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.
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.
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.
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.
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.
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.
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.
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.
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.
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.