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Organization- and Job-Level Environments and Practices

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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.

Understaffing and Turnover Among Nurses

Understaffing and Turnover Among Nurses

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.

Social Support Buffering During a Traumatic Extraorganizational Stressor: The Relationship Between Supervisor Support, COVID-19 Related Fear, and Mental Health

Social Support Buffering During a Traumatic Extraorganizational Stressor: The Relationship Between Supervisor Support, COVID-19 Related Fear, and Mental Health

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.

Management of Meaning, the Employment Relationship, and Worker Wellbeing: Test of a Model

Management of Meaning, the Employment Relationship, and Worker Wellbeing: Test of a Model

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.

Occupational Health Impact of COVID-19 Response on Nurses’ Stress and Well-being in Hospital Setting

Occupational Health Impact of COVID-19 Response on Nurses’ Stress and Well-being in Hospital Setting

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.

Longitudinal Trends in Musculoskeletal Health, Chronic Pain, and Occupational Factors Among correctional Officers.

Longitudinal Trends in Musculoskeletal Health, Chronic Pain, and Occupational Factors Among correctional Officers.

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.

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.

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.

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