Document Tag:

Applied research

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Assessing attitude toward workplace inclusivity: Development of a measure and preliminary validation evidence

Assessing attitude toward workplace inclusivity: Development of a measure and preliminary validation evidence

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.

The Intervention Design and Analysis Scorecard: A Total Worker Health Approach to Identifying Mental Health Stressors of Correctional Staff

The Intervention Design and Analysis Scorecard: A Total Worker Health Approach to Identifying Mental Health Stressors of Correctional Staff

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.

The Differential Effect of Family-to-Work Conflict and Enrichment on OCB: The Role of Exhaustion and FSSB.

The Differential Effect of Family-to-Work Conflict and Enrichment on OCB: The Role of Exhaustion and FSSB.

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.

Coping and Smoking among Addiction Treatment Providers: A Qualitative Analysis of the Relationship Between Occupational Stress in Recovery Homes, Coping Behaviors, and Personal Addiction History

Coping and Smoking among Addiction Treatment Providers: A Qualitative Analysis of the Relationship Between Occupational Stress in Recovery Homes, Coping Behaviors, and Personal Addiction History

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.

Pushed to Attend: Does Presenteeism Pressure Predict Presenteeism Behavior, Work Engagement, and Extra-Role Behaviors?

Pushed to Attend: Does Presenteeism Pressure Predict Presenteeism Behavior, Work Engagement, and Extra-Role Behaviors?

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.

Traversing the cacophonous office jungle: Investigating the effects of office type and organizational practices for autistic employees.

Traversing the cacophonous office jungle: Investigating the effects of office type and organizational practices for autistic employees.

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.

Owning Workplace Safety: Investigating the Influence of Safety Locus of Control on Employee Safety Behaviors and Outcomes

Owning Workplace Safety: Investigating the Influence of Safety Locus of Control on Employee Safety Behaviors and Outcomes

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.

Safety Promotion in Turbulent Times: Development and Validation of a COVID-19 Safety Climate Scale

Safety Promotion in Turbulent Times: Development and Validation of a COVID-19 Safety Climate Scale

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.

Modeling social comparison in the stress process: an examination of nurses

Modeling social comparison in the stress process: an examination of nurses

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.

Organizational Dehumanization, Supervisors’ Abusive Behaviors, and Subordinates’ Well-Being and Attitudes: A Trickle-Down Model

Organizational Dehumanization, Supervisors’ Abusive Behaviors, and Subordinates’ Well-Being and Attitudes: A Trickle-Down Model

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.

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