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Abstract: Abstract The positive-activity model (PAM) proposes how and for whom positive activity interventions work best. This article evaluates the effectiveness of a web-based self-regulation intervention that teaches participants positive activities. Over six weeks, participants engage in different positive activities to meet the particular challenges in flexible work designs (FWD) such as remote work or mobile work. In line with the PAM, we expected the intervention to decrease emotional exhaustion and increase satisfaction with work-life balance via increases in both positive emotions and boundary management. Moreover, individuals’ depressive symptoms were expected to moderate this relationship. In a randomized controlled trial, participants were assigned to a waitlist control group or an intervention group. Study participants received questionnaires before and after the intervention and at a four-week follow-up. The final sample included 288 participants (intervention group: n = 105; control group: n = 183). Results of mixed variance analyses were in line with our predictions. Findings indicate that the intervention is an effective tool for improving well-being and work-life balance for workers with FWD. Changes in positive emotions and boundary management explained intervention effects. The intervention was effective regardless of participants’ baseline level of depressive symptoms. PubDate: 2023-09-28
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Abstract: Abstract Navigating the complexities of the daily commute, this research explores the relationship between commuting characteristics and their impact on worker well-being and performance. Through two studies, we dissect the commuting experience, examining the influence of commute time, quality, and predictability on worker wellbeing and work outcomes. This research addresses long-standing questions in the field, such as the link between commute time and well-being and the quest for an optimal commute time. It also uncovers fresh insights by simultaneously scrutinizing multiple commuting characteristics. Drawing on resource and positive psychology theories, we hypothesize that these commuting characteristics independently and uniquely shape worker well-being and outcomes. Contrary to popular belief, we found that commute time had little bearing on worker well-being and work outcomes. Instead, our findings reveal that commute quality stands out as the sole commuting characteristic that uniquely influences worker wellbeing. Moreover, our second study unveils that the commuting experience can shape certain work outcomes, such as job satisfaction and organizational citizenship behaviors, while leaving others, like task performance, untouched. Interestingly, commute predictability did not significantly influence well-being or work outcomes when considering commute quality. This work responds to the call for a more nuanced understanding of commute spillover effects and paves the way for future research. It underscores the importance of the commuting experience, shedding light on its far-reaching implications for worker wellbeing, performance, and, ultimately, organizational success. This research not only answers existing questions but also opens new avenues for exploring the impact of commuting on work and life. PubDate: 2023-09-16
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Abstract: Abstract Previous research has established the physical and mental benefits of using active workstations like treadmill desks in the workplace, such as reducing sedentary behavior and improving mood. However, treadmill desk use when working at home has not been examined despite significant increases in working from home during the COVID-19 pandemic. Therefore, the objectives of this study were (1) to be the first to describe how treadmill desks are used when working from home and (2) to describe perceived benefits, motivators, and barriers for treadmill desk use when working from home. Twenty participants who worked from home and used a treadmill desk were interviewed between February 2022 and April 2022. Participants reported using their treadmill desks while completing a variety of work and non-work tasks and experienced physical, mental, social, and work-related perceived benefits. Motivators for use included desires to reduce prolonged sitting and be more active, wanting to be healthier and fitter, tracking and reaching goals like daily step counts, feeling good during use, and to overcome increased sedentary behavior due to working from home during the COVID-19 pandemic. Barriers to use included the type of work being done, physical limitations, accessibility issues, social concerns, and mental barriers. Future research should investigate ways to increase treadmill desk use at home by capitalizing on motivating factors and reducing barriers to use. PubDate: 2023-09-01
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Abstract: Abstract The purpose of this study was to validate the 9-item abbreviated version of Maslach Burnout Inventory-General Survey. The sample consisted of 347 basic-education teachers from Peru with a mean age of 46.9 years old (n = 194 women), selected non-randomly. The Maslach Burnout Inventory-General Survey (MBI-GS), short version (MBI-GS-S) with items included in the MBI-GS, and the Ultra short version of the Utrecht Work Engagement Scale (UWES-3) were applied. Validity evidence based on internal structure and its relation to other variables was probed. Internal structure was analyzed with exploratory structural equation modeling (ESEM). The equivalence between the MBI-GS-S and the MBI-GS was then assessed according to reliability, score distribution, association between versions and association with other variables (engagement, sex and age). A strong equivalence between MBI-GS and MBI-GS short version was demonstrated in the psychometrics analyzed. The study showed the potential usefulness of the MBI-GS short version for the economic and efficient measurement of burnout in Spanish-speaking populations. PubDate: 2023-09-01
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Abstract: Abstract The purpose of the present study was to assess whether coworker incivility exhibits short-term effects on the enactment of counterproductive work behaviors, as well as to investigate the role emotions play in enhancing or mitigating the enactment of these behaviors. Drawing on social exchange theory, the target similarity model, and affect-as-information hypothesis, an experience sampling study across five consecutive workdays was conducted. Multi-level analyses using 448 observations revealed that on days when individuals experienced coworker incivility, they reported engaging in both interpersonal and organizational counterproductive work behaviors. We also found support for a buffering effect wherein positive affect in the morning weakened the relationship of workday coworker incivility with workplace counterproductive work behaviors, whereas negative affect in the morning strengthened this relationship. Altogether, this study provides a deeper understanding of naturally occurring work experiences, clarifies the positive, short-term association of coworker incivility with counterproductive work behaviors, and considers how state affect can impact interpretation of workday events. We conclude with theoretical and practical implications in addition to directions for future research. PubDate: 2023-09-01
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Abstract: Abstract Drawing upon social exchange theory, this research tests a unique underlying mechanism – interpersonal justice– through which coworker incivility indirectly influenced knowledge sharing (Study 1 and Study 2) as well as communion striving as the moderator of this indirect effect (Study 2). Specifically, Study 1, using cross-sectional data from 272 Chinese employees, and Study 2, using three-wave data from 234 American employees recruited from TurkPrime, confirmed the mediation effect of interpersonal justice (while controlling frustration) on the relationship between coworker incivility and knowledge sharing. Further, Study 2 found that communion striving moderated the relationship between coworker incivility and interpersonal justice such that the negative relationship was stronger for employees with low than high communion striving. Finally, the results of the moderated mediation analyses further supported that the indirect effect of coworker incivility on knowledge sharing via interpersonal justice was stronger among employees with low than high communion striving. This research provides the first empirical evidence of interpersonal justice as the underlying mechanism through which coworker incivility influences employees’ knowledge sharing and how communion striving moderates this mediating mechanism, offering new insights into why and when coworker incivility hinders knowledge sharing. Theoretical and practical implications were discussed. PubDate: 2023-09-01
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Abstract: Abstract Researchers have studied loneliness as a modern health epidemic which is associated with myriad negative health effects, yet the literature lacks evidence of loneliness’ correlates, including incivility, in the workplace. This paper not only replicates previous work on incivility, a pervasive interpersonal workplace stressor, it also contributes novel findings on the relative importance of loneliness in explaining variance in occupational health outcomes. We tested hypotheses using two cross-sectional datasets containing data from the general working population (Sample 1) and state corrections supervisors (Sample 2). Through relative importance analyses, including relative weights analysis, we found that both general and workplace loneliness explain substantial variance in several outcomes (e.g., emotional exhaustion, depression symptoms, and turnover intentions) relative to the variance explained by workplace incivility. When controlling for perceived work stress, general loneliness appears to be more important than incivility in explaining variance in emotional exhaustion, job satisfaction, and depression symptoms. PubDate: 2023-09-01
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Abstract: Abstract Wellness involves physical, emotional, behavioral, social, and spiritual dimensions. A climate for wellness exists at both the psychological and organizational levels, consisting of individual and shared perceptions of policies, structures, and managerial behavior that support or promote employee wellbeing. This study explored the associations between psychological and organizational wellness climate and the effectiveness of a team health promotion training on employees’ perceived physical and mental wellbeing and substance use. Employees from 45 small businesses completed self-report measures of wellness climate, wellbeing, positive unwinding behavior, work-family conflict, job stress, drug use, and alcohol use, assessed before, and one and six months after, attending either of two types of onsite health promotion training. Team Awareness training targeted improvements in the social climate at work. Healthy Choices training targeted individual health behavior. A control group did not receive training until after the study. Businesses were randomly assigned to conditions and data were analyzed using multi-level modeling. Models that included wellness climate as a mediator fit the data significantly better than models without climate as a mediator. Team Awareness participants showed greater improvements in wellness climate and wellbeing compared to the control group. Healthy Choices participants showed no changes in climate and no mediation effects of climate. Health promotion efforts may be enhanced by including wellness climate as a target in program design at multiple levels. PubDate: 2023-09-01
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Abstract: Abstract This study investigates the link between intimate partner violence (IPV) and work withdrawal (including absence frequency, partial absenteeism, and turnover intentions) in the context of partners’ interference with victims at work and family supportive supervision of victims at work. Using the work-home resources model, we propose that (1) partner interference with victims at work will worsen the relationship between IPV and work withdrawal, and (2) family supportive supervision of victims at work will alleviate this relationship. Our analysis of a sample of 249 female employees found a three-way interaction between IPV, partner interference, and family supportive supervision on victims’ absence frequency: IPV victims whose partners interfered with their work had lower absence frequency when they received high (compared to low) levels of family supportive supervision at work. Importantly, family supportive supervision was only related to lower absence frequency when both IPV and partner interference were present. This suggests that organizations have a unique opportunity to reduce the negative effects of IPV and partner interference not only for the victim but also for other employees who are indirectly affected. Our findings have significant implications for organizations, which have ethical, legal, and practical responsibilities to create a safe working environment for all employees. PubDate: 2023-09-01
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Abstract: Abstract Unhealthy snacking is considered one of the main contributors to the current obesity pandemic. Initial research suggests that work-related stress may be an important predictor of unhealthy snacking, however, there is still much to learn about the underlying mechanisms and conditions of work-related snacking. To address this research gap, we investigated the effect of two prominent work stressors, workload and interpersonal conflict, on unhealthy snacking behaviors during work and in the evening after work. We propose that these effects may be explained through a homeostatic motive to restore energy following depletion and a hedonic motive to induce pleasure, thus investigating the potential mediating effect of emotional exhaustion and negative affect. Additionally, since individual differences play an important role for snacking behaviors, we examined the potential moderating effect of trait mindfulness. Results from diary data across two workweeks (N = 118) did not show a significant positive linear relationship between daily work stressors and unhealthy snacking. The protective nature of trait mindfulness became apparent in the relationship between after-work emotional exhaustion and unhealthy snacking, indicating that individuals high in trait mindfulness consume less unhealthy snacks in the evening after work when emotionally exhausted. Furthermore, a supplementary analysis revealed that employees especially snack in the evening after low workload days. Taken together, our results unfold the complex nature of work-related snacking and offer valuable input for practical implementations. PubDate: 2023-09-01
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Abstract: Abstract Experiencing meaningful work is strongly linked to occupational health, and organizational leaders can play a role in facilitating meaningful work through various practices. However, studies identifying and classifying specific leadership practices that foster meaningful work are limited. In this article, we distill and clarify major ways leaders might enable meaningful work and contribute a new tool to assess them. In three studies of employees in various work contexts (N = 689; N = 647, N = 351), we administered a set of items measuring numerous practices leaders use to cultivate meaningful work elicited from a qualitative study of organizational leaders and a literature review. Dimensionality reduction techniques distilled these practices into six distinct domains. We then validated a diagnostic instrument to measure the extent to which leaders engage in each practice (the Practices for Meaning Diagnostic) and explored associations with employee experiences of meaningful work, psychological meaningfulness, and related variables, finding strong relationships. The six identified leadership practices are: communicating the work’s bigger impact, recognizing and nurturing potential, fostering personal connections, discussing values and organizational purpose during hiring, enacting integrity through modeling values-based behaviors, and giving employees freedom. Our results provide a way for leaders to assess practices intended to foster meaningful work and a way for researchers to test the practices’ effectiveness. We also describe contributions to research, theory, and practice. PubDate: 2023-08-14
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Abstract: Abstract College students misuse alcohol at alarming rates, with excessive alcohol use becoming a growing public health problem. Increased access to alcohol during the COVID-19 pandemic is duly problematic. In addition, universities in the United States saw an abrupt change in on-campus residences, as well as reductions in social interactions, and increases in overall stress and anxiety of the student body. Students managing work and school simultaneously with massive social shifts may be at an increased likelihood to experience work-to-school conflict and subsequent alcohol use. Through the lens of the stress-vulnerability model of alcohol use, we examined the relationship between daily work-to-school conflict and daily alcohol use using a 14-day daily diary design during the early COVID-19 pandemic. We also examined daily tension reduction expectancies of alcohol as a boundary condition in the aforementioned relationship. In a sample of 51 employed college students, who reported 533 measurement occasions, we found daily tension reduction expectancies of alcohol significantly moderated the relationship between daily work-to-school conflict and daily alcohol use, however the direct effect of daily work-to-school conflict on daily alcohol use was not significant. Implications for future research and practice are discussed. PubDate: 2023-07-25
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Abstract: Abstract Despite the extensive literature on the effects of workplace incivility on employees’ affective, attitudinal, cognitive, and active behavioral reactions, it is unclear whether and how workplace incivility might affect employee silence, a more passive form of employee behavior with harmful consequences. Using social exchange theory as the theoretical framework, the current study explores the mediating role of trust in supervisor in the relationship between supervisor incivility and employee silence. The moderating role of perceived organizational support (POS) is also explored. We collected data from 196 participants across three waves using CloudResearch (formally known as TurkPrime) and results showed that supervisor incivility positively predicted employee silence, and trust in supervisor mediated this relationship. Further, the negative effect of trust in supervisor on employee silence was stronger for employees who perceive high POS. The findings contribute to our theoretical understanding of employees’ passive behavioral responses to supervisor incivility and the social exchange process in the relationship between supervisor incivility and silence. PubDate: 2023-07-07 DOI: 10.1007/s41542-023-00159-7
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Abstract: Abstract Numerous cross-sectional studies have examined associations of employees’ sickness presence (i.e., working while being ill) with job satisfaction and health. However, these studies conflate between- and within-person variance and do not allow disentangling the direction of effects among these constructs. Sickness presence may have positive or negative within-person effects on job satisfaction and health, and vice versa. Based on conservation of resources theory, the effort-recovery model, and the job demands-resources model, we test a set of competing hypotheses using a six-wave longitudinal study over 15 months with N = 363 employees. Results of random-intercept cross-lagged panel modeling showed that both sickness presence spells and frequency had negative within-person effects on job satisfaction, but did not predict health. In addition, job satisfaction had a negative within-person effect on sickness presence spells, and health had a negative within-person effect on sickness presence frequency. Overall, these findings contribute to the organizational literature by providing evidence for reciprocal and negative effects among sickness presence and job satisfaction, as well as a negative effect of health on sickness presence at the within-person level. Based on the findings, organizational practitioners could implement programs to enhance job satisfaction and health and to raise awareness about the potential negative consequences of sickness presence. PubDate: 2023-06-27 DOI: 10.1007/s41542-023-00154-y
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Abstract: Abstract Organizations can introduce a variety of policies that mitigate the spread of COVID-19 and encourage vaccinations to promote public health. Previous research suggests employees are hesitant about organizational changes because they may be perceived as threatening. In the current study, we suggest that employees may support the introduction of some policies precisely because these policies help reduce threats to well-being and safety in the work environment, especially those concerns that rise to the level of worry. Using a two-wave sample of frontline theme park workers surveyed at a time when COVID-19 safety policies had not yet been decided, we test the idea that workers are more likely to endorse COVID-19 safety policies when they are worried about COVID-related environmental risk in the form of mistreatment by guests and, subsequently, guest and worker vaccination status. Results suggest that worry about guest mistreatment predicts later endorsement of COVID-19 safety policies, and this effect is partly explained by worry about others’ vaccination status. These effects occur independent of workers’ dispositional tendencies to worry (trait neuroticism) and general optimism (trait optimism) about the future. PubDate: 2023-06-20 DOI: 10.1007/s41542-023-00153-z
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Abstract: Abstract There is a common assumption that the use of telework is beneficial for managing one’s work and non-work roles due to perceptions of increased flexibility while teleworking. In this meta-analysis we investigate the relationship between telework and bi-directional indicators of work-family conflict, such as work interference with family (WIF) and family interference with work (FIW). We also test whether gender and continuous versus dichotomous measurement of telework (e.g., proportion of working hours spent teleworking versus groups of teleworkers and non-teleworkers) moderate these relationships. Following Schmidt and Hunter’s (2015) random-effects method, we find telework to be associated with significantly lower levels of WIF and not significantly related to FIW. Additionally, gender and measurement of telework both moderate the relationship between telework and WIF. Our findings speak to the nuanced relationship between telework and work-family conflict. PubDate: 2023-06-15 DOI: 10.1007/s41542-023-00158-8
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Abstract: Abstract Organizational dehumanization may affect employees’ work behaviors and well-being. However, whether the impact of organizational dehumanization goes beyond the work domain and influences family functioning remains unclear. Following the spillover theory, this study examines the association between employees’ perception of organizational dehumanization and family functioning. Path analysis was used on a two-wave dataset of 372 participants. Results showed that organizational dehumanization at T1 significantly predicted family functioning at T1. Similarly, dehumanization at T2 significantly predicted family functioning at T2. However, organizational dehumanization at T1 did not predict family functioning at T2 when family functioning at T1 was considered. Limitations and implications are discussed. PubDate: 2023-06-08 DOI: 10.1007/s41542-023-00157-9
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Abstract: Abstract Prior to the COVID-19 pandemic, telework was an established discretionary practice with a considerable amount of research. However, the COVID-19 pandemic forced people who had never worked from home before to do so. Our two-wave descriptive investigation provides a historical snapshot of what approximately 400 teleworkers experienced in the first two to three months of the pandemic. We explored how this experience differed for those who had previously teleworked, those who had children in their home, and those who had supervisory responsibilities. The data exposed telework challenges and pandemic-specific challenges. The results support job crafting theories that teleworkers proactively implement strategies to adjust their boundaries and relationships to meet their need (Biron et al., Personnel Review, 2022). The data also revealed that employees were still struggling two months later, despite implementing strategies like self-care, taking breaks, and psychological reframing. This research provides detailed evidence of how pandemic-induced telework is not the same as traditional telework and some initial evidence of the pandemic-induced telework adjustment time period. PubDate: 2023-05-20 DOI: 10.1007/s41542-023-00151-1
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