Submission does not consider occupation or industry – Page 2

Does Planning for Anticipated Work Have an Effect on Emotional Exhaustion?

November 12, 2021November 12, 2021

The purpose of this study is to examine the impact of planning for anticipated workload on emotional exhaustion. This study consisted of a two-part online survey that was distributed on an online research participation system. Research suggested that workers? anticipated workload over the following two weeks predicted emotional exhaustion levels; however, when employees put more effort into planning for their anticipated work, they felt higher levels of emotional exhaustion. This could be because planning itself consumes a lot of cognitive resources, later causing more emotional exhaustion when the work actually comes around.

Mentoring as a job resource for preventing burnout and enhancing work engagement

November 13, 2021November 12, 2021

This study confirmed that mentoring can be a job resource for preventing burnout and enhancing work engagement among Japanese working people.

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.

Implications of Role Stressors: Do Challenge and Hindrance Appraisals Matter?

November 13, 2021November 12, 2021

We study the mediating role of stressor appraisal on the relationship between role stressors (RS) and psychological strains (anxiety and tedium) and subsequent organizational outcomes. We also extend the nomological net to include other linkages between psychological strains and organizational outcomes in Lazarus and Folkman?s (1984) transactional model of stress. We expected the relationship between RSs (conflict and overload) at T1 and intention to leave the organization (IL) at T2 would be mediated by hindrance and challenge appraisals at T1, psychological strains at T1 and T2, and organizational attitudes: affective organizational commitment (AOC) and job satisfaction (JS) at T2, however, the expectation was partially met. An SEM showed that appraisal was not a relevant mediator in the nomological net, but the outcome due to stressors as mediated by psychological strains (at T1) and organizational attitudes were impactful.

Trait Resilience as a Critical Factor in Responding to the COVID Pandemic

November 13, 2021November 12, 2021

This retrospective, multinational survey study draws upon the Personal Resource Allocation (PRA) framework to explore how trait resilience determines the impact of COVID-19 on (1) various work and non-work indicators (e.g., quality of work, eating habits) and (2) wellbeing and work engagement during the early stages of lockdown (June 2020). Demographic factors related to the pandemic (pay cuts, remote work experience and training, essential worker status) were included as control variables. Results indicated resilience was the most consistent and strongest predictor of all outcomes.

Can’t we all just get along? A nomological network of workplace mistreatment

November 13, 2021November 12, 2021

Our current examination of workplace mistreatment literature is conducted on a secondary level to identify trends and concerns across multiple research streams and unique to specific forms of mistreatment. The current work addresses these commonalities and unique concerns by identifying a holistic framework of workplace aggression, including immediate factors surrounding mistreatment, lenses through which the phenomena can be examined, and secondary-level categories for mistreatment influences (e.g., antecedents, outcomes). This framework was constructed through a thorough review and coding of 31 meta-analyses, qualitative reviews, and book chapters. The identified second-level categories of influences and outcomes of mistreatment may be practically useful for organizations when examining relationships and desired outcomes for workers, while the identified patterns of commonality in mistreatment research (e.g., prevalence of target perspective) highlight opportunities for future research (e.g., perpetrator perspective).

Long-term effects of workplace harassment on mental health and alcohol use

November 13, 2021November 12, 2021

Individuals were surveyed about their exposure to workplace sexual and generalized harassment, symptoms of anxiety and depression, and alcohol use/misuse at 8 timepoints between 1996-2007 (W1-W8) and were resurveyed in 2020 (W9). Bivariate analyses indicate that those who were exposed to chronic sexual or generalized harassment at W1-W8 reported significantly greater symptoms of depression and anxiety and past 30 day measures of heavy alcohol use. These results suggest that workplace harassment can have long-term health implications for targets, and that enforcement of existing laws that prohibit sexual harassment and enactment of similar laws to protect workers against workplace bullying could help to protect long-term health of workers.

The development and preliminary validation of a Work Anxiety Scale (WAS): Integrating prior research, dimensionality, and construct validity

November 13, 2021November 12, 2021

The present study describes the initial development of a workplace anxiety scale intended to assess the outcome of affective job strain and identify its dimensionality. Based a review of existing literature, we hypothesized five dimensions of anxiety reflecting anticipatory unease and tension regarding performance, coworkers, supervisor, and the physical worksite. Exploratory factor analysis revealed three factors of anxiety explaining 66% of scale variance that we characterized as generalized worry, affective discomfort, and performance unease. To illuminate these dimensions, factor relations with nine work-related external constructs are reported along with discussion of organizational implications.