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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.

How Others Perceive Our Competence Matters: An Examination of Working Cancer Survivors’ Work Engagement and Turnover Intention

How Others Perceive Our Competence Matters: An Examination of Working Cancer Survivors’ Work Engagement and Turnover Intention

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.

Spillover effects of anti-Asian sentiment on Asian American employees’ well-being during COVID-19

Spillover effects of anti-Asian sentiment on Asian American employees’ well-being during COVID-19

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 influence of COVID-19 on the Sleep Patterns of Black Nurses

The influence of COVID-19 on the Sleep Patterns of Black Nurses

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.

Identifying and examining the impact of worker demographics on worker safety, health, and well-being: Advancing the NORA for Healthy Work Design and Well-Being

Identifying and examining the impact of worker demographics on worker safety, health, and well-being: Advancing the NORA for Healthy Work Design and Well-Being

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.

Like Fine Wine: Age, Stress, and Resilience during the COVID-19 Pandemic

Like Fine Wine: Age, Stress, and Resilience during the COVID-19 Pandemic

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.

Identifying the Skill and Knowledge Gaps of Supervisors of Employees with Developmental Disabilities

Identifying the Skill and Knowledge Gaps of Supervisors of Employees with Developmental Disabilities

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.

The Impact of Childhood Psychological Maltreatment on Work-Family Conflict in Adulthood

The Impact of Childhood Psychological Maltreatment on Work-Family Conflict in Adulthood

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.