Document Tag:

Organizational Practices

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Emotional exhaustion in healthcare workers: The importance of organizational leadership and safety

Emotional exhaustion in healthcare workers: The importance of organizational leadership and safety

In this study conducted in a mixed population of non-clinical and clinical healthcare staff, we examined the association of emotional exhaustion-a dimension of burnout-with understudied work environment exposures including organizational-level policies and practices as well as job-level hazardous work conditions, using a novel mediation analysis approach proposed by Valerie and VanderWeele. We found that job safety, emotional labor, psychological demands, physical demands, job strain, assault and negative acts (bullying) were positively associated with emotional exhaustion while organizational support for safety was negatively associated. Job hazards served as both mediator and moderator in the association between organizational support for safety and emotional exhaustion. These findings suggest that policies for organizational commitment to employee safety should be efficiently applied to ensure reduction of job hazards in order to improve burnout. Future longitudinal studies are needed to further examine this association.

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.

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

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

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.

Employees’ performance, emotional exhaustion, work organizations conditions, and HRM practices during the COVID-19: a moderated mediation analysis.

Employees’ performance, emotional exhaustion, work organizations conditions, and HRM practices during the COVID-19: a moderated mediation analysis.

This research aims at investigating the mediating effect that emotional exhaustion has on the relationship between, work organization conditions, human resource management (HRM) practices, and job performance during the COVID-19. It also aims at analyzing the moderating effect of organizational communication in the relationship between work organization conditions, HRM practices, emotional exhaustion, and job performance.

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

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

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.

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.

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.

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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