Document Tag:

Social and Organizational Environment

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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.

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.

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

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

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.

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.

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.

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.

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