Document Tag:

Organization- and Job-Level Environments and Practices

Showing: 51 - 60 of 66 RESULTS
Association between Autonomic Nervous Activity and Work-Life Balance of Nurses Working Two Shifts in a University Hospital

Association between Autonomic Nervous Activity and Work-Life Balance of Nurses Working Two Shifts in a University Hospital

This study?to determine the association between autonomic nervous activity and work-life balance (WLB) among nurses working two shifts in a university hospital. Autonomic nervous system indices among non-standard group nurses indicated that irrespective of working time, many among them experienced high fatigue and stress. Night shift nurses were particularly restricted due to their 16-hour shifts, which had considerable impacts on parenting, nursing role, and self-awareness. In addition to nursing care, mid-level nurses engaged in roles to support junior nurses and hospital committee activities, and reported high job burden and stress. However, we believe that mid-level nurses were able to fulfill responsibilities for a wide range of roles and tasks, which helped them crystallize their professional identity.

Examining the factor structure of workaholism through scale development: Preliminary evidence of dimensionality and construct validity

Examining the factor structure of workaholism through scale development: Preliminary evidence of dimensionality and construct validity

The present study describes the preliminary development of a new measure designed to integrate conflicting conceptual perspectives in the workaholism literature. Based on prior research, we constructed items to represent five hypothesized dimensions of workaholism, administered digitally, and collected data from 203 respondents. Exploratory factor analysis using principal axis factoring with oblique rotation revealed three, rather than five, related factors representing affective pleasure, work intensity, and compulsive effort. Relations with existing measures of workaholism and job involvement are examined and future directions, discussed.

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 Unfolding Effects on First Responders in the COVID-19 Pandemic: Safety Climate, Burnout, and Depression

The Unfolding Effects on First Responders in the COVID-19 Pandemic: Safety Climate, Burnout, and Depression

The present study aimed at understanding the challenges to the mental health and safety of fire service-based Emergency Medical Service (EMS) workers during the COVID-19 pandemic, while investigating the role station safety climate. We showed that safety climate can buffer the effect of burnout on depression. Station safety climate is an important organizational resource to safeguard employee safety and health in crisis situations such as the COVID-19 pandemic.

Development and Initial Evaluation of a New Measure of Supervisor Social Support

Development and Initial Evaluation of a New Measure of Supervisor Social Support

The purpose of this study was to develop a new measure of supervisor social support with strong psychometric properties. Data were collected and analyzed from 258 employed students attending an American university. The scale demonstrated adequate internal consistency reliability and showed evidence of both convergent and criterion-related validity. Ultimately, the scale may assist researchers in accumulating and classifying empirical findings to advance the field.

Work-family conflict and depressive symptoms among healthcare workers: The role of sleep and decision latitude

Work-family conflict and depressive symptoms among healthcare workers: The role of sleep and decision latitude

Work-family conflict was significantly associated with depressive symptoms among healthcare workers. Sleep disturbances mediated the relationship, while decision latitude served as a significant moderator. The findings suggest that evidence-based interventions at both the individual and organizational levels should seek to reduce work-family conflict, promote employee sleep hygiene, and improve employees? decision-making at work.

The Well-being Check-ins: observational evidence supporting a supervisor-driven practice to reduce burnout in primary care clinics

The Well-being Check-ins: observational evidence supporting a supervisor-driven practice to reduce burnout in primary care clinics

Our presentation is about a supervisor-led practice created at a primary care clinic that contributed to lowering and sustaining lower burnout levels. The practice titled “Well-being check-ins” consisted of monthly one-on-one frequent, confidential encounters between clinic staff and their respective supervisor to identify, address and monitor problems that affected performance and well-being with collaborative solutions. Our study applied quantitative and qualitative methods to understand and estimate the impact of the check-ins as a supervisor-led tactic to reduce burnout in primary care clinics.

Getting crafty: Towards a better understanding of job crafting in the Job Demands-Resources model

Getting crafty: Towards a better understanding of job crafting in the Job Demands-Resources model

This study responded to a call for research by Bakker and Demerouti (2017) to continue improving the JD-R model by expanding the model to include less-studied variables and using better research designs. Specifically, we tested job crafting as part of a feedback loop in the job resources path of the model, and we tested competing models of the directional relationship between job crafting and work engagement. The results support a unidirectional relationship between work engagement and job crafting. This study offered several theoretical implications and considerations that can be used to develop and improve future research studies testing job crafting in the JD-R model.

Meta-analysis of the Burnout-Depression Relationship in Teachers

Meta-analysis of the Burnout-Depression Relationship in Teachers

We conducted a meta-analysis of 11 studies of educators (n = 11,729) that bear on the relationship of the MBI?s subscales, emotional exhaustion (EE), depersonalization (DP), and a reduced sense of professional accomplishment (rPA) with each other and with validated depression scales (we expect to add two or three more studies in the coming months). The EE-depression correlation (r = 0.68; disattenuated r = 0.76) was greater than the intercorrelations among the three MBI subscales and the correlations of DP and rPA with depression. The evidence suggests that among educators the tripartite conceptualization of burnout consisting of EE, DP, and rPA does not hold up. An implication of our research is that an educator who is suffering from burnout could be helped by a clinician who specializes in the treatment of depression. We believe this an reduce attrition.

The impact of workplace COVID-19 safety climate and employee job insecurity on COVID-19 moral disengagement and prevention behaviors: A moderated mediation model

The impact of workplace COVID-19 safety climate and employee job insecurity on COVID-19 moral disengagement and prevention behaviors: A moderated mediation model

This poster investigated the positive role of COVID-19 safety climate in organizations. We found that higher COVID organizational climate was associated with lower employee COVID-19 moral disengagement. In turn, moral disengagement was associated with lower enactment of COVID-19 preventative behaviors both in work and non-work settings. We further found that job insecurity can attenuate organizational socialization processes and undo any effect of safety climate.

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