*Note: There is no explanatory video accompanying this poster.
In keeping with the calls to expand both types of life domain conflict and health behaviors examined, the current study examined the relationship between work-family-school conflict and participation in multiple health behaviors among employed students, and the moderating effects of individual-level traits and organizational characteristics. Using a daily diary design with self-report surveys and objective actigraph data, we found work-family-school conflict was associated with participation in multiple health behaviors on the daily level. Individual traits, such as time management skills, proactive personality, and coping, moderated the relationships between work-family-school conflict and both exercise and sleep. Organizational characteristics, such as workplace health climate, family supportive supervisor behaviors, moderated the relationship between work-family-school conflict and exercise. The current study provides theoretical and practical implications, and allows the groundwork for future intervention-based research.
The Center for the Promotion of Health in the New England Workplace (CPH-NEW) is a Total Worker Health Center for Excellence that was first developed in 2006. The Center comprises cross-disciplinary researchers from the University of Connecticut (Health Center and Storrs campuses) and the University the University of Massachusetts (Lowell campus). Primary projects of the research core include two large, multi-phase intervention studies (SHIFT II healthcare study and Total Teacher Health public school study) and a 2-year exploratory study to develop organizational and educational approaches that imbed TWH concepts into employer crisis planning and preparedness. The outreach core (TWH r2p Hub) translates research knowledge and lessons generated through implementation materials and programs designed to improve the adoption of TWH in real-world employment settings. Features of CPH-NEW include a common core interest in developing participatory and worker empowerment approaches; continuous improvement of HWPP tools and guidance to users; a focus on mental health and well-being in addition to physical health; and prioritizing research and outreach with essential public sector workers.
Labor unions, worker health & safety advocacy group are in a unique position to address the risks of psychosocial work hazards and to implement enforceable work organization improvements. However, many of these efforts go without evaluation by occupational health researchers. We will show how the tools and resources developed by the Healthy Work Campaign, including the online Healthy Work Survey, can be used by labor organizations to better assess harmful work organization/stressors and evaluate improvements they make.
In this presentation we will review our experience with implementing a program of virtual medical group visits for stress management through an on-site employer-based clinic. We will data demonstrating that this program is feasibility and acceptability to patients. While efficacy data is preliminary, it is suggestive that this kind of program can be effective in reducing symptoms of depression and anxiety in workers. Finally, we will discuss the unique aspects of on-site health care with respect to implementation of this program.
This is the fifth national scientific survey of the prevalence and nature of abusive conduct in the American workplace commissioned by the Workplace Bullying Institute and run by pollster Zogby Analytics. The prevalence rate of direct experience rose by half to 30% of adult Americans compared to the last sampling in 2017. The 2021 survey followed a year in which the number of remote workers exploded due to COVID; the bullying rate for that population was 43.2%. While #MeToo raises alarm over workplace sexual harassment, employment law and public attention ignore workplace bullying which, according to this survey, affects 79.3 million U.S. workers through direct and vicarious experiences.
The purpose of this research is to examine the relationship between telework and telework-based work activities, work ability (i.e., job-related functional capacity), and well-being among workers with chronic health conditions (CHCs). The current study uses an experience sampling method to collect real-time assessments of participants? experiences. We expect the results of this study will shed light on the relationship between telework and worker health, as well as provide empirical evidence regarding the extent to which telework is a beneficial accommodation and organizational practice for workers with CHCs.
This study examines whether organizational pressure to attend work when unwell (i.e., presenteeism pressure) incrementally predicts worker well-being and performance outcomes above and beyond other known predictors. Using data collected from Amazon?s Mechanical Turk (MTurk; NTime 1 =561), preliminary analyses show that presenteeism pressure predicted presenteeism behavior above and beyond presenteeism climate. Planned additional analyses (target NTime 2 =400) will test lagged incremental prediction of job engagement, organizational citizenship behaviors, and counterproductive work behaviors three months later. These results contribute further evidence that presenteeism pressure poses a substantial and unique threat to both workers and organizations.
The purpose of this register-based study was to investigate associations between different trajectories of occupational complexity across work life and late-life dependency among participants aged 70 and older. The results from this study indicate that working conditions early in the career should be targeted for intervention by increasing the level of occupational complexity, as it may have cumulative positive effects across the work life for late-life dependency.
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.