Organization- and Job-Level Environments and Practices – Page 5

The Impact of Telework on Conflict between Work and Family: A Meta-Analytic Investigation

November 13, 2021November 12, 2021

In this paper, we conduct a meta-analysis evaluating the empirical evidence linking telework and work-family conflict (WFC). There is a significant beneficial relationship between telework and work-interference-with-family (WIF), however, we find a positive and nonsignificant relationship between telework and family-interference-with-work (FIW). Gender and telework measurement approach moderated the relationship between telework and WIF. Our results reveal that outcome operationalization, gender, and measurement methods lend to conflicting results with the telework literature.

A theoretical framework to bridge the gap between policy and practice in promoting mental health in the workplace.

November 13, 2021November 12, 2021

Evidence indicates a gap between macro-level initiatives to manage psychosocial risks and their implementation at the organisational level. A literature review across different social sciences disciplines was conducted, evidencing the need to integrate social pressures with organisational variables to transform psychosocial risk management and mental health promotion into a sustainable organisational practice.

Employment Precarity and Behavioral Health in a Rural Community: Data from the Boone County Work, Mental Health, and Substance Use Study

November 13, 2021November 12, 2021

The proposed presentation will focus on results from a telephone survey of currently or recently employed adult residents of a rural county in Illinois. The survey covers in-depth employment characteristics, which allows for classification of relative employment precarity of respondents, and explores respondents’ mental health and substance use. Preliminary findings suggest that employment precarity is associated with poor mental health in this sample and may be associated with increased alcohol consumption and use of non-prescription pain killers.

Mental Health, Accommodations, and Leaves of Absence in Academia

November 13, 2021November 12, 2021

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.

Do PTSD symptoms and unfair workplace treatment interactively influence workplace perceptions and behavior?

November 12, 2021November 12, 2021

Unfair workplace treatment may interact with PTSD symptoms leading to increased perceived intent to harm and counterproductive workplace behavior. To test this, 205 participants viewed unfair or fair workplace vignettes. Hierarchical linear regression partially supported the hypothesis that unfair workplace treatment combined with PTSD symptoms increases perceived intent to harm and counterproductive behavior. Results suggest that unfair workplace treatment and PTSD symptoms predicted counterproductive workplace behavior, while PTSD symptoms only predicted perceived intent to harm.

Zooming in on University Employees’ Job Demands and Resources During COVID-19

November 12, 2021November 12, 2021

The coronavirus disease 2019 (COVID-19) pandemic has had massive ramifications for higher education institutions and their employees. Using job demands-resources (JD-R) theory (Bakker & Demerouti, 2017) as a theoretical framework, we investigated the negative effects of home- and work-related job demands on employees? (N = 1,388) job burnout and positive job attitudes, and the role job and personal resources play in buffering these effects. The findings of this study suggest that university employees? home- and work-related job demands associated with the COVID-19 pandemic are positively related to job burnout and negatively related to positive job attitudes, and that job and personal resources are negatively related to job burnout and positively related to positive job attitudes. Further, our findings suggest that certain resources may buffer the negative effects of job demands on well-being and positive job attitudes, underscoring the importance of pertinent job and personal resources for contributing to positive job attitudes and for buffering the undesirable impact of job demands on well-being during times of organizational disruption in higher education.

Understanding the importance of meaning and motivation in medicine: Preliminary findings from a mixed-method study of resilient healthcare workers

November 13, 2021November 12, 2021

In this presentation of baseline data from a longitudinal, mixed-method study of resilient healthcare workers, we provide an overview of the larger study, details about our targeted sample, and evidence that individual-level resilience should not be conceptualized or studied as a singular trait. We also demonstrate that different health-related outcomes are associated with different resilience-related individual characteristics. Further analyses of these data and the additional longitudinal and interview data we have also gathered will help us to understand factors that promote or impede resilience, including positive motivation and meaning experiences at and about work over time. Ultimately, we hope to use information from this study to develop pragmatic educational resources to help current and future HW better manage the challenging realities of their work.

Working 9 to 5, Ideally: The Effects of Work-Hour Insecurity on Engagement and Satisfaction

November 13, 2021November 12, 2021

The effect of work-hour insecurity on engagement and job satisfaction was examined in a sample of hospitality employees who had mostly been furloughed at the beginning of the COVID-19 pandemic and subsequently returned to work. Work-hour insecurity negatively predicted job satisfaction, over and above any effect of job insecurity. This suggests that, even for those who have returned to work following the COVID-19 crisis, securing sufficient work hours remains a significant issue.