workers? stress appraisals (challenge, hindrance, and threat) of future workload intensification were related to their desire to return to their organization in the context of COVID-19. Consistent with the challenge and hindrance framework, challenge appraisals of future workload were positively related to hospitality workers? intention to return to their organization, whereas hindrance appraisals were negatively related to their intention to return to their organization, but the relationship between threat appraisal and their intention to return to their organization was not significant. Our findings suggest that organizations in the hospitality industry should provide employees with the necessary resources to foster challenge appraisals of their workload as organizations start to bring back their employees in the context of the COVID-19 pandemic.

A Design Team (DT) of correctional staff met bi-weekly to develop interventions addressing the mental health stressors of correctional staff. Using the Intervention Design and Analyses Scorecard (IDEAS), the DT designed three interventions: Peer support program, report writing training and a family support program. Because of COVID-19, an online approach was adapted for meetings and intervention implementation. Implementation of interventions are currently undergoing and will be reported during the presentation.

This poster presents activities by the NIOSH Surveillance Program during the latest public health emergency. Multiple contributions and activities are discussed.

Our presentation conceptualizes pain as an explanatory mechanism for the relationship between physical job demands and intentions to turnover (ITO), using the fear-avoidance (FA) model as the theoretical framework. Data from a multi-wave study on work capacity and aging, which included 360 participants recruited from five manufacturing organizations in the northeastern U.S., were analyzed using the SPSS PROCESS macro (model 4) to estimate direct and indirect effects, while controlling for various covariates. Our results indicated that high physical job demands were significantly related to increased perceptions of pain; high perceptions of pain and high physical job demands were significantly related to higher ITO; and the relationship between physical job demands and ITO was partially mediated by perceptions of pain. Collectively, these results indicate that ITO is a potential outcome of physical job demands, and that pain may partially explain this relationship. As such, in order to reduce instances of ITO, research as well as organizations that require employees to engage in physically demanding work should focus on uncovering interventions that may reduce an employee?s associated experience of pain.

In a study of the relation of the Occupational Depression Inventory (ODI), the first-of-its-kind measure of work-related depression, to the Maslach Burnout Inventory?s (MBI) subscales and the Copenhagen Burnout Inventory (CBI), we found that the emotional exhaustion (EE) component of the MBI (in a French schoolteacher sample) and the CBI (in a New Zealand teacher sample) are highly correlated with the ODI (rho and r > .80), higher than the correlations of EE with the other MBI subscales. We also found that individuals who met criteria for the ODI?s algorithmically-generated provisional diagnoses of depression have highly elevated EE and CBI scores. Exploratory structural equation modeling bifactor analyses indicated that the EE, CBI, and ODI items measure the same construct. We underline applications for occupational health specialists of the ODI as a practical replacement of burnout measures.

The study employed a prospective, intensive longitudinal design to examine whether 911 telecommunicators who take more dispatched calls have more intense negative emotions from pre to post-shift, as compared to 911 telecommunicators who take fewer dispatched calls. Participants (n = 48 telecommunicators) completed visual analogue scale ratings of negative emotions before and after their shift over one week. A higher-than-usual daily 911 call volume was associated with greater post-shift irritability, when controlling for pre-shift irritability and shift length.

This study examined the influence of gender and precarity on mental health and presenteeism in academia prior to and during the COVID-19 pandemic. A sample of 333 academics (73% women) working in Canadian universities were recruited for an online survey. Items to assess mental health included the Kessler Psychological Distress Scale (K6; Kessler et al., 2002), a single-item measure of burnout (Physician Worklife Survey; Williams et al., 1999), and a single-item measure of self-perceived general mental health. Items to assess presenteeism included the Stanford Presenteeism Scale (SPS-6; Koopman et al., 2002) and a single item asking how often participants had worked despite feeling they should not have (Aronsson & Gustafsson, 2005). We hypothesize that being a woman or experiencing higher levels of precarity will predict poorer mental health and higher presenteeism. The results of this study can be used to understand whether an academic culture that encourages people to take time off for their mental health and that reduces the level of precarity in employment contracts would yield healthier and more productive academics.

The present study aimed at understanding the challenges to the mental health and safety of fire service-based Emergency Medical Service (EMS) workers during the COVID-19 pandemic, while investigating the role station safety climate. We showed that safety climate can buffer the effect of burnout on depression. Station safety climate is an important organizational resource to safeguard employee safety and health in crisis situations such as the COVID-19 pandemic.

Our presentation is about a supervisor-led practice created at a primary care clinic that contributed to lowering and sustaining lower burnout levels. The practice titled “Well-being check-ins” consisted of monthly one-on-one frequent, confidential encounters between clinic staff and their respective supervisor to identify, address and monitor problems that affected performance and well-being with collaborative solutions. Our study applied quantitative and qualitative methods to understand and estimate the impact of the check-ins as a supervisor-led tactic to reduce burnout in primary care clinics.

Using a mixed-methods approach, our study examined views of stress and recovery among a sample of attorneys. In open-ended data, attorneys commonly expressed that their job is very demanding and it impacts their health. Quantitative findings added that stressors and attitudes toward stress (comparing ones stress to another, feeling guilt for taking time for breaks) all are associated poor recovery experiences. Our findings suggest that practical interventions to support the health and well-being of legal professionals (and likely many other high-stress occupations) may need to first target attitudes and beliefs about the normalness of high stress and insufficient recovery.

The University of Illinois Chicago Center for Healthy Work (CHW) is a NIOSH-funded Center for Excellence for Total Worker Health? (TWH) that implements participatory action research by engaging communities to understand how precarious work impacts residents, building the skills of public health and labor to collaboratively identify pathways to healthy work, and working with local leaders to leverage resources to implement TWH initiatives. The CHW utilizes PAR through the Greater Lawndale Healthy Work project and Healthy Communities through Healthy Work to embrace social justice and health equity as a research orientation that is better suited to addressing complex health issues, like precarious work and OSH disparities, through TWH.

The increasing presence of employed women undergoing menopause has stimulated a growing corpus of research highlighting the complex relationship between menopause and work. Nevertheless, little is known regarding the mechanism by which menopause affects work ability and work-related well-being. In order to fill this gap in the literature, the present study examined whether and how menopausal symptoms affect the relationship between job demands, work ability, and exhaustion. In total, 1,069 menopausal women employed as administrative officers in a public organization filled out a self-report questionnaire. A moderated mediation analysis was carried out using latent moderated structural (LMS) equation. The findings of this analysis indicated that the indirect effect of work ability on the relationship between job demands and exhaustion is influenced by the exacerbating effect of menopausal symptoms on the relationship between job demands and work ability. Moreover, the conditional effect confirmed that women with high menopausal symptoms receive more exposure to the negative effects of job demands on work ability compared to women with low menopausal symptoms. The present findings may help in addressing interventions to prevent negative outcomes for menopausal women and their organizations.

This retrospective, multinational survey study draws upon the Personal Resource Allocation (PRA) framework to explore how trait resilience determines the impact of COVID-19 on (1) various work and non-work indicators (e.g., quality of work, eating habits) and (2) wellbeing and work engagement during the early stages of lockdown (June 2020). Demographic factors related to the pandemic (pay cuts, remote work experience and training, essential worker status) were included as control variables. Results indicated resilience was the most consistent and strongest predictor of all outcomes.

This poster presentation provides a description of the NIOSH Traumatic Injury Prevention Cross-Sector Program, the main areas of focus, key research activities, examples of recent research, collaboration with stakeholders, and examples of research to practice.

Informed by person-environment fit theory, this cross-sectional study examined the effects of office design (open-plan vs. enclosed offices) and organizational practices (control, voice) on the job attitudes and well-being of 100 autistic employees. Results indicated that distractions were higher and environmental satisfaction, affective commitment were lower for autistic employees in an open plan office setting than those in enclosed office spaces. Perceived control and voice had significant relationships with attitudinal and well-being outcomes. The practical implications for employers include giving autistic employees the ability to reduce open-plan obstacles in ways they see fit, while also championing organizational practices to increase fit.

To better understand motor vehicle injuries and associated risk factors in the U.S. onshore oil and gas extraction (OGE) industry, NIOSH researchers set out to survey 500 OGE workers. Survey respondents reported extreme daily commutes, long work hours, and limited sleep all of which were significantly associated with risky driving behaviors and poor driving safety outcomes. The NIOSH researchers are initiating a new research study to identify and describe fatigue in this workforce. The goal of this project is to produce baseline estimates of fatigue for onshore OGE workers, develop initial guidance to employers about the types of work tasks, work schedules, and determine operational environments that should be targeted for fatigue-related interventions.

Due to an ongoing nursing shortage within the United States, there are numerous healthcare facilities that understaffed, in which understaffed work environments have numerous consequences for both nurses and patients. The purpose of this study is to examine burnout as a linking mechanism between perceptions of understaffing and both occupational and organizational turnover intentions among nurses. Further, forms of support (organizational support and coworker support) are examined as potential buffers for the relationship between understaffing and burnout. The study sample consists of 365 full-time nurses, simple mediation analyses will be conducted to determine if burnout is the linking mechanism between understaffing and both forms of turnover intentions, and moderated mediation analyses will be conducted to determine if organizational and/or coworker support buffer the relationship between understaffing and burnout.

Our research seeks to develop a deeper understanding of the specific job demands and resources needed for attendings and registered nurses during times of crisis. This research will bridge an important gap in the hospital industry?s ability to assist their employees, as nurses are a historically underrepresented group (French et al., 2002; Liu et al., 2018). Preliminary analyses have identified several job demands that are shared across clinicians, including but not limited to a shortage of staff, schedule issues, high patient volume and acuity, and bed holds.

In this presentation of baseline data from a longitudinal, mixed-method study of resilient healthcare workers, we provide an overview of the larger study, details about our targeted sample, and evidence that individual-level resilience should not be conceptualized or studied as a singular trait. We also demonstrate that different health-related outcomes are associated with different resilience-related individual characteristics. Further analyses of these data and the additional longitudinal and interview data we have also gathered will help us to understand factors that promote or impede resilience, including positive motivation and meaning experiences at and about work over time. Ultimately, we hope to use information from this study to develop pragmatic educational resources to help current and future HW better manage the challenging realities of their work.

Medicolegal death investigators (MDIs) are routinely exposed to stressful and traumatic events, which impacts their own wellbeing and their ability to efficiently complete their investigations, collaborate within the criminal justice system, and interact with families of decedents. Yet relatively little is known about how stress and trauma impact these professionals and how to improve their wellbeing. We conducted a national survey of MDIs to address this gap; this poster focuses on the findings of a qualitative analysis of responses to an open-ended question on this survey. Results highlight the impact of organizational stressors (e.g., lack of management support, inadequate pay and resources); implications for research and practice are discussed.

The mission of the National Institute for Occupational Safety and Health (NIOSH) Center for Workers’ Compensation Studies (CWCS) is to maximize the use of workers’ compensation (WC) claims data and systems to improve workplace safety and health through partnerships. This poster presentation will describe recent and ongoing CWCS surveillance and research studies to achieve several key goals (see https://www.cdc.gov/niosh/topics/workercomp/cwcs/publications.html).

  Emanuele Cauda, PhD, NIOSH; John Snawder, PhD, NIOSH; Pramod Kulkarni, PhD, NIOSH Wearable sensor technologies (wearables) are a topic of great interest for the NIOSH Center for Direct Reading and Sensor Technologies (CDRST). The CDRST is one of the NIOSH National Occupational Research Agenda (NORA)Core and Specialty Programs. Wearables are used in several applications …

The recent world events related to Covid-19 pandemic, have brought to the forefront the role of public policy experts. In particular, at the local political level, mayor has been one of the most directly involved figure in the covid-19 emergency management, both from a social and administrative point of view. The role of leadership played by Italian mayors implies the management of a high level of stress. Nevertheless, these themes are still deepened for political and administrative leadership. In order to fill this gap in literature, the present study investigated the themes of well-being and quality of working life in relation to the mayor?s role. In total, 17 Italian mayors were interviewed for approximately 30 minutes. The research employed a qualitative design, referring to the Template Analysis (King, 1998) approach to develop the interview?s check-list and analyze the data. The findings of this analysis revealed that the management of pandemic emergency has increased stress levels already experienced by the mayors. Moreover, the mayors, feeling a stronger sense of responsibility towards the administered communities, were most exposed to negative spillover from work to private life (both strain-based and time-based). From a practical perspective, these findings suggest that it could be useful the development of training activities to support the mayors in managing stress psychosocial risks to which they are exposed during their work.

Based on a heterogeneous sample of employees in Switzerland, the current study primarily aims to understand how the disruptions caused by the COVID-19 pandemic reflect in important aspects of the working life, such as income, workload, or working conditions. Subsequently, we seek to inspect whether the type of experienced changes in the quality of the working life are linked to employees? socio-demographic situation and social support available at their workplace, thereby unraveling potential risk and protective factors.

Work-family conflict was significantly associated with depressive symptoms among healthcare workers. Sleep disturbances mediated the relationship, while decision latitude served as a significant moderator. The findings suggest that evidence-based interventions at both the individual and organizational levels should seek to reduce work-family conflict, promote employee sleep hygiene, and improve employees? decision-making at work.

In keeping with the calls to expand both types of life domain conflict and health behaviors examined, the current study examined the relationship between work-family-school conflict and participation in multiple health behaviors among employed students, and the moderating effects of individual-level traits and organizational characteristics. Using a daily diary design with self-report surveys and objective actigraph data, we found work-family-school conflict was associated with participation in multiple health behaviors on the daily level. Individual traits, such as time management skills, proactive personality, and coping, moderated the relationships between work-family-school conflict and both exercise and sleep. Organizational characteristics, such as workplace health climate, family supportive supervisor behaviors, moderated the relationship between work-family-school conflict and exercise. The current study provides theoretical and practical implications, and allows the groundwork for future intervention-based research.

The COVID-19 pandemic has worsened the nation?s drug overdose epidemic with both forces significantly impacting the safety, health, and well-being of the construction workforce. Our program is engaged in developing strategies to stem the tide of overdose deaths and help the rising numbers of construction workers suffering from opioid misuse disorder and poor mental health during the COVID-19 pandemic. Our findings informed a suite of communication and training interventions, communicating the big picture and systemic issues to construction decision-makers who can change conditions for the workforce. We are also reaching out to the people most affected, those who are struggling with mental health and substance misuse disorder.

Before the COVID-19 pandemic, a multi-union, joint labor-management team of mental health staff prioritized burnout at their public-sector worksite. A comprehensive set of interventions to address root causes was in its implementation phase when the global pandemic both interrupted those plans and exacerbated burnout for all healthcare workers. This team is now exploring what changes to their original interventions might be needed to address the massive post-pandemic burnout which they and co-workers are experiencing. They plan to lead a series of focus groups at their facility, to better understand how their colleagues experienced the last year, and what efforts would be meaningful and feasible now.

The purpose of the current research was to examine the relationship between health climate, safety climate and well-being before and during the pandemic and the relationship with a TWH leadership training. We developed a COVID-19 Employee Impact Survey to send to an existing cohort of small business employees in May and September 2020. A decline in mean well-being score was observed between baseline and the COVID I survey (May 2020) while health and safety climates did not exhibit the same changes. As businesses continue to adapt to the operational changes that are brought about by the COVID-19 pandemic, it is more important than ever for organizations to focus on the safety and health of their employees.

The effect of work-hour insecurity on engagement and job satisfaction was examined in a sample of hospitality employees who had mostly been furloughed at the beginning of the COVID-19 pandemic and subsequently returned to work. Work-hour insecurity negatively predicted job satisfaction, over and above any effect of job insecurity. This suggests that, even for those who have returned to work following the COVID-19 crisis, securing sufficient work hours remains a significant issue.

This mixed-methods case study analysis investigates employees? perceptions of their organization?s COVID-19 response, and seeks to examine how these perceptions relate to the organization?s safety culture. Qualitative and quantitative archival survey data collected from one large freight-carrying railroad with sites across the U.S. was utilized to conduct analyses. The top five themes extracted from a bottom-up qualitative analysis of employees? open-ended responses about their organization?s COVID-19 response are presented and discussed (n = 196). Initial quantitative analyses that examine these responses in relation to employees? perceptions of their organization?s safety culture suggest that an organization?s existing safety culture may relate to its handling of the pandemic; a finding that bolsters existing literature on the many benefits of a strong organizational safety culture. Additional analyses are currently being conducted to further explore how the top five themes that emerged from open-ended comments relate to more-specific indicators of safety culture. In this way, we may be able to more finely-tune the practical implications of this work.

In order to understand how workplace accommodations and supports impact the health and wellbeing of workers with disabilities in the US, Canada, and three Scandinavian countries, we used a crowd sourcing website to collect survey information from workers with disabilities across a variety of occupations. Disability acceptance and disability social rejection were consistently associated with organizational accommodation and treatment of workers with disabilities. COVID-19 demands and stressors were associated with increased burnout, job dissatisfaction, and stress. There were differences in how respondents perceived accommodation and treatment based on their country.

Researchers have studied loneliness as a modern health epidemic leading to myriad negative health effects, yet the literature lacks evidence of loneliness? antecedents and consequences in the context of the workplace. Utilizing samples from state corrections supervisors (Sample 1) and the general working population (Sample 2), we found that loneliness at least partially explains the relationship between incivility and individual mental health (emotional exhaustion, depression, and anxiety) and organizationally relevant (increased turnover intentions, decreased job satisfaction, increased health-related absenteeism, and lower job performance) outcomes, and that workgroup civility norms appear to moderate the relationship between incivility and outcomes. Results of this study point to the importance of future research on workplace loneliness interventions.

This study explored whether the urge to respond to work-based messages rapidly (i.e., workplace telepressure) is related to different self-reported performance behaviors in addition to employee well-being, and whether low workload alters the effects of workplace telepressure on performance and well-being. The results suggest that workplace telepressure had well-being costs (work fatigue, sleep problems, and poor satisfaction with work-life balance) with mixed benefits to performance. (organizational citizenship only). Telepressure was unrelated to in-role performance behavior, but predicted higher levels of both organizational citizenship behavior and counterproductive work behavior. The effects of workplace telepressure on performance and well-being outcomes did not change based on employee levels of workload, although the links between telepressure and some outcomes (satisfaction with work-life balance and counterproductive work behavior) were nonsignificant when accounting for workload in the predictive model.

The purpose of this research was to examine hospitality employees? worries about guest vaccination status, and its impact on mental health. Participants of a short survey included 219 laid-off or furloughed hospitality workers from Prolific.com. This study found that hospitality employees? worry about COVID-19 exposure partially mediated the relationship between worry about guest vaccination status and mental health. Employees who were more concerned about guest vaccination had worsened mental health, and some of this effect was explained by worry about COVID-19 exposure.

The coronavirus disease 2019 (COVID-19) pandemic has had massive ramifications for higher education institutions and their employees. Using job demands-resources (JD-R) theory (Bakker & Demerouti, 2017) as a theoretical framework, we investigated the negative effects of home- and work-related job demands on employees? (N = 1,388) job burnout and positive job attitudes, and the role job and personal resources play in buffering these effects. The findings of this study suggest that university employees? home- and work-related job demands associated with the COVID-19 pandemic are positively related to job burnout and negatively related to positive job attitudes, and that job and personal resources are negatively related to job burnout and positively related to positive job attitudes. Further, our findings suggest that certain resources may buffer the negative effects of job demands on well-being and positive job attitudes, underscoring the importance of pertinent job and personal resources for contributing to positive job attitudes and for buffering the undesirable impact of job demands on well-being during times of organizational disruption in higher education.