Organization- and Job-Level Environments and Practices – Page 2

Paradoxical Outcomes of Workplace Mistreatment: A Review

November 13, 2021November 12, 2021

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.

Are Prosocial Job Characteristics For Everyone? The Job Impact Framework, Personality, and Emotional Labor

November 13, 2021November 12, 2021

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.

The relationship between call volume and daily changes in negative emotions in 911 telecommunicators

November 13, 2021November 12, 2021

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.

Workplace Telepressure and Employee Performance – Are There Any Benefits That Offset Well-Being Costs?

November 13, 2021November 12, 2021

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.

Facilitators and Barriers of Sustainability of the Healthy Workplace Participatory Program – A Qualitative Assessment

November 13, 2021November 12, 2021

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.

Understanding Work-Related Stress among Medicolegal Death Professionals: Results of a Thematic Qualitative Analysis

November 13, 2021November 12, 2021

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 price of pain: Pain as an explanatory mechanism for the relationship between physical job demands and intentions to turnover

November 13, 2021November 12, 2021

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.

NIOSH Worker Well-Being Questionnaire (WellBQ)

November 13, 2021November 12, 2021

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.

Moderating impact of resources on the relationship between covid demands and Burnout in Emergency Department Health-Care Workers

November 13, 2021November 12, 2021

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.