2019 Program
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berrazaki4PHILADELPHIA, PA | NOVEMBER 6–9
FULL PROGR AM
FULL PROGRAM
Table of Content
Agenda at a Glance..................................................................4
Wednesday................................................................................9
Thursday....................................................................................11
KEYNOTE ADDRESS
What Will It Take for People to
Stop “Dying for a Paycheck”? ..........................................58
Friday..........................................................................................125
KEYNOTE ADDRESS
Safety and Health at the
Heart of the Future of Work .............................................188
Saturday.....................................................................................240
PLENARY SESSION
Plugged In: Managing Risks and Maximizing
Gains in an Era of Rapid Technological Change...........278
Acknowledgments...................................................................339
CONFERENCE Ted Scharf, PhD Robert Henning, PhD Sabine Sonnentag, PhD
CO-CHAIRS NIOSH University of Connecticut University of Mannheim,
Germany
David W. Ballard, PsyD, MBA Naomi Swanson, PhD Jonathan Houdmont, PhD
American Psychological NIOSH University of Nottingham Jeanne Stellman, PhD
Association Columbia University
INTERNATIONAL Irene Houtman, PhD
Naomi G. Swanson, PhD TNO Work & Employment Masaya Takahashi, PhD
SCIENTIFIC
National Institute for National Institute of
COMMITTEE Irena Iskra-Golec, PhD Occupational Safety & Health,
Occupational Safety and
Health SWPS University of Social Japan
Kirsi Ahola, PhD
Sciences and Humanities,
Finnish Institute of
Tammy D. Allen, PhD Poland Mark Tausig, PhD
Occupational Health
Society for Occupational University of Akron
Health Psychology Arturo Juárez-García, PhD
Bengt Arnetz, MD, PhD
Universidad Autónoma del Lois Tetrick, PhD
Michigan State University
Estado de Morales, Mexico George Mason University
PLANNING
COMMITTEE Janet Barnes-Farrell, PhD
E. Kevin Kelloway, PhD Horacio Tovalin, DrPH
University of Connecticut
Saint Mary’s University Universidad Nacional
Tammy D. Allen, PhD Autónoma de México
SOHP/University of South Michael Burke, PhD
Jennifer Kelly, PhD
Florida Tulane University
American Psychological Mina Westman, PhD
Pascale Carayon, PhD Association/Georgia Tel Aviv University
Wesley B. Baker Psychological Association
American Psychological University of Wisconsin-
Haiou Yang, PhD
Association Madison
Peter Kelly, MSc University of California, Irvine
Peter Chen, PhD U.K. Health and Safety
David W. Ballard, PsyD, MBA Executive Dov Zohar, PhD
American Psychological Auburn University
Technion - Israel Institute of
Association Rosalind King, PhD Technology
David DeJoy, PhD
University of Georgia National Institute of Child
Chia-Chia Chang, MPH, MBA Health & Human Development
NIOSH LOCAL ORGANIZING
Maureen Dollard, PhD COMMITTEE
University of South Australia Stavroula Leka, PhD
Gwendolyn Fisher, PhD University of Nottingham
SOHP/Colorado State Hal Shorey, PhD
University Donald Elisburg, JD (Chair) Oskin Leadership
National Clearinghouse for Frederick Leong, PhD
Institute, Widener University
Worker Safety and Health University of Michigan
Michael T. Ford, PhD
SOHP/The University of Training MEMBERS:
Ivonne Moreno-Velazquez,
Alabama Erin Wolff
Michael Ertel, Diplom- PhD
Oskin Leadership Institute,
Soziologe University of Puerto Rico
Tara Hartley, PhD Widener University
NIOSH Federal Institute for
Akinori Nakata, PhD
Occupational Safety and Erica Liebman
International University of
Cdr. Heidi Hudson, MPH, Health, Germany Oskin Leadership Institute,
Health and Welfare, Japan
CHES Widener University
NIOSH Rudy Fenwick, PhD
Karina Nielsen, PhD
University of Akron Kris Winiarz
Sheffield University
Lisa Kath, PhD Oskin Leadership Institute,
Jane Ferrie, PhD Management School
SOHP/San Diego State Widener University
University University College London
Jae Bum Park, PhD
Sara Hertzel
Michael Frone, PhD Ajou University, South Korea
Jeannie Nigam, MS Institute of Graduate Clinical
NIOSH State University of New York Psychology at Widener
Pamela Perrewe, PhD
at Buffalo University
Florida State University
Rene Pana-Cryan, PhD
NIOSH Daniel Ganster, PhD CONFERENCE
Tahira Probst, PhD
Colorado State University
Washington State University MANAGERS
Tapas K. Ray, PhD Vancouver
NIOSH Sharon Glazer, PhD
Wesley B. Baker
University of Baltimore
Wilmar Schaufeli, PhD American Psychological
Angela Sarver, MS University of Utrecht Association
NIOSH Viviola Gómez-Ortiz, PhD
University of the Andes,
Peter Schnall, MD, MPH Angela Sarver, MS
Steven Sauter, PhD Colombia
University of California, Irvine NIOSH
NIOSH
Norbert Semmer, PhD
University of Bern
3 WORK, STRESS AND HEALTH
#WSH2019
Agenda at a Glance
WED N ESDAY
9:00 a.m.–12:00 p.m. Preconference Morning Workshops
1:00–4:00 p.m. Preconference Afternoon Workshops
5:30–6:30 p.m. Opening Session and Awards
Liberty Ballroom A
6:30–8:30 p.m. Welcome Reception
Freedom Ballroom
T HU R S DAY
7:30 a.m. Continental Breakfast Served
8:00–9:00 a.m. Poster Session 1
Liberty Ballroom B
9:15-10:15 a.m. What Will It Take for People to Stop “Dying for a Paycheck”?
Keynote Jeffrey Pfeffer, PhD
Liberty Ballroom A
10:30–11:45 a.m. PAPER SESSION SYMPOSIUM PAPER SESSION SYMPOSIUM
Workload and Stress Understanding and Working Conditions and Engaging Students in
Concurrent Salon 3 & 4 Mitigating the Impact of Mental Health OHP Courses
Sessions 1 Occupational Stress on Independence Ballroom A Salon 10
Professional Firefighters
Salon 5 & 6
PAPER SESSION SYMPOSIUM PAPER SESSION SYMPOSIUM
Organization Readiness Work and Family Well- Workplace Civility and The Future of Work:
for Total Worker Health being: Resources and Incivility Implications for
Programs Challenges Independence Ballroom B Occupational Health
Philadelphia Ballroom Independence Ballroom CD and Worker Well-being
South Philadelphia Ballroom
North
12:00–12:45 p.m. Luncheon Sessions
Total Worker Health Professionals Collaborative Meeting Philadelphia Ballroom North
Partnering with Organizations on Occupational Health Research Philadelphia Ballroom South
Earn CE credits at WSH 2019: Select sessions at this conference have been reviewed and approved by the American Psychological Association’s (APA) Office Continuing
Education in Psychology (CEP) to offer Continuing Education (CE) credit for psychologists. Full attendance is required at each session for which you are claiming CE credit. Partial
credit is not awarded. The CEP Office maintains responsibility for the delivery of the session.
4 WORK, STRESS AND HEALTH
AGENDA AT A GLANCE
T H U R S D AY C O N T I N U E D
1:00–2:15 p.m. PAPER SESSION PAPER SESSION PAPER SESSION Ensuring a Good Fit
Exhaustion and Burnout Psychosocial Work Work Factors Between Interventions
Concurrent Philadelphia Ballroom Factors and Stress Associated with and Their Participants:
Sessions 2 North Philadelphia Ballroom Worker Satisfaction and Intervening to Improve
South Happiness Employee Well-being in
Salon 3 & 4 Different National and
Occupational Contexts
Independence
Ballroom B
PAPER SESSION PAPER SESSION PAPER SESSION PAPER SESSION
Total Worker Health in Work, Parenting, and Workplace Bullying Stress at Work
Small Businesses Family Outcomes Salon 5 & 6 Salon 10
Independence Ballroom CD Independence Ballroom A
2:30–3:45 p.m. PAPER SESSION SYMPOSIUM PAPER SESSION Fitting the Intervention
Qualitative Approaches Labor’s Methods And Organizational to the Context:
Concurrent to the Study of Stress Tools Influences on Worker Intervening to Improve
Sessions 3 Salon 3 & 4 Philadelphia Ballroom Well-being Employee Well-being in
South Philadelphia Ballroom Different National and
North Occupational Contexts
Independence
Ballroom B
PAPER SESSION PAPER SESSION PAPER SESSION SYMPOSIUM
Economic Factors to The Importance of Diversity and Health Economics of
Workplace Health Work-Family Support Disparities Outpatient Prescription
Outcomes for Caregivers Salon 10 Opioids in U.S. Workers
Salon 5 & 6 Independence Ballroom A Independence Ballroom CD
4:00–5:30 p.m. PANEL SYMPOSIUM PAPER SESSION PAPER SESSION
Going Public: Sharing Labor’s Research To Employees as a Resource Sleep, Fatigue, and
Concurrent Our Work Through the Practice for Organizational Stress
Sessions 4 Media Philadelphia Ballroom Interventions Independence Ballroom B
Salon 5 & 6 South Salon 3 & 4
The National Research PANEL
Agenda on Healthy Reading Between the
Work Design: A Town (APA Guide)lines: A
Hall Informational and Discussion of Ethical
Interactive Forum Dilemmas
Philadelphia Ballroom Independence
North Ballroom CD
5:45–7:00 p.m.
Independence Film screening of The Company We Keep, including Q&A with the film's producer
Ballroom A
F R IDAY
7:30 a.m. Continental Breakfast Served
5 WORK, STRESS AND HEALTH
AGENDA AT A GLANCE
F R I D AY C O N T I N U E D
8:00–9:00 a.m.
Liberty Ballroom B
Poster Session 2 and Total Worker Health Book Signing
9:15–10:30 a.m. PAPER SESSION PAPER SESSION PAPER SESSION SYMPOSIUM
Physical Outcomes of Safety Climate Work Schedules and The Healthy Work
Concurrent Stress Assessment and Health Campaign: A Public
Sessions 5 Independence Ballroom B Training in the Salon 3 & 4 Health Campaign to
Firefighting Industry Advance Work Stress
Salon 10 Prevention and Healthy
Work in the United
States
Independence Ballroom CD
SYMPOSIUM PAPER SESSION SYMPOSIUM PAPER SESSION
Associations of Work Workplace The U.S. Workplace Emerging Issues
Design, Management Telepressure, Work- Bullying Movement: and Opiods in the
Practices, and the Family Conflict, and Assessing Two Decades Workplace
Physical and Psychosocial Associated Outcomes of Progres Salon 5 & 6
Work Environment Independence Ballroom A Philadelphia Ballroom
with Worker and Family North
Member Well-being
Philadelphia Ballroom
South
10:45-11:45 a.m. Safety and Health at the Heart of the Future of Work
Keynote Manal Azzi, PhD
Liberty Ballroom A
12:00–12:45 p.m. Luncheon Session
Publishing Research in Occupational Health Psychology Philadelphia Ballroom North
1:00–2:15 p.m. PAPER SESSION SYMPOSIUM PAPER SESSION PAPER SESSION
Stress in Higher Unique Factors Related Organizational Positive Approaches to
Concurrent Education to Stress and its Resources Promoting Employee
Sessions 6 Salon 5 & 6 Outcomes in Healthcare Salon 10 and Organizational
Workers Outcomes
Philadelphia Ballroom Independence
North Ballroom A
SYMPOSIUM PAPER SESSION PAPER SESSION SYMPOSIUM
Worker Well-Being: Leadership as a Age and Work Ability Building Successful
A Framework and Resource for Work Life Independence Ballroom CD Academic-Employer
Measurement Tool Independence Ballroom B Partnerships for
Philadelphia Ballroom Research Innovation:
South Examples from the
Construction and
Health Care Sectors
Salon 3 & 4
2:30–3:45p.m. PAPER SESSION PAPER SESSION PAPER SESSION SYMPOSIUM
Stress and Teachers Strategies to Improve Psychosocial Factors Applied Health and
Concurrent Independence Ballroom A Workers’ Perceptions and Health: Surveys of Safety Research
Sessions 7 and Performance on Working Conditions and Projects, Challenges,
the Job Training Opportunities and Recommendations
Independence Salon 3 & 4 Independence
Ballroom CD Ballroom B
6 WORK, STRESS AND HEALTH
AGENDA AT A GLANCE
F R I D AY C O N T I N U E D
SYMPOSIUM PAPER SESSION PAPER SESSION PAPER SESSION
Using Guidelines to Work and Health Technology and Risk Management of
Implement Integrated Behaviors Harassment Workplace Psychosocial
Approaches to Work, Salon 10 Philadelphia Ballroom Environment
Health and Well-being: South Salon 5 & 6
Applications in a Health
Services System,
Food Services, and
Construction
Philadelphia Ballroom
North
4:00–5:30 p.m. PANEL PANEL The Impact of New and PANEL
It’s Time to Think More Approaches that Changing Technologies Development and
Concurrent Formally About Time Accelerate Research Implementation of
on Employee Health
Sessions 8 in Occupational Health to Practice: Lessons Standards for Workplace
and Well-being: A Panel
Psychology learned from NIOSH and Research Incubator Psychological Health and
Salon 3 & 4 Total Worker Health Philadelphia Ballroom Safety: Opportunities
Centers North and Challenges
Independence from International
Ballroom CD Perspectives
Salon 5 & 6
Use of a Workplace SYMPOSIUM PANEL PANEL
Best Practices Working Outside the Modelling the Healthy Stress and Well-Being
Measurement Tool Ivory Tower: Insights Work Design and Today and Tomorrow:
to Support Strategic and Advice on OSH Well-Being Domain: An Practical Challenges
Planning, Collaboration, Careers Interactive Forum for Scientists and
and Program Integration Independence Ballroom B Philadelphia Ballroom Practitioners
Salon 10 South Independence
Ballroom A
6:00–6:30 p.m. Society for Occupational Health Psychology Business Meeting
Philadelphia Ballroom Open to All Conference Attendees
South
6:30–8:00 p.m. SOHP-Hosted Reception
Philadelphia Ballroom Open to All Conference Attendees
North
SATU R DAY
7:30 a.m. Continental Breakfast Served
8:00–9:00 a.m.
Liberty Ballroom B
Poster Session 3
9:15–10:15 a.m. Plugged In: Managing Risks and Maximizing Gains in an Era of Rapid Technological Change
Plenary David W. Ballard, PsyD, MBA, Susan Zhu, PhD, George Kohl, and Sheri Feinzig, PhD
Liberty Ballroom A
10:30–11:45 a.m. PAPER SESSION PAPER SESSION PAPER SESSION PAPER SESSION
Work Stress Recovery Approaches to Maintain Interpersonal Stress Addressing Mental
Concurrent Philadelphia Ballroom Worker Health During Predictors and Effects Health in the Workplace
Sessions 9 South Emergency Response Salon 5 & 6 Independence
Salon 3 & 4 Ballroom A
7 WORK, STRESS AND HEALTH
AGENDA AT A GLANCE
S AT U R D AY C O N T I N U E D
PAPER SESSION SYMPOSIUM PAPER SESSION SYMPOSIUM
Job Insecurity, Career Starting (or Changing) a Social Environment Opioids in the
Needs, Earnings, and Research Program: The and Workplace workplace, prevention
Health in a Global Experience of Veteran Mistreatment and response
Context Researchers Independence Ballroom B Philadelphia Ballroom
Salon 10 Independence Ballroom CD North
12:00–12:45 p.m. Luncheon Session
Early Career Speed Mentoring Philadelphia Ballroom North
1:00–2:15 p.m. SYMPOSIUM PAPER SESSION PAPER SESSION 20/20 Vision Session:
Work-related Boredom Stress and Mental Predictors of Burnout What Does the Future
Concurrent at Different Levels: Health Salon 3 & 4 Hold For…
Sessions 10 Days, Persons, and Jobs Independence Ballroom B Philadelphia Ballroom
Independence Ballroom CD South
PAPER SESSION SYMPOSIUM PAPER SESSION PAPER SESSION
Total Worker Health: Improving Employees’ Individual Differences Research Methodology
Rationale and Health Through Salon 5 & 6 to Investigate Factors
Application Supervisor Support That impact Worker
Independence Ballroom A Philadelphia Safety, Health, and Well
Ballroom North being
Salon 10
2:30–3:45 p.m. PAPER SESSION SYMPOSIUM PAPER SESSION PAPER SESSION
Models and Measures Young Workers and Surveillance Among Training Strategies for
Concurrent Independence Ballroom A Occupational Health High Risk Workers Promoting Health and
Sessions 11 and Safety Independence Ballroom B Safety for Nurses
Philadelphia Salon 3 & 4
Ballroom North
SYMPOSIUM PAPER SESSION SYMPOSIUM SYMPOSIUM
Intervention Balancing Work and Life Stress and Violence The New Trend in
Approaches for in Various Occupations in fire-based EMS National Organizational
Sedentary Occupations Philadelphia Responders - SAVER Work Stress
Salon 5 & 6 Ballroom South Salon 10 Assessment Tools:
Challenges, Successes,
and Lessons Learned
Independence Ballroom CD
4:00–5:00 p.m.
Philadelphia Closing Session
Ballroom North
Continuing Education Credits
Select sessions at this conference have been reviewed and approved by the American Psychological Association’s (APA) Office Continuing
Education in Psychology (CEP) to offer Continuing Education (CE) credit for psychologists. Full attendance is required at each session
for which you are claiming CE credit. Partial credit is not awarded. The CEP Office maintains responsibility for the delivery of the session.
Designated Conference Sessions
Unlimited CE credit will be offered for designated conference sessions. A single fee of $65 allows you to earn CE credits for as many of
the identified conference sessions as you would like to attend. CE sessions will be identified by the CE logo in the conference program.
Preconference Workshops
A single fee of $35 allows you to earn credit for any combination of preconference workshops attended. The unlimited CE credit fees are in
addition to other conference fees charged for these sessions.
8 WORK, STRESS AND HEALTH
NOVEMBER 6
W E D N E S D AY
9 WORK, STRESS AND HEALTH
W E D N E S D AY
9:00 a.m.–12:00 p.m.
Pre-conference AM Workshops
Philadelphia Ballroom South Philadelphia Ballroom North Independence Ballroom A
Developing Student Skills and Measurement in Occupational Non-Standard Work Arrangements
Fostering Student Learning: Health Psychology: From Fundamentals and Worker Well-Being
Evidence-Based Teaching to Emerging Issues Rene Pana-Cryan, Leslie I. Boden,
Susan A. Nolan and Guillermo Wated Russell A. Matthews and Kimberly A. French and P. Tim Bushnell
1:00–4:00 p.m.
Pre-conference PM Workshops
Independence Ballroom A Philadelphia Ballroom South Philadelphia Ballroom North
The Future of Worker Well-Being: Understanding and Using Bayesian What You Need to Know Now about Safety
Total Worker Health Analysis for Hypothesis Testing in Climate and Culture: An Overview
Chia-Chia Chang, Constance Franklin, Occupational Health Research Lisa M. Kath and Ted Scharf
Heidi Hudson, and Sara L. Tamers Ivan Hernandez and Pablo Gomez
5:30–6:30 p.m.
Liberty Ballroom A
Opening Session and Awards
Opening Awards
Career Lifetime Achievement Award in Research Presentation
David W. Ballard, PsyD, MBA, Senior
Director for Applied Psychology, American David M. DeJoy, PhD, University of Georgia College of Public Health
Psychological Association Norbert K. Semmer, PhD, Universität Bern Institut für Psychologie
Naomi G. Swanson, PhD, Chief,
Organizational Science and Human Factors Early Career Achievement Award Presentation
Branch, National Institute for Occupational Erika Sabbath, ScD, Boston College School of Social Work
Safety and Health Aditya Jain, PhD, Nottingham University Business School
Tammy D. Allen, PhD, President, Society for
Occupational Health Psychology Gwendolyn Puryear Keita Award for Social Justice and the Welfare of Working People
Presentation
Carles Muntaner MD, PhD, MHS, University of Toronto, Dalla Lana School of Public Health
Welcome
Arthur C. Evans, Jr., PhD, Chief Executive
Officer, American Psychological Association
6:30–8:00 p.m.
Freedom Ballroom
Welcome Reception
10 WORK, STRESS AND HEALTH
NOVEMBER 7
T H U R S D AY
11 WORK, STRESS AND HEALTH
T H U R S D AY
8:00–9:00 a.m.
Liberty Ballroom B
Poster Session 1
Comprehensive Approaches to Healthy Work are intricately designed (“measured to the minute”), and traffic delays
add pressure to the employer, driver, and client. Traffic or construction
Design and Well-Being
delays affect activity levels of drivers because they reduce opportuni-
ties for movement (i.e., stretch breaks).
A-1 While certain risks were recognized (e.g., falling/slipping/trip-
Using Total Worker Health to examine Work Organization and ping, improper movement, opening doors, traffic incidents, etc.), the
Well-Being in Local / Short-Haul Commercial Trucking. Interview development of chronic diseases (e.g., diabetes) due to truck driving
and Focus Group was not considered a major risk. Being able to bring their own food
and be home at night were cited as primary protective factors for L/
Jeannie Nigam (NIOSH) SH truck drivers compared to the typical long-haul driver. Previously
Problem. Commercial truck drivers face widely acknowledged safety drivers had more physical activity opportunities, but the use of third
risks on the job and are at increased risk for heart disease, diabetes, party laborers (“lumpers”) who load and unload cargo has reduced
hypertension, and obesity. Long / irregular work hours, lack of breaks, those opportunities.
inadequate sleep, and little access to exercise facilities and healthy Drivers. Traffic affects safety, scheduling, and stress. Drivers
eating options contribute to drivers’ health and safety problems. reported feeling tense due to traffic density and the “constant watch-
Additionally, health complications of obesity (e.g., sleep apnea, type ing” that must occur to make sure “four-wheelers are doing what they
II diabetes) place drivers at even greater risk of roadway crashes. The are supposed to be doing.” Safety concerns included cabin (dis)comfort,
effects of occupational risks on health and safety have been investi- risk for injury while opening/closing doors, and jumping out of the cab,
gated for long-haul commercial drivers (e.g., Sieber et al., 2014) but “Sometimes I forget [the three point exit] when I’m in a hurry.”
little is known about risks to local / short-haul (L/SH) drivers. Health problems discussed included sleep apnea, high blood pres-
The Total Worker Health (TWH) approach reflects an under- sure, diabetes, heart disease, and fatigue. Drivers take personal respon-
standing that factors both on and off the job affect well-being. TWH sibility for health and expressed that there is a healthy way and an
advocates for attention to the whole worker through comprehensive unhealthy way to do the job.
workplace programs that design work to support health and safety, as Many prefer the solitude of the job, but also enjoy interacting with
well as protect and promote well-being. In order to identify targets fellow drivers, customers, and shippers. Employers are “very concerned
for interventions, and exactly how best to integrate efforts across about injury.”
relevant organizational initiatives, it is necessary first to understand Practical implications. Interview and focus group data analysis
the workplace context. This research is designed to learn more about provided valuable insight regarding topics to explore in more depth
the factors at play within L/SH driving that can impede or facilitate during the third phase of this project (a survey of 300 L/SH drivers).
worker well-being. Conclusions. Several noted concerns were expected (i.e., traffic,
This poster will describe an ongoing pilot project that investigates scheduling, lack of opportunity for physical activity). Others that we
how work design and personal factors relate to the health, safety, and expected to present as risks (i.e., private contracting, pressure due to
well-being of L/SH drivers. We define L/SH drivers as those whose incentive pay, electronic logging) were not recognized as such by indus-
trips are primarily within 150 miles of their reporting location and rarely try representatives in this small sample. Some topics were concerns
have to spend a night away from home. for stakeholders but not necessarily for drivers (e.g., driver shortages).
Procedures. Phase 1 consisted of a literature review that informed There are some similarities between L/SH and long-haul driving
the development of semi-structured interviews and focus group proto- but many differences. Our research will further characterize work
cols. In Phase 2 we conducted interviews with four stakeholders, and and health within L/SH driving. The survey will examine work design,
two focus groups (one with seven industry managers, and another with personal factors, and comprehensiveness of organizational support,
eight L/SH drivers). and their association with driver safety, health, and overall well-being.
Analysis. Raw data from each activity included redundant audio
recordings and at least two sets of notes per interaction. Respondent
A-2
data was coded (assigned a unique and random number) during entry
in order to ensure anonymity. A content analysis of respondent data Job and Personal Resources to Promote Puerto Rico Public School
was conducted in order to identify themes that emerged from respon- Personnel Health and Well-being
dents in each group as well as themes that emerged across groups. Israel Sánchez-Cardona (Carlos Albizu University)
Results. Stakeholders. “…The type of trailer and the type of haul” are
Schools personnel play a crucial role in academic and socio-emo-
primary causes of stress and physical demands. Traffic, client relations,
tional development of students (Harding et al., 2019; Ronfeldt, Loeb,
meeting deadlines, driver shortages, and compensation were cited
& Wyckoff, 2013). However, schools are highly stressful work envi-
as stressful. Driver shortage reportedly affects L/SH drivers through
ronments with daily demands that affect staff’s work and emotional
increased workload and work pressure.
well-being (Dicke, Stebner, Linninger, Kunter & Leutner, 2017; Ryan et
Managers. Managers emphasized workplace relationships (manag-
al. 2017). According to the Job Demands-Resource Model (Demerouti
er-driver; driver-driver) as a protective factor. Scheduling and deadlines
12 WORK, STRESS AND HEALTH
T H U R S D AY
et al., 2001), jobs are comprised of demands as well as of resources. related to burnout (β = -.13), but was significantly related to work
Job resources reduce job demands, are functional in achieving work engagement (β = .21, p<.05) and mental health (β =-.42, p<.001).
goals, and stimulate personal growth, learning and development The model showed good fit: χ2 (81) = 186.68, RMSEA= .08, CFI=.93,
(Demerouti et al., 2001). When individuals lose resources at work, TLI= .91.
broadly defined as objects, states, conditions, and other things that These results denote that resources are strong predictors of work
people value (Hobfoll, 1988), they are more likely to experience strain. related well-being and mental health. Most participants were teach-
Therefore, increasing resources prevent strain (e.g., burnout) and foster ers; therefore, we could not examine differences among school areas.
well-being (e.g., engagement) (Schaufeli, 2017). The evaluation of However, we assessed 86% of the school personnel, which provides
school personnel resources allows understanding and intervening at a good psychosocial representation of each school. These results set
different levels for the prevention of stressors at work and the devel- the foundation for future intervention approaches. Job resources were
opment of resources for the promotion of health. mainly focused on support and positive relationships; thus, these posi-
In this project we aimed to examine how job and personal resources tive work climate job resources seem relevant in the promotion of
relates to work (burnout and work engagement) and mental health school staff well-being. Additionally, interventions aimed to develop
(anxiety and depression) among school personnel in Puerto Rico. personal resources might be essential to support the acquisition of
Literature indicates that norms of respect, support at school and posi- resources to reduce strain and improve school staff psychological
tive interaction are strong predictors of well-being at schools (stress, functioning.
burnout, satisfaction, mental health) (Alvarado & Bretones, 2018;
Collie et al., 2017; O’Brennan et al., 2017). Additionally, higher level of
A-3
personal resources leads to higher level of well-being (Xanthopoulou,
Bakker, Demerouti, & Schaufeli, 2009). Personal resources are posi- Development of a Needs-Based Healthy Workplace Assessment
tive self-evaluations that are linked to resiliency and refer to individu-
Cristina Banks (School of Public Health, UC Berkeley)
al’s sense of their ability to control and impact upon the environment
(Xanthopoulou et al., 2009). We focus on psychological capital since Researchers from the University of California, Berkeley (UCB) and
it comprises a set of malleable personal resources: self-efficacy, opti- Norwegian University of Technology and Science (NTNU) partnered
mism, hope, and resilience (Luthans et al., 2007), which can be devel- to create a new survey to assess the degree to which an organization
oped through interventions (Salanova & Ortega, 2019). It is expected has the elements of a healthy workplace environment. The goal of the
that enhancing these job and personal resources will help to achieve research was to develop a snapshot of an organization’s psychosocial
more positive school climate and will support the accumulation of environment focusing on specific factors considered important for
resources to cope with daily challenges. employee health and well-being in the following areas: job character-
This project is part of a broader program, which aims to provide istics, interpersonal relations, organization practices, and job experi-
culturally sensitive services to students, families, and school staff in ence. This survey is unique in two ways. First, unlike other workplace
public schools in Puerto Rico to strengthen the health and well-be- assessments, this one was based on the Healthy Workplaces Model
ing of the community through promotion, prevention and treatment. developed at UCB, which posits that employee health and well-being
School personnel were invited to an orientation meeting conducted is significantly influenced by the presence (or absence) of organiza-
in four participating schools. After briefly present the Program, they tional elements that facilitate (or limit) individual basic need satisfac-
were invited to voluntarily and anonymously complete a paper and tion (Maslach & Banks, 2017). Second, this survey was developed and
pencil questionnaire. A sample of 199 school staff from the 4 schools tested to identify a common set of survey items that showed consistent
(86.14%, response rate) completed the questionnaire. Participants relationships across cultures between need-relevant organizational
were mainly women (78.9%) working at the academic area (77.4%). elements and important health and organizational outcomes.
On average, participants had been working at the school for 6.26 years Problem. Current healthy workplace assessments focus on organi-
(DE= 6.38). Most participants had a bachelor’s degree (36.2%) or had zational elements that are related to stress, conflict, demand/resource
completed graduate studies (34.7%). Job resources were measured gaps, and safety risks. The assumption is, the lower the psychosocial
using four scales: Civility norms (α=.67; Walsh et al., 2012), Support stressors, the healthier the workplace. While useful, most measures do
Climate (α= .83; Salanova et al., 2012), Leadership quality (α=.92; not examine organizational elements that promote health and well-be-
Moncada et al. 2013) and Student-Staff relations (α= .82; Johnson, ing. The assumption underlying this approach is, the greater the number
Stevens, & Zvoch, 2007). Personal Resources was measure through of elements that promote health and well-being, the healthier the
the Psychological Capital Questionnaire (α= .91; Luthans et al., 2007). workplace is for people. The Berkeley and Norwegian teams took on
Burnout was measure using the Exhaustion (α= .92) and Cynicism (α= the challenge of creating a single instrument that enabled assessment
.85) sub-scales of the MBI (Salanova et al., 2000). Work engagement of a workplace in terms of the presence (and absence) of health-pro-
was measure with the ultra brief UWES (α= .81) (Schaufeli et al., 2017). moting organizational elements.
Finally, mental health was measure using the GAD-7 (α= .92) (Spitzer Procedures. After conferring about our approach, each team
et al., 2006) and the PHQ-8 (α= .90) (Dhingra et al., 2011) to assess developed and tested their instrument with convenience samples
indicators of anxiety and depression, respectively. We used structural before assembling a final survey. The Berkeley team followed the
equation modeling with STATA (v. 15) to examine the association of Healthy Workplaces Model in selecting needs to be measured: auton-
job and personal resources to work related well-being (e.g., Burnout omy, competence, belongingness, fairness, psychological safety, and
and Engagement) and mental health (e.g., Anxiety and Depression). meaning/value. The context in which they were measured followed
Results indicate that Job resources are strongly related to burnout organizational elements WHO has identified as important for healthy
(β = -.92, p<.001), work engagement (β =.86, p<.001) and mental workplaces (Burton, 2010). They are benefits and wages, work-life
health (β = -.25, p<.01). Personal resources were not significantly balance, leadership style, control, job characteristics, resources, work
13 WORK, STRESS AND HEALTH
T H U R S D AY
overload, employee involvement/influence, co-worker support, role Kara Suvada (RTI International)
clarity, information sharing, organizational culture, and civility and Background. Only one in five American adults meet the Center for
respect. Nine items were written (5 positive, 4 negative) for each need, Disease Control and Prevention’s recommended physical activity
capturing how the need may expressed in an organizational element guidelines (Blackwell & Clarke, 2018). Increasingly, research suggests
for a subset of relevant elements. This resulted in a 54-item instru- that physical inactivity and sedentary lifestyles contribute to disability
ment named the Workplace Health Assessment (WHA). The Berkeley and premature mortality by increasing an individual’s risk of develop-
team also selected items from previously validated measures of needs: ing noncommunicable diseases, such as heart disease, diabetes, and
three basic needs identified by self-determination theory: autonomy, cancer (Haskel et al., 2007). In 2013, the World Health Organization
relatedness, and competence (Deci & Ryan, 2000), psychological estimated that physical inactivity accounted for approximately 69
safety from the Psychological Safety Climate PSC-12 (Hall, Dollard million disability-adjusted life years and 3.2 million global deaths annu-
& Coward, 2010), and meaning/value from the Work and Meaning ally (Barretto, 2013). The shift of the global economy from industrial,
Inventory (WAMI; Steger, Dik & Duffy, 2012). The Norwegian team manual-labor-driven industry to increased use of technology and auto-
selected existing validated measures that related to the set of WHO mation may be linked to the rise of physical inactivity; many workers
organizational elements used by the Berkeley team and the Berkeley now spend up to 90% of their working hours sitting at desks (Bureau
WHA. Both Berkeley and Norwegian teams selected the same outcome of Labor Statistics, 2018). The negative health implications of contin-
measures: job satisfaction, general health, organizational and team uous sedentary behavior, such as sitting at a desk for extended hours,
commitment, turnover intention, sickness absence, in-role perfor- may be distinct and more deleterious than simply a lack of exercise
mance and current work performance previously used in the ARK (Owen et al., 2010). Time spent engaging in sedentary behavior is
study in Norway (Innstrand et al., 2015). The Berkeley team further positively correlated with mortality and increased risk of developing
refined it’s survey in a second administration by incorporating the chronic conditions (Thorp et al., 2011). Robust workday solutions for
Norwegian team’s WHO organizational element items and a revised decreasing sedentary behavior and increasing movement are needed.
set of outcome measures which became a healthy workplace index: job Procedures/Methods. In 2017-2018, employees of RTI International
satisfaction, in-role performance, engagement, productivity, distress, (RTI) implemented Pro-Motion, an evidence-based pilot initiative to
meaning, inclusiveness, psychological safety climate, turnover, work- increase awareness of the consequences of sedentary work behavior
home balance, general health, and commitment. and promote physical activity during the workday among employees.
Analyses and Results. Analyses were conducted on each team’s Planning for Pro-Motion began in May 2017, and the pilot took place
datasets of 300+ respondents per administration. The analysis was between February and March of 2018. Members of the implementation
conducted by the Norwegian team using the multivariate methods team recruited staff in their work groups via email and explained the
marker object projection (MOP), marker variable projection (MVP), goals of the initiative, described data collection processes, and identi-
and partial least squares projections to latent structures (PLS) soft- fied the dates and times of launch events. Interested employees volun-
ware programs (Kvalheim, 1988; Wiik, 2011). We used the statistical teered for the pilot via email and were eligible if they used an Android
program Sirius version 10.0 (Pattern Recognition Systems, AS, info@ or iPhone smartphone and worked in one of the targeted locations
prs.no). These programs permitted us to identify the most differen- (Durham, NC or Waltham, MA). All participants attended an in-per-
tiating items within the survey (positive and negative) for predict- son launch event, which presented the consequences of sedentary
ing healthy workplace outcomes. Based on rounds of comparisons work behavior and offered strategies to incorporate physical activity
between the Berkeley and Norwegian item sets, the two teams identi- throughout the workday. To investigate changes in workday movement,
fied a final set of 100 survey items which were highly relevant in both the implementation team collected passive pre- and post-intervention
cultures and were significantly related to a composite of the healthy data using Moves1—a mobile application (app) for tracking fitness
workplace index (revised outcome measures). The final survey was activities including walking, cycling, and running—over a period of
administered to the same four occupations in each culture: academic eight weeks (approximately 40 workdays). The implementation team
staff, real estate professionals, high school teachers, and nurses. The also conducted pre- and post- web surveys to assess pilot partici-
pattern of relationships across items and with outcome measures were pants’ beliefs regarding sedentary work, opportunities to engage in
consistent across administrations, although level differences were workday movement, workplace experiences, self-reported workday
observed in the two cultures movement, and barriers to movement. Qualitative data captured during
Implications. Need-based measures significantly contributed to implementation events and from direct communication with partici-
an evaluation of organizational effectiveness as a healthy workplace, pants provided additional context and insights regarding participants’
particularly with respect to the absence of organizational elements that experiences.
promoted employee health and well-being. That is, needs left unsat- Analyses. We used longitudinal hierarchical linear models to inves-
isfied had a significant effect on workplace outcomes whereas more tigate changes in objective step counts and factors predicted to affect
typical measures of absence of stressors, which were characterized step count changes (Raudenbush & Bryk, 2001; Singer & Willet, 2003).
as positive items, did not contribute to organizational outcomes as Individuals’ activity trajectory was modeled by a random intercept (i.e.,
strongly. The differences between Berkeley and Norwegian samples their number of steps on the first day using the app) and a random slope
were found largely with respect to which organizational elements were (the rate of change in steps over time). This approach is optimized for
most important for workplace health. small samples (Ridenour et al., 2015; Ridenour et al., 2017). Two senior
researchers reviewed qualitative data to identify common themes.
A-4 Results. Compared to baseline, and after controlling for participant
beliefs, personal characteristics and contextual factors, the Pro-Motion
Findings from a Pilot of Pro-Motion: A Program to Reduce
program increased participants’ movement during the workday by
Sedentary Behavior at Work
664 steps (p=0.02) per workday. Work unit and office location
14 WORK, STRESS AND HEALTH
T H U R S D AY
also predicted change in workday movement. Qualitative feedback Different moderators were found for different health outcomes.
suggested that the one-hour interactive workshop increased partici- Specifically, family support moderates the relationship between
pants’ awareness of the adverse health effects of sedentary behaviors, change in work situation and change in mental health, as well as the
helped the them to think about how to fit movement relationship between change in work situation and change in alcohol
into the context of their work day, and allowed them set individual- use. Spouse support moderates the relationship between change in
ized and realistic movement goals for during the workday. work situation and change in physical health. Problem-focused coping
Discussion/Conclusions. The results of the Pro-Motion pilot study moderates the relationship between change in work situation and
demonstrate the program’s potential efficacy to significantly reduce change in mental health; while education moderates the relationship
employees’ sedentary behavior during the workday. The intervention between change in work situation and change in alcohol use. These
improved employees’ self-reported attitudes and health indicators, results indicated that change in work situation only impacted the corre-
suggesting that Pro-Motion had significant positive effects on both sponding health outcomes for people who did not have spouse support
objective and subjective measures of workday movement and related or family support, did not use problem-focused coping, or with low
constructs. levels of education. In addition, spouse support also moderated the
Practical Implications. The Pro-Motion program is a promising indirect effect of recession experience on change in physical health
approach to reducing workers’ sedentary time on the job. Study results through change in work situation (95% CI for people with low spouse
suggest that similar programs may help employers and employees support: [-0.0656, -0.0089]; 95% CI for people with high spouse
mitigate the negative consequences of workday inactivity and physical support: [-0.0571, 0.0159]). Education moderated the indirect effect
inactivity more generally. of recession experience on change in alcohol use through change in
work situation (95% CI for people with low education level: [-0.0473,
-0.0029]; 95% CI for people with high education: [-0.0390, 0.0043]).
A-5
Practical Implications.Economic recessions such as the Great
Recession Experience Influencing Change in Health Outcomes via Recession happened from late 2007 to 2009 have serious reper-
Change in Work Situation: Resources as Moderators cussions for people’s health outcomes that even last until today.
Kathleen Keeler (Virginia Commonwealth University) Unfortunate as it is, the society also needs to think about ways to
minimize the negative influences in case of such event. The current
Introduction. From late 2007 to 2009, the United States experienced
study pointed out several remedies to deal with this issue. Specifically,
its largest economic recession since the Great Depression. Although
resources that come from either one’s social support system or
the recession officially ended in June 2009, the U.S. economy is begin-
self-regulation capacity could buffer the detrimental effects of experi-
ning to show signs of recovery, however, the consequences of the
encing economic crisis. We encourage people to actively obtain such
economic crisis are likely to leave lasting scars (Astell-Burt & Feng,
resources, in order to be better prepared for unfortunate events that
2013). The purpose of this paper is to examine the long-term conse-
happen in the society or negative changes of their work situations.
quences associated with recession experience on one’s well-being.
Conclusion. In sum, these results show that economic crises exert
Prior research has demonstrated that during times of economic insta-
long term negative consequences on worker well-being by negatively
bility, individuals experience greater job insecurity (Kinnunen, Mauno,
impacting working conditions. However, protective factors such as
Natti, & Happonen, 1999) and poorer well-being outcomes (Astell-
social support from family and problem focused coping behaviors,
Burt & Feng, 2013; Probst et al., 2018), however, whether these effects
mitigate this decline.
sustain over time has yet to be explored. Further, prior research has
not clarified the mechanisms that underlie this relationship. In this
paper, we propose that negative recession experience leads to a nega- A-6
tive change in one’s work situation, which in turn leads to a negative Mediating Effect of Perceived Stress Between Social Capital and
change in well-being outcomes. However, there are likely social and Work Satisfaction Among Modern Service Industry Workers in
personal factors that may mitigate the potential harmful effects due China
to an economic recession.
Sample. Data came from the longitudinal National Survey of Midlife Jun Zhang (Beijing CDC, China)
Development in the United States (MIDUS). We used data from the Objective: To explore the relationship among social capital, perceived
same working adults (N = 1,414) who provided relevant data between stress, and work satisfaction to provide a basis for improving work
2007-2009 (Wave 2) and between 2013-2015 (Wave 3). All measures satisfaction among modern service industry workers.
were presented in Table 1. Methods. A total of 737 employees from two units belonging to
Results. Regression results were presented in Table 2. Recession modern service industries in Shanghai were investigated through
experience and change in work situation both significantly predicted purposive sampling. A self-administered anonymous questionnaire
change in work situation, change in mental health, change in physical was used to collect data on demographics, social capital, work satis-
health, and change in life satisfaction. In addition, negative reces- faction, and perceived stress. Social capital was assessed by the
sion experience had significant indirect effects on the aforementioned Workplace Social Capital Scale, while work satisfaction was evaluated
health outcomes through change in work situation. These results indi- by the Overall Work Satisfaction Scale. Perceived stress was estimated
cated that people who had more negative recession experience were using the Chinese version of the Perceived Stress Scale (PSS-10). The
more likely to experience a decrease in mental health, physical health, relationships among these variables were analyzed using a multiple
and life satisfaction because of its negative impact on work situation. linear regression model and structural equation model.
Neither recession experience nor change in work situation significantly Results. The average scores for social capital and work satisfaction
influenced change in alcohol use. were 3.55±0.76 and 19.55±4.14, respectively. Further, the perceived
15 WORK, STRESS AND HEALTH
T H U R S D AY
stress score was 14.78±5.72. After controlling for demographics, Promoting for nurses’ health and safety, 7) Recognition of contribution,
perceived stress was shown to be a negative predictor of work satis- and 8) Clinical autonomy.
faction, while social capital had a significant positive predictive effect. The suggested antecedents overlapped much with presented attri-
The adjusted R2 was 54.6%. Structural equation modeling confirmed butes. Articles pointed to positive relationship with colleagues (Moore
that social capital’s direct effects on work satisfaction and perceived et al., 2013), team characteristics including accountability, commit-
stress were 0.716 and -0.365, respectively. Meanwhile, its indirect ment, enthusiasm, motivation, and collaborative social support from
effect on work satisfaction was 0.05 with the impact of perceived stress. a supervisor or colleague (Pearson et al., 2006), and the nurse manag-
Both direct and indirect effects were statistically significant (p<0.05), er’s role supporting staff in the decisions about the unit functioning,
implying that perceived stress partially mediated the relation between empowering staff, being an example to staff, and providing staff with
social capital and work satisfaction. the resources (Hartung & Miller, 2013; Kramer et al., 2011), addressing
Conclusion. Social capital could be an efficient method for improv- nurses’ stress (Kahnen et al., 2016) as antecedents.
ing work satisfaction directly or indirectly by reducing perceived stress. The consequences of the HWEN include nurse, patient, and orga-
It is suggested that health intervention programs pay more attention nizational outcomes. In terms of nurse outcomes, a HWEN improves
to these two domains to maintain enthusiasm for work among modern job satisfaction and quality of professional life by reducing burnout and
service industry workers. increasing compassion satisfaction (Wei et al., 2018; Bai, 2016; Bai et
al., 2015; Bai, Hsu, & Zhang, 2015; Brunges & Foley-Brinza, 2014; Kelly
& Todd, 2017). A HWEN can mitigate the environmental reality shock
A-7
of new nurses (Kramer et al., 2013). Positive patient outcomes result-
Healthy work environment for nurses: a concept analysis ing from the healthy working environment include quality patient care
(Wei et al., 2018; Bai, 2016; Bai et al., 2015). Organizational outcomes
Hyeonmi Cho (University of Wisconsin-Madison School of Nursing)
of HWEN are reduced workplace bullying (Yokoyama et al., 2016) and
Statement of the problem. The nursing work environment is an import- workplace incivility (Smokler & Malecha, 2011) among nurses, and
ant area of research considering that it affects not only the lives of nurses’ intention to leave (Harrison & Zavotsky, 2018; Cohen et al.,
nurses but also patient and organization outcomes. A healthy work 2009; Blake et al., 2013; Ritter, 2011; Kramer et al., 2012).
environment that is safe, empowering, and satisfying for nurses is Practical implications. Findings from this analysis can guide
essential in that nurses have the potential to lead the way in improv- researcher in better understanding the HWEN and how it might develop.
ing health and health care for all, and nurses can realize their potential This helps construct hypotheses or statements to determine the rela-
in a healthy work environment (American Nurses Association, n.d.). tionship between HWEN and other phenomena, including critical nurse,
In many studies, a healthy work environment for nurses (HWEN) has patient, and healthcare organization outcomes. Moreover, identifying
been used as a modifier to refer to a work environment that has been empirical referents based on attributes of HWEN can be used as a
positively assessed by the various measurements of a nursing work basis for developing instruments to comprehensively measure the
environment, without a theoretical or conceptual basis (Wei et al., phenomenon of HWEN and evaluate the existing instruments. This is
2018; Yokoyama et al., 2016; Cohen et al., 2009). important as current measures are not based on a well-developed defi-
Procedures. This concept analysis was conducted to clarify and nition and understanding of the HWEN and are therefore inconsistent
explicate the conceptual meaning of a HWEN in the hospital setting in what they are evaluating. As attention on healthy workplaces grows
and identify its current usage. Walker and Avant’s (2018) method in healthcare and other industries to maintain the health and produc-
was used. tivity of workers, it is important that effective and consistent measures
An in-depth review including articles, dictionary, and web pages are identified. Finally, the results of this analysis can help employers
of professional nursing organizations was conducted. ‘Healthy work and policy-makers develop and implement interventions to foster and
environment’, ‘Healthy workplaces’, ‘Healthful work environment’, or improve the healthy workplace.
’Healthy practice environment’ were used as subject headings with Conclusions. This study is noteworthy as the first concept analysis
additional keywords ‘nursing’ and ‘nurses’ in the title or abstract used to of HWEN. While individual nurses and nurse managers clearly have a
conduct searches in Google Scholar, PubMed, and CINAHL. The inclu- responsibility for creating and maintaining HWEN, much organizational
sion criteria included: published between 2000 and 2018 and, written change is required to realize the full potential.
in English. 350 papers were identified in the initial search. After filtering
process, the 37 articles were included in this analysis. Interventions in the Workplace
Analyses. The identified sources from data were reviewed to identify
definition, attributes, antecedents, and consequences.
B-1
Results. Definitions of a HWEN have focused on supporting nurses’
health and safety and ensuring that they are satisfied with their job and Employee Work-Related States Benefit from Engaging in
provide quality care. A HWEN would appear to be the surroundings or Mindfulness Procedures
conditions of tasks supporting the physical and mental condition, and
Ian Armstrong (Central Michigan University)
safety for nurses.
The majority of the presented attributes referred to organizational Mindful activities focus on increasing awareness and acceptance of
culture, the leadership of nursing manager, and occupational health and moment-to-moment experiences, and they can evolve into a mind-
safety. Based on the frequency of citation, the attributes of the HWEN fulness practice (Good et al., 2015; Hyland et al., 2015; Jamieson &
are as follows: 1) Appropriate staffing, 2) Quality leadership of nurse Tuckey, 2016). Mindfulness can refer to formal mindfulness training,
leader, 3) Effective communication and teamwork among coworkers, state mindfulness, trait mindfulness, or a specific mindfulness activity.
4) Support for professional development, 5) Shared decision making, 6) Mindfulness can relate to favorable psychological outcomes such as
less general anxiety (Chu, 2010), but we examine whether employees’
16 WORK, STRESS AND HEALTH
T H U R S D AY
job-related anxiety and other work-related states may be affected by Regarding the research question, the interactions between previous
mindfulness. Affective events the¬ory for example, suggests mind- mindfulness training and the mindfulness intervention did not signifi-
fulness can positively relate to job satisfaction, because mindfulness cantly predict any criterion variable.
affects employees’ appraisal of work demands as less stressful, leading Discussion
to more positive evaluations of one’s job (Hülsheger et al., 2013). We The results suggest mindfulness can be related to organizational
propose that both a specific mindfulness activity and having previous outcomes significantly, but for state mindfulness, relationships vary
formal mindfulness training will be related to more favorable outcomes depending on the mindfulness measure. The SMS and MAAS appar-
for employees. Additionally, we investigate whether previous training in ently measure two independent types of mindfulness, and this finding
mindfulness interacts with engaging in a mindfulness activity to predict needs to be addressed in future studies, because (1) they were not
state mindfulness and the outcomes. significantly correlated with each other; (2) SMS state mindfulness was
H1 Previous formal mindfulness training will relate positively to related to previous mindfulness training but MAAS state mindfulness
state mindfulness and job satisfaction, and relate negatively to general was not; and (3) MAAS was related to positive psychology outcomes,
anxiety, job burnout, and job-related anxiety. but SMS was not. One interpretation is that the SMS might have better
H2 State mindfulness will relate negatively to general anxiety, job construct validity based on relationships with a predictor of state mind-
burnout, and job-related anxiety, and relate positively to job satisfaction. fulness, but the MAAS might have better construct validity based on
H3 Engaging in a mindfulness activity will negatively affect general relationships with outcomes of state mindfulness.
anxiety, job burnout, and job-related anxiety, and will positively affect Also, surprisingly, the mindfulness activity intervention affected
job satisfaction and state mindfulness. job-related outcomes (e.g., job-related anxiety) but not more general
Research question: Does previous mindfulness training interact psychological reactions (e.g., general anxiety), despite the content of
with engaging in a mindfulness activity to predict state mindfulness, the training stimulus not mentioning jobs or work. Thus, it is encourag-
general anxiety, job burnout, job-related anxiety, and job satisfaction? ing that engaging in mindfulness may be helpful in the workplace but
Method. Participants, half with previous formal mindfulness train- not in general life. The null results for the research question suggest
ing, were employed full-time in Southeastern U.S. At baseline (T1), all that to be fully trained in mindfulness is not a prerequisite for benefiting
variables were measured. At Time 2 (one week later) employees were from engaging in mindful activities.
randomly assigned to a professional audio guided mindfulness-medi-
tation activity or a control (cooking instructions) and then completed
B-2
a second a survey.
Two State-mindfulness measures were administered, State Does Mindfulness Reduce Interactional Justice Perceptions in
Mindfulness Scale (SMS) (Tanay & Bernstein, 2013) and short form Response to Abusive Supervision? Implications for Employee
Mindfulness Attention and Awareness Skill (MAAS; Brown & Ryan, Well-Being and Supervisor-Directed Retaliation
2003). Larissa Barber (San Diego State University)
State general anxiety was measured with the State-Trait Anxiety
Though the construct of abusive supervision was first proposed almost
Inventory (Spielberger, Grosuch, Lushene, Vagg & Jacobs, 1983).
20 years ago (Tepper, 2000), the literature is sparse with evidence
Job anxiety was measured with the Negative Affect Schedule
on intervention strategies that help employees effectively cope with
(Watson, Clark & Tellegen, 1988), adapted to ask how employees felt
abusive supervisors (Tepper, Simon, & Park, 2017). Most of what we
while thinking about their work.
know about coping with abusive supervision is derived from nonexper-
Job burnout was measured with the Shirom-Melamed Burnout
imental work (e.g., Harvey, Stoner, Hochwarter, & Kacmar, 2007; Lopes,
Measure (Lundgren-Nilsson, Jonsdottir, Pallant. & Ahlborg, 2012).
Kamau, & Jaspal, 2018). Finding ways to limit the negative effects of
Job satisfaction was measured using the Michigan Organizational
abusive supervision is important due to the substantial personal and
Assessment Questionnaire (e.g., Caplan et al., 1975).
financial costs associated with abusive supervision (e.g., Tepper, Duffy,
Previous mindfulness training was measured with the question
Henle, & Lambert, 2006). One popular intervention for helping individ-
“Have you received formal mindfulness training?” (1 indicating previous
uals cope with stressful situations in their work environment has been
training and 0 indicating no training).
mindfulness, a mental state related to focused attention and awareness
Results. Previous mindfulness training was positively related to
on present experiences (Sutcliffe, Vogus, & Dane, 2016). In this paper,
state mindfulness measured by the SMS, but not MAAS (Table 2);
we propose that mindfulness weakens the impact of perceptions of
previous training was also negatively related to burnout; overall, there
abuse on a variety of outcomes (e.g., stress and retaliation) through
was only limited support for Hypothesis 1.
weakening the relationship between abuse and injustice.
Regarding hypothesis 2, state mindfulness measured by MAAS was
Given the central role that interactional justice plays in linking
related as expected to all criterion variables at time 2 and two of them
abusive supervision to employee responses (e.g., Mackey, Frieder,
(job burnout and job satisfaction) at time 1, providing good support.
Brees, & Martinko, 2017), including interactional justice in models
The SMS measure, however, was related only to job burnout and only
considering mindfulness interventions is critical. This is because fair-
at time 2 (Table 2). Because sex and employment status were related
ness perceptions arise from perceived violations of social exchange
to some criterion variables, we also held them constant in regressing
relationships, which are motivated by personal or self-interest accord-
each criterion on the two state mindfulness variables, and the same
ing to social exchange theory (e.g., Cropanzano and Mitchell, 2005).
relationships were still significant (Tables 3 and 4).
Therefore, we propose that mindfulness likely influences how employ-
The mindfulness activity intervention resulted in reduced job-re-
ees interpret abusive supervision in a manner that affects perceptions
lated anxiety and increased job satisfaction, providing partial support
of interactional justice. In particular, mindfulness has been shown to
for hypothesis 3.
reduce the relevance of the “self” when evaluating negative events
17 WORK, STRESS AND HEALTH
T H U R S D AY
(Sutcliffe et al., 2016), which we propose results in reduced atten- B-3
tion to self-interest or interdependence in the exchange relationship The Moderating Role of Person-Environment Fit on the
with the supervisor based on social exchange theory. This process Relationship between Perceived Workload and Work Engagement
coincides with mindfulness propositions regarding “how” we think
about events, as mindfulness reduces self-judgment and evaluation Ike Onyishi (University of Nigeria, Nsukka)
(Shapiro, Carlson, Astin, & Freedman, 2006). In other words, the Employees still have to work in highly stressful organizational settings
lens through which the employee views abusive supervision changes where they encounter high job demands (e.g., workload, emotional
under conditions of high mindfulness; events are viewed objectively demands, cognitive demands; Landy & Conte, 2016). These stress-
as merely a passing phenomenon that is less relevant to the self (Van ful work conditions affect employees’ attitude and well-being and
Gordon, Shonin, Zangeneh, and Griffiths, 2014). This externalizing of may lead to strain and fatigue symptoms (e.g., Bakker, Demerouti, &
negative events, such as abusive supervision, results in taking things Schaufeli, 2003). This may hinder physical, cognitive, and emotional
less personally and increasing tolerance of negative events (Arch and energy (components of work engagement; Kahn, 1990) in the pursuit of
Craske, 2006; Sutcliffe et al., 2016). Therefore, we suspect that the role-related goals. Reasoning from the job demands-resources (JD-R)
relationship between abusive supervision and the resulting justice model, job demands, such as excessive workload, tasks employee
perceptions will weaken in the presence of high mindfulness, which personal resources and leads to depletion of such resources (Bakker
then results in less retaliation directed at one’s supervisor (H1) and & Demerouti, 2014; Bakker, Van Veldhoven & Xanthopoulou, 2010).
less perceived stress (H2). Although researchers have recognized the relevance of work
We conducted two studies to test our hypotheses. The first demands on engagement, empirical findings linking these concepts
study was a nonexperimental initial study conducted with 230 full- have been inconsistent (Crawford, LePine, & Rich, 2010). While some
time employed individuals from a variety of industries. Participants researchers found a positive relationship between work demand and
completed validated measures of abusive supervision (Tepper, 2000), engagement (e.g., Warr & Inceoglu, 2012), others (e.g., Bakker, Van
trait mindfulness (Baer et al., 2006), interactional justice (Colquitt, Veldhoven, & Xanthopoulou, 2010; Upadyaya, Vartiainen, & Salmela-
2011), work stress (House & Rizzo, 1972), and retaliation towards the Aro, 2016) reported negative relationships. A few studies reported no
supervisor (Mitchell & Ambrose, 2007). Data was collected via two significant relationship between work demand and engagement (e.g.,
on-line surveys two weeks apart to separate the measurement of the Demerouti Bakker, De Jonge, Janssen, & Schaufeli 2001; Schaufeli &
independent and dependent variables. The second study further exam- Bakker, 2004). These inconsistencies in research findings underscore
ined how mindfulness predicts justice perceptions of abusive supervi- the existence of moderating variables in the relationship, necessitat-
sion, but with the advantage of using an experimental laboratory-based ing further empirical inquiries. Literature is replete with evidence that
scenario that standardized environmental stimuli (i.e., level of abusive for employees to be work engaged they are expected to have good
supervision) across 263 participants. In addition, the laboratory setting personal disposition and work ability (Airila, 2015; Leiter & Bakker,
allowed us to experimentally manipulate participants’ current level 2010). In addition, workers react to work demands in different ways
of mindfulness and examine how they reacted to a written scenario depending on the work environment or on individual employee dispo-
involving an abusive supervisor. sitions or coping abilities (Rijik, Blanc, Schaufeli, & Jonge, 1998). Thus,
In Study 1, contrary to our expectations, we found that individual the inconsistencies in the report of the relationship between work
perceptions of justice were most strongly predicted by the perceived demand, especially workload and engagement could be attributed to
abuse of the supervisor when the participant had high levels of trait the lack of consideration of possible moderating effects of person-en-
mindfulness (see Table 1). These perceptions of interactional justice vironment fit in the study of work engagement. Bakker, Albrecht, and
then mediated the relationship between abusive supervision over the Leiter (2011) had noted that not much has been done in this area
past six months and negative work-related outcomes (higher levels of and suggested that person-environment (P–E) fit should be consid-
work stress and retaliation directed at their supervisor). Exploratory ered in future research on work engagement. The study examines
analyses demonstrated that this effect seems to be largely driven by the moderating roles of person-environment fit on the relationship
the fact that individuals with high mindfulness had the tendency to be between perceived workload and work engagement of hospital nurses
very attentive to what they experience moment to moment. in Southeast, Nigeria.
Given the unexpected findings in Study 1, we sought to replicate The participants of the study comprised of 216 fulltime hospi-
these findings and focused specifically on the finding that being atten- tal nurses sampled from public hospitals in southeast Nigeria. The
tive of one’s moment to moment experiences may make someone participants responded to measures of perceived workload, person-
more likely to view their abusive supervisor as unfair. Therefore, in job fit, person-organization fit, and work engagement. The perceived
Study 2, we manipulate state levels of mindfulness focusing specifi- workload was measured using the NASA Task Load Index (TLX) (Hart
cally on attention to the present moment. We replicated the findings & Staveland, 1988). Person-job (P–J) fit was assessed with the 3-item
from Study 1 by demonstrating that individuals with high levels of demand-abilities subjective fit perception measure developed by
state mindfulness (i.e., attention to the present moment) were most Cable and DeRue (2002) while person-organization (P-O) fit was
likely to report lower perceptions of justice when they experience an measured with a 3-item self-report scale developed by Cable and
abusive supervisor, which in turn predicted higher levels of expected Judge (1996). The Shortened Version of Utrecht Work Engagement
work stress and the intention to retaliate against their direct supervisor Scale (UWES) (Schaufeli, Bakker, & Salanova, 2006) was used to
in the near future (see Table 1). measure work engagement. The results of the regression analyses
showed that perceived high workload was significantly and nega-
tively related to work engagement (β = -.23 p < .01). Person-job fit
was positively related to work engagement (β = .22, p < .01). Person-
organization fit was also positively related to work engagement (β = .20,
18 WORK, STRESS AND HEALTH
T H U R S D AY
p <.01). The results of the moderated hierarchical regression analyses 2009). In work settings, employees with high compassionate goals may
showed that P-J fit had a moderating effect in the relationship between motivate others to be more supportive (i.e., CS and SS). Additionally,
perceived high workload and work engagement. The moderating effect as these employees are expected to be concerned with the well-being
of person-organization fit in the relation between perceived high work- of the larger group (i.e., the organization), they should be committed
load and work engagement was not significant. The observed moderat- to promoting the organization’s success, thus fostering their own WE.
ing effects of P-J fit in the negative relationship between perceived high We propose that compassionate goals at Time 1 positively relate to
workload and employee work engagement implies that P-J weakens WE at Time 3 via CS and SS at Time 2 (see Figure 1). We hypothesized
the negative relationship between perceived workload and employee that CS would partially mediate the relationship between compas-
work engagement. This suggests that employees that reported high sionate goals and WE (Model 1). We also hypothesized that SS would
on person-job fit scales were more work engaged even when they partially mediate the relationship between compassionate goals and
experience high workload. The findings have implications for the job WE (Model 2).
demands-resources theory, and employee selection and development. A total of 311 Amazon’s Mechanical Turk (MTurk) participants
(Nfemales = 160; Mage = 39; SDage = 9.66) completed a three-wave
study on work and health. Participants completed a Qualtrics survey 30
B-4
days apart each time. Validated measures were used. We used Hayes’
One for all and all for one: Support at work as a mediator between (2013) PROCESS Macro Model 4 for SPSS Statistics Version 25 with
compassionate goals and work engagement percentile bootstrap estimates to detect potential indirect effects in
Lena Etzel (University of North Carolina at Charlotte) separate mediation models, controlling for another type of interper-
sonal goal not examined here. Prior, variables were z-scored and a
Work engagement (WE) is a positive, work-related state of mind, char-
significant indirect effect was demonstrated when the 95% CI excluded
acterized by vigor, dedication, and absorption (Bakker et al., 2008;
zero (Preacher & Hayes, 2008). Model 1 accounted for 28% of the vari-
Schaufeli et al., 2002). Previous work has demonstrated the favor-
ance in WE (β = .45, p < .0001, 95% CI [.34, .56]). Analyses produced
able effect of WE on employees and organizations, including its link
a significant direct effect (β = .31, p < .0001, 95% CI [.20, .42]) and a
to increased organizational commitment, performance (Bakker et
significant indirect effect of compassionate goals on WE via CS (β = .14,
al., 2004; Bakker & Demerouti, 2008; Hakanen et al., 2008) and
95% CI [.08, .21]). Model 2 accounted for 37% of the variance in WE
decreased turnover intention (Schaufeli & Bakker, 2004). Different indi-
(β = .45, p < .0001, 95% CI [.34, .56]). Analyses produced a significant
vidual and work-related factors predict WE (cf. Christian et al., 2011),
direct effect (β = .26, p < .0001, 95% CI [.15, .36]) and a significant
yet to date, individual social-motivational factors have been excluded
indirect effect of compassionate goals on WE via SS (β = .19, 95% CI
from the literature. This study examines one such factor (compassion-
[.13, .27]). Thus, both mediation models supported our hypotheses.
ate goals) as a predictor of WE partially through social support at work.
Our findings provide initial evidence for the importance of intra-in-
The Job Demands-Resource Model (JD-R; Bakker & Demerouti,
dividual goals, and how they partially influence WE through their effect
2007; Demerouti et al., 2001) is a theoretical framework of factors that
on fostering support at work. Thus, we offer a valuable contribution
predict employee burnout and WE. In the model, high job demands (e.g.,
as organizations seek to better understand factors that influence WE
excessive work load) that require sustained effort among employees
and promote a supportive work environment. Future research should
has been linked to maladaptive work-related outcomes (Demerouti et
investigate how compassionate goals can be increased among employ-
al., 2001). In contrast, job resources can reduce potentially deleterious
ees (e.g., through workshops) and whether they might affect other
effects of persistent job demands. While a lack of such resources inter-
outcomes (e.g., commitment, OCBs).
feres with the ability to cope with job demands, thus promoting with-
drawal behavior, available job resources have motivational potential
by fostering adaptive work-related outcomes (Demerouti et al., 2001). B-5
Social support has been identified as a type of job resource and an Positive Well-being at Work: The Bright Side of Workaholism
antecedent of WE. For instance, social support from colleagues was
linked to WE in a sample of four Dutch service organizations (Schaufeli Kristi Lavigne (Saint Louis University)
& Bakker, 2004) and supervisor support (SS) was positively linked to The emergence of the positive psychology movement (Seligman &
WE among Finnish teachers (Hakanen et al., 2008). Research in the Cskikzentmihalyi, 2000) challenged psychologists to rethink their
healthcare industry has demonstrated similar relationships, though preoccupation with negative subjective experiences and begin focus-
the link between co-worker support (CS) and WE appears to be less ing on positive phenomena. It is now well-established that predictors
consistent (Othman et al., 2013; Poulsen et al., 2016; Vera et al., 2016). can simultaneously lead to positive and negative well-being (Rodell &
Research on the egosystem-ecosystem theory of social motivation Judge, 2009). Nonetheless, preconceived notions of the “goodness” or
posits that interpersonal goals influence social interactions (Crocker “badness” of constructs still influence research decisions.
et al., 2009; Crocker & Canevello, 2012). For example, people with The current study explores the relevance of workaholism for posi-
compassionate goals support and avoid harming others. They also tive work-related well-being given that the construct is typically exam-
function from the ecosystem, a motivational system that assumes ined alongside negative well-being due to its addiction-like properties.
everyone’s well-being is interdependent (Crocker & Canevello, 2015). Some researchers have challenged this grim perspective, arguing for
Namely, they trust that their needs will be met in conjunction with the the co-existence of positive characteristics of workaholism (Ng et al.,
group through kindness and mutual support. Previous work has shown 2007), a debate preserved by the continued use of varied conceptual-
that others can discern when people have compassionate goals and izations (Clark et al., 2014). We conceptualize workaholism as being
they increase their own responsiveness in return, thus functioning as driven by compulsion (Schaufeli et al., 2008). Despite negative conno-
a catalyst for a supportive interpersonal environment (Crocker et al., tations, compulsion may lead to positive outcomes via motivational
19 WORK, STRESS AND HEALTH
T H U R S D AY
properties, similar to other individual differences entailing irrational When adding external pressures into the model, workaholism again
cognitions (e.g., defensive pessimism; Norem & Cantor, 1986). actually accounted for more unique variance, B = .32, p <.001. Lastly,
Three other constructs may play into the association workaholism workaholism was significantly positively related to flourishing when
has with work-related well-being outcomes. It is often assumed that controlling for Big Five traits, B = .13, p <.001. When controlling for
workaholism leads to negative outcomes due to its compulsive nature, external pressures, workaholism explained a similar amount of unique
but we questioned whether controlling for variance stemming from variance, B = .15, p <.001.
outside sources might strengthen its relationship with other work-re- Conclusion. Although workaholism has been conceptualized as
lated well-being outcomes. Telepressure, the preoccupation and urge an inherently harmful addiction to work (Loscalzo & Giannini, 2017),
to respond quickly to ICT communications (Barber & Santuzzi, 2015), the positive relationships found among workaholism and our three
can be partly explained by external pressures (Grawitch et al., 2017). positive well-being indicators indicate the polarization of workahol-
Time pressure and work overload are commonly portrayed as chal- ism as a “dark” trait does not comprehensively capture the nature of
lenge and hindrance stressors, respectively (LePine et al., 2005). We this characteristic.
predicted that workaholism would show modest associations with job
satisfaction, work engagement, and flourishing, but that the addition of
B-6
telepressure, time pressure dissatisfaction, and work overload would
actually result in stronger positive associations between workaholism A Combined Mindfulness and Emotional Intelligence Workplace
and other well-being measures. Intervention: A Preliminary Report
Method. Participants and Procedure. U.S. employees at least 18 Norian Caporale-Berkowitz (University of Texas at Austin)
years of age were recruited from Amazon’s Mechanical Turk to partic-
A growing body of literature points to the benefits of workplace mind-
ipate in an online study; 815 respondents were included in the final
fulness training (Good & Lyddy, 2016; Jamieson & Tuckley, 2017),
analyses (45.4% male; Mage = 34.59).
with many mindfulness programs adapted for the workplace (e.g.,
Measures. Personality. Big 5 personality traits were measured using
Mindfulness-Based Stress Reduction; Kabat-Zinn, 2013, Hülsheger et.
the 20-Item IPIP (Donnellan et al., 2006). Responses ranged from 1
al., 2013) demonstrating improvements in work-related outcomes (e.g.,
(very inaccurate) to 5 (very accurate). Personality was measured as
job performance, Shonin et al., 2014; communication quality, Beckman
a control variable given findings linking the traits to job satisfaction
et al., 2012). Training in emotional intelligence (Salovey & Mayer, 1990)
(Judge et al., 2002), employee engagement (Akhtar et al., 2015), and
has also been associated with increased employee well-being and
flourishing (Keyes et al., 2015).
productivity (Zeidner et. al., 2004; Brackett et. al., 2011). Despite the
Workaholism. Workaholism was measured using the 10-item Dutch
demonstrated utility of these trainings, programs are often modified
Work Addiction Scale (Schaufeli et al., 2009) using a 5-point frequency
from their intended format due to time and scheduling constraints (eg.
scale (1= never or almost never; 5= always or almost always).
Hülsheger et. al., 2013), which may compromise effectiveness. The
Work Overload. Work overload was measured with the 3-item Role
present study provides preliminary evidence for the effectiveness of
Overload Scale (Seashore et al., 1982) using a 7-point scale (1 = strongly
an intensive, combined mindfulness and emotional intelligence train-
disagree; 7 = strongly agree).
ing program, which could serve as a promising model for efficient and
Time Pressure. Dissatisfaction with time pressure was measured
scalable dissemination of these workplace competencies.
with a 3-item scale (Rose et al., 2013) with a 7-point response scale (1
Search Inside Yourself (SIY) is a 2-day, combined, skill-based
= extremely dissatisfied; 7 = extremely satisfied), which was reversed
mindfulness and emotional intelligence program, originally devel-
scored for construct consistency purposes.
oped at Google and designed for corporate employees (Tan, 2012). The
Telepressure. Workplace telepressure was measured using the
course consists of lectures, guided experiential exercises, micro-skills
6-item Workplace Telepressure Measure (Barber & Santuzzi, 2015)
practice, and a 4-week, post-course practice period with daily emails
with a 5-point response scale (1 = strongly disagree; 5 = strongly agree).
and exercises. Topics include self-awareness, emotional regulation,
Job Satisfaction. Job satisfaction was measured with 3 items
communication skills, loving-kindness, and various forms of medi-
from the Michigan Organizational Assessment Questionnaire Job
tation. Although SIY has been taught to over 20,000 people in 100+
Satisfaction Subscale (MOAQ-JSS; Cammann et al., 1979) using a
countries (SIY Leadership Institute, 2019), it has never been empirically
7-point scale (1 = extremely dissatisfied; 7 = extremely satisfied).
studied. More broadly, there is a lack of research on the impact of inten-
Work Engagement. Work engagement was measured with the
sive, short-duration combined mindfulness and emotional intelligence
UWES-9 (Schaufeli & Bakker, 2006) using a 7-point frequency scale
training programs on engineers and other highly-skilled employees.
(1 = a few times a year; 6 = every day).
This pilot study addresses this gap in the literature by assessing the
Psychological Flourishing. Flourishing was measured with the
effectiveness of SIY.
8-item Flourishing Scale (FS; Diener et al., 2010) using a 7-point scale
Participants were employees of a large, multinational internet
(1 = strongly disagree; 7 = strongly agree).
company located in three offices (Chicago, IL; Bellevue, WA; London,
Results. Three separate hierarchical linear regressions were
United Kingdom) who completed the SIY course. Participants were
performed, one for each outcome (see Tables 1, 2, and 3); Block 1
emailed online surveys assessing active listening, mindfulness, and
included Big Five traits, Block 2 added workaholism, and Block 3 added
emotional intelligence before and after the course, as well as after the
telepressure, time pressure dissatisfaction, and work overload.
4-week practice period. All three surveys included the 13-item Active
When controlling for Big Five traits, workaholism was positively
Listening Attitude Scale (Mishima, Kubota, & Nagata, 2000; α = .84),
related to job satisfaction, B = .09, p = .006. After external pressures
the 10-item Cognitive and Affective Mindfulness Scale (Feldman et
were entered, workaholism actually accounted for more unique vari-
al., 2007; α = .81), and the 16-item Workplace Emotional Intelligence
ance, B = .18, p < .001. When controlling for Big Five traits, workahol-
ism was positively related to employee engagement, B = .26, p < .001.
20 WORK, STRESS AND HEALTH
T H U R S D AY
Profile (Jordan, Ashkanasy, Härtel, & Hooper, 2002; subscale αs = Stucky et al. 2009; Lee et al. 2009). Nonetheless, they are expected to
.77 - .86). perform their job tasks efficiently, accurately, and ethically.
The final sample included 216 participants from the SIY training Stress, burnout, and compassion fatigue can adversely affect their
sites who completed the pre-course survey. Almost half of participants mental health, quality of life, and job performance (Spickard et al. 2002;
were White (49.5%), 29% were South Asian, 7.9% East Asian, 3.7% Galentino et al. 2005; McVicar 2003). Thus, health care professionals
Hispanic, and 9.8% multiracial or another ethnicity. Approximately experiencing high levels of stress may deliver sub-optimal patient care
one-third of participants identified as female (35%) and 53.6% iden- and are more likely to make medical errors (Leiter et al. 1998; Williams
tified as male (11.4% did not report gender), and the average age of et al. 2007; Shanafelt et al. 2002; Vahey et al. 2004).
employees was 34.71 (SD = 7.47). Of these 216 employees, 107 at One promising area of research is focused on fostering self-com-
least partially completed the post-course survey (49.5%), and 73 at passion. Preliminary research supports the relationship of higher
least partially completed the 4-week follow-up (33.8%), response self-compassion and overall positive variables of well-being in health
rates comparable to previous employee survey research (Baruch & care professionals (Beaumont et al. 2016). Researchers have evalu-
Holtom, 2008). Attrition (non-completion of at least one follow-up) ated the effects of mindfulness training on increasing self-compassion
was unrelated to site, manager status, race/ethnicity, gender, religion/ among health care professionals. However, the current inconsistencies
spirituality, previous personal growth training, χ2s = .40-8.29, ps = in intervention methods and discrepancies in corresponding results
.308-.868, age, t(212.84) = 1.07, p = .284, and outcome variables, ts = throughout the literature make it difficult to interpret the efficacy of
-.723 - .995, ps = .321 - .730. these programs (e.g., Shapiro et al. 2005; Brooker et al. 2013).
To test change in outcome variables from pre-course to 4-week The specific aims of this project were to: 1) provide a systematic
follow-up, six unconditional linear latent growth curve models (LGCMs) methodological review of the literature on treatment outcome stud-
were specified using the lavaan package for R (Rosseel, 2012), account- ies evaluating the extent to which mindfulness-based interventions
ing for unequal time intervals between surveys and using full-informa- produce change in self-compassion in health care professionals, 2)
tion maximum likelihood estimation to handle missing data (Enders & calculate the effect sizes associated with mindfulness-based inter-
Bandalos, 2001). LGCMs estimate intra-individual growth trajecto- ventions targeting self-compassion among health care professionals,
ries of outcome variables and compute sample means and variances and (3) explore potential moderators of mindfulness-based interven-
describing initial levels (intercept) and change over time (slope) in tion effect sizes.
these outcomes. Growth parameter estimates and model fit statistics Procedures. Articles were screened to meet inclusion criteria:
for the six LGCMs are shown in Table 1. Parameter estimates indicate a) a mindfulness-based intervention was provided; b) the sample
significant (p < .05) increases in active listening, mindfulness, aware- included health care professionals [e.g., medical students, medical and
ness of own emotions, awareness of others’ emotions, and manage- psychological trainees, physicians, nurses, psychologists, midwives],
ment of others’ emotions from pre-course to the 4-week follow-up. c) a treatment comparison design was used to evaluate outcomes;
These results suggest that completing the SIY program is associated d) self-compassion was used as an outcome variable; e) the arti-
with significant increases in these mindfulness and emotional intelli- cle was published in an academic journal or dissertation [if full text
gence competencies. was available]; and f) the article was written in the English language.
This pilot study provides preliminary evidence for the positive Randomized and non-randomized trials were included.
impact of SIY, a combined mindfulness and emotional intelligence Articles were evaluated by two independent raters in stages. Once
workplace training program, on self-reported active listening, mindful- an agreement rate of 95% was established for full-text review, the
ness, and emotional awareness. Although increases in these outcome remainder of the studies were reviewed independently by each coder.
variables are modest in magnitude, findings warrant further exam- Analyses. A pre-post treatment effect size and pre-treatment to
ination of the SIY program with larger samples. Specifically, future follow-up effect size were calculated for the treatment and control
work should attempt to address the high attrition rates in this study by groups. The difference in pre-post effect sizes for the treatment and
sending reminders to non-completers or offering small incentives for control groups were evaluated using a z test using d-values that were
follow-up surveys (Edwards et al., 2002). Furthermore, the impact of converted to standardized correlations (Schmidt and Schmidt 2015).
SIY should be evaluated in light of its efficiency. Given the impracticality Additionally, the standardized mean difference was calculated for
of widespread dissemination of more demanding, time-intensive mind- post-treatment versus post-control comparisons. A random-effects
fulness and emotional intelligence programs, SIY and similar short-du- model was utilized. Forest plots were generated to illustrate the results.
ration, combined programs may serve as a promising intervention for Funnel plots, Kendall’s Tau, and Rosenthal’s fail-safe number were
practically teaching and spreading these beneficial workplace skills. calculated to assess publication bias.
Results. A total of 30 articles (k = 34) were included. Eighteen
samples (55%) included health care professionals and fifteen (45%)
B-7
included professional health care students. Twenty samples (61%)
Effects of Mindfulness-Based Interventions on Self-Compassion in included medical professionals and eleven (33%) included profession-
Health Care Professionals: A Meta-Analysis als in a psychological or social field. Twelve (36%) samples investigated
Rachel Wasson (Bowling Green State University) manualized treatment protocols, while 21 samples (64%) utilized an
adapted intervention.
Background/Problem: Health care professionals have emotionally
Results showed a moderate effect size between pre-post treatment
demanding careers and high rates of stress, burnout, and compassion
comparisons (δ = .62, SDδ = .25, 95% CI = .54 to .72) for self-com-
fatigue (Aiken et al. 2002; Shanafelt et al. 2012). Many struggle with
passion and a strong effect size for pre-treatment to follow-up (δ = .78,
fluctuating and long work hours, insurance difficulties, changing work-
SDδ = .40, 95% CI = .61 to .97). The effect size comparing post-treat-
place roles, and low staffing (Regehr et al. 2014; Rutledge et al. 2009;
ment versus post-control was moderate. No significant effects were
21 WORK, STRESS AND HEALTH
T H U R S D AY
found for control groups. Exploratory moderator analyses produced time pressure, incivility, and caregiver burden. Additional exploration
no significant differences. aims to show whether male and female nurses are provided different
Practical implications. The consistency among effect sizes and levels and types of job resources such as supervisor support, autonomy,
lack of moderator effects suggests that medical settings and training and social support. The combined effects of these job demands and
facilities can have flexibility in the format and implementation of these resources will be examined with regard to burnout, turnover, injury, and
kind of programs and interventions for their employees and trainees. health outcomes for male and female nurses. Ultimately, this research
Results suggest that the effects of a mindfulness-based interven- should lead to a better understanding of not only the different factors
tion are not only maintained but continue to strengthen over time. This affecting men and women in nursing but also how the combined effects
should encourage researchers to collect more long-term outcome of job demands and resources may culminate differently for minority
data when possible. Most samples included in the pre-treatment to versus majority members in a high-risk occupation.
follow-up analysis distributed information and resources to partici- Recent estimates state that close to 10% of nurses are male, a
pants to continue their practice, and a few included ‘booster’ sessions. If significant increase from 2.7% in 1970 (U.S. Census Bureau, 2013).
institutions invest in a mindfulness-based intervention for their employ- While the proportion continues to grow, the current lack of male
ees or students, it would likely benefit them to include resources and nurses has contributed to the scarcity of research on men in nursing
‘booster’ sessions to maintain or further develop the benefits gained through sampling challenges. To address this, our research will take
from the initial intervention. a two-pronged sampling approach. Recruitment emails will be sent
Conclusions. Findings suggest that mindfulness-based interven- to male and female nurses through the Ohio Board of Nursing as well
tions improve self-compassion in health care professionals. Future as to members of the American Association of Men in Nursing, and
studies evaluating the impact of increased self-compassion via mind- organization with a membership of primarily male nurses. The planned
fulness-based interventions on objective indictors of self-care, quality sample is 150 men and 150 women, and participants will be compen-
of patient care, and job performance would be beneficial. Additionally, sated for their time with funding from a Pilot Research Project grant
self-compassion as a protective factor for stress, burnout, and compas- through the University of Cincinnati and NIOSH. Participants will be
sion fatigue in this population should be investigated. asked to complete one survey assessing job demands, resources, and
outcomes. Gender and other demographics will be asked last and
Diversity and Inclusion in a Changing planned comparison of the two groups will be hidden from partici-
Workforce pants to prevent identity threat or other bias. Data will be collected
and analyzed prior to this conference.
Implications for this project are clear; conclusions on how men
C-1
and women’s experiences differ in nursing can indicate areas for
Gender Differences in Nursing Job Demands and Resources targeted intervention, resource allocation, recruitment efforts, and
Katherine Barlow (Bowling Green State University) more. Additionally, this research can further develop understanding
of tokenism, particularly for groups which typically act as the majority.
Occupational stress is a contributing factor to organizational inef-
Using the conclusions of this research, the experiences of nurses can
ficiency, high staff turnover, absenteeism, increased healthcare costs,
be made more positive and health outcomes improved regardless of
and decreased job satisfaction (Wheeler & Riding, 1994). Although
gender.
extended exposure to stress is universally harmful, nurses are espe-
cially susceptible to stress and burnout due to the unique caregiv-
ing requirements of their jobs. Nurses balance the health and safety C-2
of multiple patients each day at work, relying on their own abilities, The Effects of Diversity Climate on Cohesion and Engagement
support from coworkers, and organizational support to consistently
perform well in high-risk environments. Vast amounts of research have Nikola Fedorowicz (University of Houston)
been devoted to identifying predictors of nursing stress and burnout, The workplace diversity literature has revealed the importance of
leading to individual- and organizational-level interventions. However, implementing diversity-related initiatives and maintaining a diverse
before such knowledge and interventions can be appropriately utilized, organizational climate (McKay & Avery, 2005). High diversity climate—
it is imperative that researchers and practitioners understand whether the extent to which an organization values and promotes diversity
these findings are generalizable to all nurses. and inclusion (Kossek & Zonia, 1993)—has been shown to predict
To date, little research in psychology has examined gender differ- positive individual and organizational-level outcomes (e.g., Madera,
ences in nursing, and there is reason to believe that male nurses Dawson, & Neal, 2013). However, its effects on workgroup cohesion
experience different job demands and resources than their female and engagement remain a research opportunity. With the present study,
counterparts (e.g., Keogh & O’Lynn, 2007; Ott, 1989). By exploring this we propose a psychological process in which diversity climate predicts
topic, we open the door for discussion of inequitable treatment and engagement directly and indirectly through workgroup cohesion.
differing expectations, resulting in the development of more effective, The present study focuses on employee engagement, or the “posi-
targeted interventions to reduce the negative physical and psycholog- tive, fulfilling, work-related state of mind that is characterized by vigor,
ical outcomes of nurses’ occupational stress. dedication, and absorption,” as an indicator of well-being (Schaufeli,
The current project aims to examine gender differences in nurs- Martinez, Marques Pinto, Salanova, & Bakker, 2002, p. 74). Applying
ing demands, resources, and outcomes using the job demands and a social exchange framework (SET; Blau, 1964), we suggest that high
resources model of burnout (Demerouti et al., 2001). First, this research diversity climate signals fairness and inclusion, which in turn, leads
aims to identify whether male and female nurses experience different employees to reciprocate by remaining engaged in their work. Thus,
frequency and intensity of job demands including physical workload,
22 WORK, STRESS AND HEALTH
T H U R S D AY
we predict a positive relationship between diversity climate and to implement policies that increase diversity climate, especially when
engagement. group cohesion or engagement levels are low. Moreover, these results
We also propose an indirect effect of diversity climate on engage- should encourage leaders to be cognizant of their employees’ demand
ment through workgroup cohesion. Drawing on social exchange theory levels as these may influence workgroup cohesion.
(Blau, 1964), we argue that in the presence of high diversity climate,
employees perceive support from the organization, which encourages
C-3
them to reciprocate by placing trust in others and working cohesively. In
turn, consistent with social identity theory (Tajfel, 1982), cohesion may Workplace well-being of Chinese immigrant workers in Lisbon
lead to strong feelings of belonging and encourage high engagement.
Silvia Silva (ISCTE-IUL)
Lastly, demands may moderate these relationships. Demands
consist of job characteristics that require physical or psychological International migration has increased over the decades, and
costs (Schaufeli & Bakker, 2004). Conservation of resources theory become a significant stream of the global workforce. Considering the
(COR, Hobfoll, 1989) states that individuals seek to protect and main- work conditions difference, cultural diversity and other factors, foreign
tain their resources, especially when they perceive resource threat. workers will have work-related stress in host countries. The well-be-
Demands may threaten resources, encouraging employees to withdraw ing of foreign workforce working in a foreign workplace environment
from the workplace by reducing their engagement and effort in main- should be studied. According to the Portuguese immigration report
taining group cohesion. Thus, we propose that the direct and indirect from Serviço de Estrangeiros e Fronteiras, Chinese population have
relationships between diversity climate and engagement are stronger become the fifth main foreign population in Portugal, and the main city
when demands are high. This is because diversity climate would play they settle is Lisbon. More and more Chinese workforce is working in
a larger role as a resource when demands are high (Figures 1 and 2). Lisbon, not only employed but also self-employed.
Our sample consisted of 681 employees working for a U.S. bank. All Until the present moment, only some studies were conducted
scales were self- developed for this study. Measures included a 5-item aiming to understand Chinese immigrants work and well-being expe-
diversity climate scale (e.g., The organization supports diversity initia- rience. Almost all the studies have been with surveys with only some
tives in day to day operations), a 4-item cohesion scale (e.g., We work exceptions (e.g., Bertotti, Dan-Ogosi, , & Rao, 2017). A deeper look to
well together to accomplish our objectives), a 4-item engagement scale the samples studied reveal that there is not much knowledge about
(e.g., The work is interesting and challenging), and an 8-item demands lower educated Chinese workers.
scale (e.g., I experience too much job pressure). The main goal of this poster is to present a qualitative study aiming
Diversity climate was positively related to cohesion (r = .54, p < .01) to investigate the factors relevant for the well-being of Chinese work-
and engagement (r = .40, p < .01). Cohesion was positively related to ers with different education levels, with a special focus on identifying
engagement (r = .35, p < .01). Using Hayes’ (2013) PROCESS macro, stressors, strains and their coping strategies.
and employing model 4, we found a significant direct effect of diver- Twenty-six Chinese descendants leaving in Portugal, in Lisbon,
sity climate on engagement, after controlling for cohesion (B = .36, t = were individually interviewed. Fourteen worked in a Chinese work-
8.35, p < .01; Table 2). The 95% confidence interval also indicated an place environment (interviewees group 1) in Chinese restaurants and
indirect effect of diversity climate on engagement through cohesion Chinese stores, twelve worked in an international environment mainly
95% CI [.04, .15], suggesting partial mediation. in companies (interviewees group 2). Fifteen of the participants were
We employed model 59 of the PROCESS macro to test for moder- female and eleven male. The education level was much lower for the
ated-mediation effects (Table 3). There was a significant interaction workers in the Chinese work environment. In fact, as far as the authors
between diversity climate and demands in predicting cohesion at path know this is the first study about well-being at work that included Low
a (b = -.16, SE = .05, p < .01; Figure 4). As anticipated, the relationship Educated Chinese immigrants. The semi-structured interview covered
between diversity climate and cohesion was stronger at high demands. the background of the person, description of their work experience in
There was also a significant interaction between cohesion and demands Portugal, work histories and the current experience and well-being
in predicting engagement at path b (b = .08, SE = .04, p < .05; Figure 5). and stress at work. The focus of the interview was on the identifica-
As predicted, the positive relationship between cohesion and engage- tion of stressors, strains and coping strategies. All the interviews were
ment was stronger at high demands. However, the interaction at path c` conducted in Chinese and afterwards translated to English and had
was not significant (b = -.05, SE = .05, ns). Our results suggest moder- a duration between 40 minutes and 90 minutes. Thematic analysis
ated-mediation as path a and b were both moderated by demands. approach from Braun and Clarke (2006) was used to analyse the data.
Specifically, the indirect relationship between diversity climate and The data analysis is currently being done but the preliminary find-
engagement was strongest at high levels of demand. ings already reveal similarities and differences of well-being work
Our results indicate that diversity climate increases employee experiences and stressors for the two group of interviewees. For
engagement levels directly and indirectly through workgroup cohesion. instance, the majority of the participants emphasized the challenge of
Additionally, our results suggest that demands play an important role in Adaptation to the new country; language was one of the main issues
these relationships. The indirect relationship between diversity climate raised. Work-family conflict had a negative impact and was felt as a
and engagement was strongest at high levels of demands. These results problem especially relevant for the female participants in group one,
suggest that when employees have limited resources due to high due to long working hours. Interpersonal relations; and social support
demands, diversity climate is a resource that can significantly increase was considered as a critical factor for the well-being. All the findings
their cohesion and engagement levels. However, when demands are will be included in the Poster.
low, employees have sufficient resources to maintain high levels of This study was some limitations, for instance, all the participants
cohesion and engagement, thus, diversity climate has a weaker effect were working in Lisbon that is the larger city in Portugal, and Chinese
on these outcomes. These results emphasize the need for organizations workers in smaller cities may have different experiences.
23 WORK, STRESS AND HEALTH
T H U R S D AY
Nevertheless, we consider that with this research gives an import- Conclusions. Patients with elevated depressed mood were less
ant contribute, useful to understand the non-yet studied reality of likely to return to work over 2-year follow-up. Screening for depressed
Chinese migrant workers in the context of a large city. Some recommen- mood at diagnosis and providing treatment might be an effective strat-
dations will be presented aiming to contribute also for the improvement egy to improve continued workforce participation in African American
of well-being at work for these workers. breast cancer patients. Understanding how psychosocial health influ-
ences returning-to-work outcomes in breast cancer patients could be
particularly powerful for developing new strategies to reduce racial
C-4
disparities in the quality of breast cancer survivorship. It is our expec-
Health and employment among working-age cancer survivors tation that we will integrate findings from this study to establish crite-
ria for identifying and engaging breast cancer patients who are at high
Christine Ekenga (Washington University in St. Louis)
risk for leaving to workforce and, based on such findings, develop an
Background. Breast cancer is the most commonly diagnosed form of empirically-grounded strategy for improving return-to-work in breast
cancer (excluding skin cancer) in American women [1]. In the United cancer patients.
States, white women have historically had higher overall breast cancer
incidence rates than African-American women; however, in 2012, the
incidence gap between white and African-American women closed [2]. C-5
With advances in detection and treatment, the population of breast Workplace Incivility among Racial Minority Workers
cancer survivors is expected to increase by 25% to almost 4 million by
the year 2024, and approximately nine out of every ten breast cancer Yisheng Peng (George Washington University)
patients are expected to live at least five years after diagnosis [3, 4]. The problem: Workplace incivility, as a deviant behavior characterized
Nevertheless, in contrast to recent incidence rates, racial disparities in by low-intensity and ambiguous intent to harm (Andersson & Pearson,
breast cancer survival persist, with five-year survival rates of 81% for 1999), is prevalent in today’s organizations and thus has garnered
African-American women and 92% for white women, and long-term significant amount attention from researchers and practitioners (e.g.
mortality rates that are 42% higher in African-American women than Cortina, Magley, Williams, & Langhout, 2001; Pearson, Andersson, &
white women [1]. Porath, 2005). Previous research has consistently found that work-
Survivorship has become the expectation, not the exception, for place incivility can negatively impact a variety of employee work and
women who have been diagnosed with breast cancer. In the United well-being outcomes (e.g., Cortina, Magley, Williams, & Langhout,
States, breast cancer survivors are more likely to be unemployed than 2001; Penney & Spector, 2005). Furthermore, because workplace inci-
the rest of the population [5], and among working age (<65 years) vility also indicates violation of workplace norms for mutual respect,
women, breast cancer has been associated with poorer employment it could be a covert way through which discrimination is expressed at
outcomes in African-American women than in white women [6, 7]. work (Cortina, 2008). However, few studies have examined workplace
In our prior studies of employment outcomes among breast cancer incivility in relation to employee race. This is an unfortunate oversight
patients, we found that African American race and non-private insur- given that nowadays workforce gradually becomes more ethnically and
ance status were associated with diminished employment participation racially diverse (Cascio, 2003; Barak, 2000)
after early-stage breast cancer [8]. However, few longitudinal studies Drawing on the modern racism literature (Bowman, 1991; Clark,
have examined determinants of employment outcomes among African- Anderson, Clark, & Williams, 1999; Cortina, 2008; Major, Quinton, &
American women with breast cancer. Schmader, 2003), this study examined whether racial category one
Methods. We examined factors associated with return to work longs to contributes to the frequency of experienced workplace inci-
over 2-year follow-up in a sample of African-American breast cancer vility. Furthermore, race may also influence how an employee inter-
patients participating in a randomized controlled trial of a cancer-in- prets and responds to workplace incivility (Kern & Grandey, 2009). As
formation intervention’s impact (vs. standard of care) on quality-of-life such, based on the negative adaptation hypothesis (Thau, Aquino, &
and treatment adherence outcomes. Interview and medical-record data Bommer, 2008), the present study also examined whether race would
from 227 newly diagnosed African-American breast cancer patients moderate the relationship between workplace incivility and workplace
(stage 0-III), who enrolled a mean 6 days from surgical post-op visit or deviance such racial minority employees are less reactive to workplace
start of neoadjuvant therapy, were analyzed in association with return incivility (i.e., less workplace deviance). Finally, racial identity, defined
to work; four more interviews were conducted over two years. Potential as the importance and qualitative meaning that individuals place on
predictors included sociodemographic variables (age, marital status, race in defining themselves, and the individual’s interpretation of what
income, education, insurance status), treatment(s) received (surgery it means to be a member of their racial group, is a concept that is mean-
type, chemotherapy, radiation), comorbidity, and elevated depressed ingful for racial minority employees (Sellers, Smith, Shelton, Rowley,
mood (Center for Epidemiologic Studies Depression Scale [CES-D] & Chavous, 1998). Based upon previous literature, this study further
score > 15). Multivariable logistic regression models were used to iden- examined whether racial identity weakens the effects of workplace
tify factors independently associated with return to work. incivility on physical symptoms and workplace deviance.
Results. At enrollment, 100 patients (44%) were employed part- Procedures. One hundred and ninety-six (104 white participants
or full-time; 71 of employed patients returned to work during 2-year and 92 minority participants) Mturk workers who recently experienced
follow-up. Study arm and other treatment and sociodemographic vari- workplace incivility in the past 3 months were recruited. At time 1, using
ables were not significantly associated with return to work and was not the Stress Incident Record (SIR) technique (Keenan & Newton, 1985),
included in the final model. Patients with elevated depressed mood at they were asked 4 questions that instructed them to describe the
baseline were less likely to return to work than non-depressed patients. instance, explain why, what they did, and how they felt when experi-
encing the uncivil incident. Content analysis was conducted to examine
24 WORK, STRESS AND HEALTH
T H U R S D AY
potential differences between whites and minorities. They were also boundaries of their work” (Wrzesniewski & Dutton, 2001, p. 179),
asked to complete the scale on racial identity (Sellers et al., 1998). has been recognized as important and helpful in the aging context
At time 2 (two weeks later), they completed the 7-item Workplace (Kooij, Tims, & Kanfer, 2015; Wong & Tetrick, 2017). However, limited
Incivility Scale by Cortina et al. (2001), the 19-item workplace deviance research has explicitly examined age differences in the effects of job
scale (Bennett & Robinson, 2000), and the 12-item Physical Symptoms crafting on employee work and well-being. What’s more, prior research
Inventory (Spector & Jex, 1998). has typically focused on chronological age, neglecting the influence
Analyses. For the qualitative examination, we used Bonferroni- of employee subjective age (i.e., the age one feels, looks, acts, and
adjusted Chi-square analyses to examine potential racial differences. the age that generally reflects their interests). Based on the selection,
For the quantitative examination, hierarchical moderated regression optimization, and compensation (SOC) theory (Baltes & Baltes, 1990),
analysis and simple slope analyses (Cohen, Cohen, West, & Aiken, we propose that older employees (i.e., those with a relatively older
2003) were conducted to test if race moderates the effect of workplace chronological age/subjective age) would benefit more from job crafting.
incivility on workplace deviance. We also examined if racial identity Specifically, we hypothesized that employee age (both chronological
moderates the effect of workplace incivility on workplace deviance age and subjective age) would moderate the effects of job crafting
among minority employees. strategies (i.e., task, cognitive, and relational job crafting) on perceived
Results. Our preliminary findings of qualitative examination suggest work meaningfulness, which in turn, relates to employee well-being
no significant racial differences in the sources and forms of (i.e., verbal, outcomes (i.e., thriving at work and career satisfaction).
non-verbal, or both) and responses (i.e., action, no action) to uncivil Procedures. A three-wave study design (over a 9-month period)
incidents. Most uncivil incidents were not explicitly related to ethnic- was used. The job crafting questionnaire (Slemp & Vella-Brodrick,
ity/race (More detailed results will be reported in the presentation). 2014) was used to measure the extent to which employees engage in
Results of quantitative examination also suggest no significant job crafting at Time1. The work and meaning inventory (Steger, Dik, &
racial differences in the frequency of experienced workplace incivility. Duffy, 2012) was used to measure work meaningfulness at Time 2. A
However, moderation analyses found that highly identified minori- 4-item measure (Montepare, Rierdan, Koff, & Stubbs, 1989) was used
ties experienced less frequent physical symptoms and displayed less to measure subjective age at Time 2. Thriving at work was measured
frequent interpersonal deviance when facing workplace incivility. using the scale developed by Porath, Spreitzer, Gibson, and Garnett
Interestingly, post-hoc analyses found that highly-identified whites (2012) at Time 3. And career satisfaction was measured with a 5-item
displayed more frequent interpersonal deviance when facing work- scale used by Greenhaus, Parasuraman, and Wormley (1990).
place incivility. The final sample consisted of 278 employees, with an average age
Research implications. Our findings have research and practical of 33.94 (SD = 9.67), and with the majority of them being married
implications. First, our results do not imply that minority employees (75.00%). There were 114 males and 164 females. Most of them were
experience more frequent incivility at work or that minority employ- married (59 %), were employees without supervisory responsibilities
ees are less capable of dealing with incivility at work. This finding may (68%), were employed by non-state-owned companies (83%), and
show that our decades of effort toward diversity and social equality is have a 4-year and above degree (61%). The average tenure in their
paid off with positive outcomes. Second, our results supported that current positions was 7 years (SD = 8.36).
workplace incivility has a significant, negative impact on employees. In Analyses. To test the hypothesized model, we used model 4 and
combination with evidence showing that incivility remains a prevalent model 7 of the PORCESS analysis examples developed by Hayes (2013).
and costly organizational issue, our study reiterates that organizations We also ran the Preacher–Hayes bootstrapping script (N = 5,000)
shall require a sustained commitment to the reduction and prevention to acquire the 95% confidence interval for the indirect and condi-
of incivility at work. Moreover, our study findings provide insights into tional indirect effects of job crafting on employee well-being outcomes
interventions to help employees, especially minorities, deal with inci- through work meaningfulness.
vility at work. Organizations should respect minority employees’ ethnic Results. Results found that employee chronological age significantly
background and provide a work environment that facilitates minority interacted with task job crafting (but not the other two types of job
employees’ racial identity. crafting) in predicting perceived work meaningfulness in an unexpected
Conclusions. We did not find significant racial differences in expe- direction. However, employee subjective age significantly moderated
riences of workplace incivility. However, in addition to confirming the the effects of all three job crafting strategies (i.e., task, cognitive, and
negative effects of workplace incivility on employee well-being and relational job crafting) on perceived work meaningfulness such that the
work outcomes, this study revealed the significant role of racial identity positive relationships of the three job crafting strategies on perceived
in helping minority employees cope with workplace incivility. work meaningfulness were stronger for those who perceived them to
be older rather than younger. Furthermore, the indirect effects of the
three job crafting strategies on thriving at work and career satisfac-
C-6
tion were stronger for employees who perceived them to be older (vs.
How old you feel matters: An examination of subjective age perceived to be younger).
between job crafting and employee well-being Practical implications. Our findings have practical implications.
Yisheng Peng (George Washington University) First, the positive effects of job crafting suggest that organizations
should promote bottom-up, employee-driven job crafting behaviors as
The problem: The worldwide aging population (World Health
a helpful strategy to cultivate the sense of work meaningfulness and
Organization, 2015) has led to increased interests in studying the role
consequently employee well-being. Second, considering the mediating
of age in the work context and to find ways to support older employees
role of work meaningfulness, more effective interventions/actions can
(e.g., Hertel & Zacher, 2015). Job crafting, which involves “the phys-
be developed to improve work meaningfulness by targeting at other
ical and cognitive changes individuals make in the task or relational
influential antecedents of work meaningfulness besides job crafting
25 WORK, STRESS AND HEALTH
T H U R S D AY
strategies examined in the current study. Finally, more attention should motivation, accomplishment). The worker’s health status and his/her
be paid to employees’ perceived subjective age. Managers should be negative attitudes towards retirement (e.g., fear about retirement life,
aware that job crafting could particularly benefit employees with rela- absence of post-retirement projects), the financial situation (e.g., social
tively older subjective age. Future interventions may consider targeting advantages), as well as the extra-working context (e.g., family respon-
employees’ subjective age when designing and delivering interventions. sibilities, spouse’s health status) also contributed to the older workers’
Conclusions. The present research not only supported the benefi- decision to keep on working until the full pension.
cial effects of job crafting on employee well-being outcomes, but also The decision of the group of interviewed participants to retire early
revealed the significant role of employee subjective age as a moderator with financial penalties was driven by factors, such as the work envi-
of the effects of job crafting. This is one of the first studies to empiri- ronment changes (e.g., budget cuts, bureaucratic and rigid procedures),
cally support the proposition that job crafting could play a critical role difficulties with violent students, over workload, as well as the lack of
in the aging context. recognition and appreciation for the work done. The negative aspects
of psychological health that pushed participants to retire early were,
for example, the following ones: emotional exhaustion, psycholog-
C-7
ical distress, anxiety, fatigue, feelings of frustration, weariness, and
Which psychosocial factors and psychological health aspects irritation. Other aspects of the extra-working context contributed to
can contribute to the job retention of healthy older workers? A participants’ choice to leave CPSO early. For instance, having a spouse
qualitative study in the education sector with a good income, not having tuition fees to pay for their children and
Ai-Thuy Huynh (IRSST) having retirement plans (e.g., travel) were mentioned by this group of
participants.
Problem. Most industrialized countries have been experiencing major
Practical implications. The results of this study provided to the
demographic changes (e.g., the extension of average life expectancy)
CPSO a better understanding of the favorable working conditions to
that pose socio-economic problems, such as the replacement of the
improve in order to prevent early retirement, and to promote the job
aging workforce. The education sector in Quebec is not immune to this
retention of healthy older workers.
phenomenon. Therefore, there is a need to know which psychosocial
Conclusions. This study was designed to address a need of the
factors and psychological health aspects contribute to the job retention
education sector in Quebec, which seeks to retain older workers. It was
of healthy older workers. Specifically, this study aims to know which
possible to focus on the psychosocial factors and aspects of psycho-
psychosocial factors and psychological health aspects contribute to
logical health that influence the decision of a group of older workers
the decision of a group of older workers aged 45 and over to keep on
to stay or to leave the CPSO. Our results showed that job retention is a
working and to retire with a full pension, rather than to retire earlier
complex process in which several working and extra-working factors,
with financial penalties.
actors and systems are involved. This is an example of a qualitative
Procedures. This qualitative study is part of a broad survey on job
research in the field of Occupational Health Psychology that can be
retention of older workers aged 45 or over conducted in a Canadian
replicated in other sectors and other industrialized countries.
public-school organization (CPSO). Three hundred CPSO workers
who have been employed there since 2004 and aged 45 and over in
2016, have been randomly selected and invited to participate. The final C-8
sample was composed of 28 participants. Most were female (n=17; Improving Disability Employment by Alleviating Employer
61%) and occupied four functions [teachers (25%), clerical personnel Concerns through a Brief Intervention Approach
(25%), professionals (25%), and administrators (25%)]. The mean age
was 54.4 (SD=5.2), and the mean organizational tenure was 24.2 years Laura Heron (Florida International University)
(SD=7.3). Most worked full time (n=26; 93%). Participants answered Employment is a crucial part of adult life and is associated with
to an interview grid composed of four sections: a) socio-demographic/ improved health outcomes (Cocks, Thoresen, & Lee, 2015) and life
employment characteristics; b) intentions and plans for retirement; c) satisfaction (Lucas et al., 2004). Despite this, in 2016, only 17.9% of
work environment; d) factors influencing the decision to keep on work- individuals with disabilities were employed, compared to over 65%
ing at the CPSO or to retire with financial penalties. The questions were of individuals without disabilities (BLS., 2017). Further, organizations
developed and/or adapted from previous research on retirement plans without inclusive strategies, may not match employees with disabilities
and older workers’ career paths. suitably to a job, which could lead to turnover. Therefore, a significant
Analyses. Data coding and analysis were performed using NVivo improvement is required in both the hiring and retention of adults with
software. Verbatim analysis was performed using the content analy- disabilities, including individuals with intellectual and developmental
sis model following the steps proposed by Wanlin (2007). A sample disabilities (IDD). While research indicates growing efforts to prepare
of eight interviews was selected to create, compare and discuss the individuals with disabilities for gainful employment (Burke et al., 2017),
codes until the obtention of the consensus between two research initiatives are still necessary to bridge the employment gap in order to
professionals and the principal investigator. All the interviews were create a sustainable diverse and inclusive workforce.
analyzed following the list of codes. Previous research has identified several benefits to hiring indi-
Results. The group of the older workers who decides to keep on viduals with disabilities, including consistent attendance, increased
working at the CPSO and to retire with a full pension, mentioned the workforce diversity, and long-term employment (Morgan & Alexander,
following pull factors: the non-discriminatory organizational culture 2005). If organizations are made more aware of these advantages, they
with respect to age, work content (e.g., autonomy, flexible working may be more inclusive of individuals with disabilities, as successful
hours), and the social support from supervisor and colleagues, and employment opportunities for individuals with IDD typically depends
the positive aspects of their psychological health (e.g., job satisfaction, on employer attitudes (Burge, Ouellette-Kuntz, & Lysaght, 2007).
26 WORK, STRESS AND HEALTH
T H U R S D AY
Companies are often hesitant to facilitate disability employment prac- some questions differed by education level and ethnicity. Such infor-
tices out of concern for increased organizational costs (Ellenkamp et al., mation could be used to create more targeted interventions, in order
2016), a lack of awareness or tolerance, or the belief that employees to increase the potential for increased awareness and knowledge of
with disabilities lack the skills needed to perform the job (Hendricks, disabilities in the workplace.
2010). Overall, the findings support Wehman et al.’s (2018) suggestion
Efforts have been made by the U.S. Department of Labor’s that through the collaboration between employers and support service
Office of Disability Employment Policy to support employers who providers, there is the potential to significantly improve attitudes
hire individuals with disabilities. Initiatives such as the Employer towards the employment of individuals with disabilities, which could
Assistance and Resource Network on Disability Inclusion, Workforce ultimately help to improve the health and well-being of people with IDD.
Recruitment Program for College Students with Disabilities, and Job
Accommodation Network, have been designed with the intention to
C-9
enhance employment opportunities (U.S. Department of Labor, 2018).
However, despite the introduction of these programs, statistics from a Experiences of Caribbean Women in Senior Level Leadership
2008 survey indicated that only 19.1% of companies hired individuals Positions
with disabilities (Domzal et al., 2008). Employer trainings demon- Toshi Francis (Capella University/Center for Diverse Wellness)
strating benefits and clarifying misconceptions have been suggested
Leadership inequity and gender inequality continue to be a concern in
as promising ways to address employer concerns (Lindstrom, Kahn, &
society. While women move forward to achieve greater gender equal-
Lindsey, 2013).
ity, a particular group of women, African Americans and Caribbean’s,
In an effort to address this employment gap, this study evaluated the
continue to experience significant challenges in the areas of leader-
effectiveness of an employment conference intervention. Specifically, it
ship and gender equality in an organizational setting. The purpose of
was hypothesized that attendance at the one-day conference by poten-
the study is to examine the lived experiences of Caribbean women in
tial employers would improve participant knowledge, perceptions and
senior-level leadership positions. Husserl’s transcendental phenome-
likelihood to employ individuals with disabilities.
nology approach was used to gain an understanding of each woman’s
Methods, Results, and Implications. An employment conference
individual experience as a Caribbean woman in her leadership posi-
was organized by [University Initiative] in March 2018, in which
tion. The participants in the study were 10 Caribbean women in senior
multiple panel discussions including members of the community
level leadership positions. To analyze the data, a line-by-line approach
with disabilities who have successfully gained employment, as well as
was implemented to determine themes within the collected data. The
speakers from organizations such as Ekkobar, Walgreens, and Baptist
results showed some Caribbean women faced challenges in their
Health, shared their experiences and organizational strategies aimed at
attempts to climb the leadership ladder. Those who faced challenges
increasing the number of employees with IDD. Prior to the conference,
blamed the challenges they faced on the lack of support from family
64 participants were asked to complete a questionnaire with questions
members, management, and their inability to find mentoring and
derived from the Survey of Employer Perspectives on the Employment
networking services. They became frustrated with these challenges.
of People with Disabilities (Domzal et al., 2008). After the conference,
38 participants completed the same questionnaire, in order to deter- Work-Life-Family
mine if there was a shift in knowledge and perceptions. Chi-square
and Fisher’s exact tests were conducted to examine whether there
was a statistically significant difference between the pre- and post- D-1
tests. Finally, an ordinal logistic regression was conducted to examine Using Participatory Action Research to Improve Work-Health
response differences between various demographics. Conflict Among Breast Cancer Survivors
Results from the present study demonstrated improvements in
several areas. After the conference, more participants reported that not Alicia Dugan (UConn Health)
knowing how much accommodations will cost was less of a concern. In 2016, there were 15.5 million cancer survivors residing in the United
This indicates that providing employers with more knowledge regarding States, and this number is expected to rise to 20.3 million by 2026
successful hiring initiatives could potentially alleviate these concerns, (Bluethmann, Mariotto & Rowland, 2016). Much of the cancer-re-
ultimately helping to increase employment rates. After the conference, lated research is focused on treatment and survival, but the Institute
participants also reported that knowing about employer tax credits and of Medicine report on cancer survivorship called for more research on
incentives was less helpful as a hiring strategy. This finding demon- the adverse impact of cancer on employment (Stovall, Greenfield &
strates how information from companies currently hiring individuals Hewitt, 2005). This call was warranted, as 3.8 million cancer survivors
with disabilities can be valuable in the formation of ideas and opinions are of working age (Toossi, 2013). Breast cancer survivors are one of the
relating to effective strategies for hiring disabled employees. Overall, largest groups of cancer survivors, with a reported survival rate of 90%
the findings related to hiring practices are promising, as they highlight (Siegel et al., 2012). A better understanding of breast cancer survivors’
that similar interventions can help to reduce perceived concerns related occupational functioning and return to work experiences is needed.
to hiring individuals with disabilities. The overall aim of the PinkWorks project was to use the Healthy
Findings regarding retention indicated that most participants Workplace Participatory Program to understand and evaluate the
reported that common retention factors (i.e., concern about worker sources and extent of clinical and organizational support that best
compensation, healthcare coverage, attitudes or customers, coworkers, facilitates breast cancer survivors’ continued employment, ability to
and supervisors), were either not a challenge, or somewhat of a chal- balance health and work, and high quality of life. In the first phase of
lenge, compared to reporting that they were major challenges. Results the project, online surveys developed with survivor input, gathered
from the logistic regression analyses also indicated that responses to comprehensive information about breast cancer survivors’ return to
27 WORK, STRESS AND HEALTH
T H U R S D AY
work experiences. The current study focuses on the second phase of information on how treatments affect work life and how to navigate
the project, intervention development, and summarizes and reports the the work leave process.
outcomes of an intervention planning process that was used to design Conclusion
interventions aimed at reducing work-health conflict and health-work The current study demonstrated the applicability of the IDEAS tool
conflict among breast cancer survivors. in developing interventions to improve health and well-being across
Method. Using methods adapted from the Center for the organizational and clinical settings. The participatory approach facil-
Promotion of Health in the New England Workplace (CPH-NEW) itated the development of innovative interventions aimed at reducing
Health Workplace Participatory Program. A “design team”(DT) of work-health conflict and health-work conflict among breast cancer
breast cancer survivors, clinicians and managers was assembled. The survivors, which will be implemented in a follow-up study.
DT consisted of five women: three breast cancer survivors, a patient
navigator, and a nurse navigator. One survivor was also an executive
D-2
manager at an engineering firm. DT meetings were held weekly over
four-weeks with each meeting lasting 90 minutes. The Role of Family Supportive Supervisor Behaviors in Mitigating
The program facilitator shared relevant information from the survey, the Association between Family-to-Work Conflict and Safety
administered in phase one of the project, with DT members. The facili- Performance
tator guided the DT through the intervention planning process using the Caitlin Demsky (Oakland University)
Intervention Design and Analysis Scorecard (IDEAS) tool developed by
Safety is a critical component of today’s workplace, with nearly 2.8
CPH-NEW. The IDEAS tool is a 7-step planning process used to develop,
million nonfatal workplace injuries and illnesses occurring in the United
evaluate, and rank, intervention ideas and solutions (Robertson et al.,
States in 2017 (U.S. Bureau of Labor Statistics, 2018). A number of
2013). The current study to our knowledge is the first to use IDEAS to
psychosocial hazards in the workplace have been linked to workplace
plan interventions with a clinical population working across several
safety, including poor safety climate (Zohar, 2000) and job insecu-
employing organizations, rather than at a single organization. To meet
rity (Probst & Brubaker, 2001). More recently, a small but growing
the needs of workers employed by various organizations with limited
body of literature has begun to examine the role employees’ nonwork
time available for DT participation, we adapted the IDEAS tool by only
experiences may have on workplace safety (e.g., Cullen & Hammer,
utilizing its Steps 2 through 5a.
2007). In the current study, we seek to replicate and extend prior
In Step 2, the DT brainstormed solutions to address three sub-is-
work by Johnson and colleagues (2019), examining family-to-work
sues identified in the survey as being highly associated with work-
conflict (FWC) as a predictor of safety performance via cognitive fail-
health and health-work conflict: low clinical support, low organizational
ure. Further, we contribute to the work-family literature by examining
support, and poor post-cancer well-being. To evaluate each solution,
the role of family supportive supervisor behaviors (FSSBs) as a work-
in Step 3 the DT agreed on four criteria that would indicate success
place contextual resource that may mitigate the effects of FWC on
relative to scope, benefits, resources, and barriers. In Step 4, the DT
safety performance.
reviewed each solution against their own criteria for success to iden-
Drawing on Conservation of Resources (COR) theory, we concep-
tify the most viable activities. In Step 5A, each intervention alternative
tualize FWC, which occurs when family demands limit an employ-
was rated “low,” “medium,” or “high”, and ranked in order of priority
ee’s ability to manage work demands (Netemeyer et al., 1996) as a
for implementation.
stressor that draws on available cognitive resources, thereby limiting
Results
their use in the work domain. This reduction in cognitive resources is
In Step 2, many solution activities were brainstormed to increase
seen in higher levels of cognitive failure at work. In turn, employees
clinical support, increase organizational support, and improve individ-
with limited cognitive resources will be less likely to devote available
ual well-being post-cancer. Activities could be generally categorized
resources to engaging in either contextual or extra-role safety perfor-
as having to do with the creation of new positions, enhancement of
mance at work. Support for this mediation model has previously been
existing positions, and creation of new informational materials, in both
identified by Johnson and colleagues (2019), though they acknowledge
clinical and organizational settings. In Step 3, the DT agreed solution
the need to examine other individual and contextual moderators of this
activities should meet these criteria: they should affect all employed
indirect effect. FSSBs, or supervisor behaviors aimed at supporting
breast cancer survivors, have both short- and long-term benefits to
employees’ ability to manage both family and work demands, can be
well-being, be developed and implemented with few financial resources
seen as a contextual resource in that it signals to employees an aware-
(<$50,000), and make use of available/existing resources (i.e., mate-
ness of demands outside of the work domain and support for manag-
rials, people). Foreseeable implementation barriers included: lack of
ing competing roles (Hammer et al., 2013). In the presence of FSSBs,
intervention sustainability and lack of organizational support for inter-
employees may be less likely to experience resource drain as a result
ventions, intervention cost, and fear that meeting survivors’ needs
of FWC. In examining the moderating role of FSSBs, we extend prior
would interfere with their employers’ needs.
work by which found a direct link between FSSBs and safety compliance
In Step 4, criteria were applied to nine proposed solution activities,
(Hammer et al., 2016). Our full proposed model can be seen in Figure 1.
which were “packaged” into three possible interventions related to:
Method. Participants and Procedure
(1) creation of new materials, (2) enhancement of existing positions,
United States Department of Agriculture (USDA) Forest Service
and (3) creation of new positions, in both clinical and organizational
employees in the Southwestern United States were recruited via
settings.
e-mail. Of a potential 2,256 employees, 699 provided usable data
In Step 5A, interventions were rated using the DT’s selection criteria
(31% response rate). On average, participants were 48 years old
and ranked in order of priority. The highest priority was the creation and
(SD = 10.84), 49.2% female, and worked 41.77 hours per week (SD =
dissemination of new clinical and organizational materials that provide
10.30). Over half (52.6%) of participants were married, and 22.6% had
28 WORK, STRESS AND HEALTH
T H U R S D AY
between 1–3 children living at home. Participants worked in a variety one domain can influence experiences in another domain. Crossover
of capacities, including in resources (i.e., recreation, wildlife), wildland theory (Bolger DeLongis, Kessler, & Wethington, 1989) describes an
fire, business operations, and planning. interpersonal process that occurs when stress or psychological strain
Measures experienced by one person affects another person’s level of strain.
FWC was measured with five items (Netemeyer et al., 1996). Crossover has been extended to include positive transmissions of
Cognitive failure at work was measured with five items (Wallace & states (Westman, 2001). Three mechanisms are thought to underlie
Chen, 2005). Safety performance was measured with six items from crossover (Westman, 2001). Direct crossover describes how experi-
Neal and Griffin (2006). Three items referred to safety compliance, ences and emotions between the partners are transmitted via empathy.
while three items referred to safety participation. FSSBs were measured Indirect crossover posits that crossover occurs through moderating
with the four item short-form scale developed by Hammer et al. (2013). mechanisms which result in a partner’s strain or satisfaction. Third,
Cronbach’s alpha for all scales can be found in Table 1. crossover may occur via shared common stressors which then lead to
Results. Descriptive statistics and bivariate correlations can be shared, common states. The integrative SCM suggests that crossover
found in Table 1. Key study variables were largely associated with one occurs via the spillover process, producing improved insight into the
another in the expected directions. Hypotheses were tested using processes that link work and family domains.
Models 4 and 7 of the PROCESS macro in SPSS 25.0. Significant indi- Hypothesis 1: Employees WFC will negatively spill over to their LS.
rect effects were found between FWC and both safety compliance and Hypothesis 2: Employees WFC will cross over to their spouses’ LS
participation via increases in cognitive failure at work (safety compli- (direct crossover).
ance: Effect: -.03, SE: .01, LowerCI: -.06, UpperCI: -.01; safety participa- Hypothesis 3: Employees LS will cross over to their spouses’ LS
tion: Effect: -.03, SE: .01, LowerCI: -.06, UpperCI: -.01), providing support (direct crossover)
for our first hypothesis. This indirect effect was found to be conditional Hypothesis 4: Employee WFC will cross over to spouses’ LS via
on FSSBs when examining safety participation as an outcome (Index employees’ LS (indirect crossover)
of Moderated Mediation: .0092, SE: .0061, LowerCI: .0002, UpperCI: Data were collected as a part of the larger Military Employee Sleep
.0255), but not for safety compliance (Index of Moderated Mediation: and Health Study, that aims to improve sleep and health of service
.0085, SE: .0063, LowerCI: -.0008, UpperCI: .0248), providing mixed member (SM) working in the National Guard (NG). To be eligible, SM
support for our second hypothesis. had to work ≥ 32 hours a week for the NG. The research team estab-
Discussion lished collaborations with the unit leadership in the NG, and unit lead-
The current study demonstrates support for a moderated mediation ers sent out emails with a link to sign up for the study. Research team
model in which FWC is associated with reduced safety performance members also visited the armories and installations to recruit SM
via increased cognitive failure. Further, when FSSBs are high, the indi- in-person. Of the 727 eligible SM, 417 completed the survey, yielding
rect effect between FWC and safety participation is weakened. We did a response rate of 57.4%. Of the SM who completed the survey, 332
not find support for conditional indirect effects on safety compliance. were married, and 269 provided their spouses’ contact information.
Having a supportive supervisor may signal to employees effective The number of spouses who completed the survey was 184, yielding
ways of managing work and family demands such that they are able a response rate of 55.4% relative to all married SM. 181 SM-spouse
to maintain resources for engaging in extra-role safety performance dyads completed the survey and were matched. We ran a multi-level
at work. Our findings should be interpreted in light of existing limita- path models in Mplus V8 (Muthen & Muthen, 2017), where couples
tions. Future studies should examine these associations over multiple were nested within the work units.
time points to further tease apart directionality. These findings suggest Findings revealed support for hypothesis 1, that employee WFC
that interventions aimed at increasing FSSBs may have wide-reaching would be associated with negative spillover to LS (β = -.33, SE = .07, p
effects in organizations, including on employee safety. < .001). Results did not support hypothesis 2, there was no direct cross
over from employees’ WFC to their spouses’ LS (β = -.07, SE = .04 p =
.12). However, consistent with hypothesis 3, employees’ LS crossed over
D-3
to theirs spouses’ LS (β = .32, SE = .07, p < .001). Additionally, hypoth-
A Broadened Examination of the Dyadic Spillover-Crossover Model esis 4, that the indirect effect from employee WFC to spouses’ lower
LS via employees’ lower LS was significant (β = -.11, SE = .03, p < .001).
Jacquelyn Brady (Portland State University)
Overall, our findings supported spillover from employees’ WFC to
The aim of the current study was to investigate a broadened work a broader construct, their own LS. We did not find support for a direct
and non-work spillover-crossover model between employees and their crossover from employees’ WFC to their spouses’ LS. Rather, employ-
spouses. Although research has supported spillover-crossover models ees’ LS directly crossed over to their spouses’ LS, and our findings
(SCM) between spouses, the current study is unique in that we exam- supported indirect crossover from employees’ WFC to their spouses’
ine spillover from work-family conflict (WFC) to the broader domain LS via employees’ LS (support for the SCM). Overall these results
of life satisfaction (LS), the global assessment of a person’s quality of supported our hypotheses of spillover, direct crossover, and indirect
life, rather than simple cross-domain spillover. Additionally we focus crossover based on SCM, and demonstrated that higher WFC has
on two types of crossover: 1). negative different-domain crossover, in significant costs for employees and their spouses’ LS. Next stages of
the form of employee WFC to spouse LS, and 2). positive same-do- the model will examine specific boundary conditions.
main crossover of employees’ LS to spouses’ LS. Finally we examine
the effects through a mechanistic SCM (see Figure 1).
The current study utilizes two theoretical lenses to examine the D-4
processes which underlie the hypothesized SCM. First, spillover theory Exploring the Nature and Consequences of Employees’ Weekend
(Crouter, 1984) provides a theoretical rationale for how experiences in Recovery Profiles
29 WORK, STRESS AND HEALTH
T H U R S D AY
Ze Zhu (George Mason University) (labeled “positive work thinkers”), participants experienced high levels
While some studies have documented the importance of leisure of positive work reflection and problem-solving pondering. The third
activities and nonwork cognitive experiences for recovery, findings have largest profile (labeled “detached relaxers”) consists of individuals who
not been consistently supportive (Sonnentag, Venz, & Caspter, 2017). detached from work and did not engage in work-related activities. Our
For instance, some studies have shown beneficial effects of passive final profile (labeled “work hard, play hard”) included employees who
leisure activities for recovery (Sonnentag, 2001), whereas others have experienced fairly high levels of all constructs. See Figure 1 and Table
shown neutral effects (Sonnentag & Ziljstra, 2006) or harmful effects 4 for detailed profile information.
(Rook & Ziljstra, 2006). When it comes to nonwork cognitive expe- Next, we conducted an ANCOVA with profile membership as the
riences, previous studies have also demonstrated mixed effects. For independent variable and recovery outcomes as the dependent vari-
instance, though most research showed that psychological detach- ables. Results suggested that the differences in fatigue and vigor were
ment from work (hereinafter detachment) is beneficial to recovery significant between profiles. Specifically, detached relaxers and positive
(Kinnunen, Feldt, Siltaloppi, & Sonnentag, 2011), other studies found work thinkers had significantly lower levels of fatigue than the other
adverse effects (Shimazu, Sonnentag, Kubota, & Kawakami, 2012). groups. The work hard, play hard group had the highest fatigue but this
One possible reason for these inconsistencies is that leisure activ- group also had the highest levels of vigor. See Table 5 for descriptives
ities and cognitive experiences have typically been studied in isolation, of recovery outcomes per profile.
which could lead researchers to overlook how recovery is a function of Conclusion
both leisure activities and nonwork cognitive experiences. For instance, We found that people used different combinations of nonwork
Cho and Park (2018) found that the positive effects of weekend phys- cognitive experiences and activities to recovery over the weekend. The
ically active activities on recovery exist only when detachment is high profile analyses showed that both nonwork cognitive experiences and
(vs. low), suggesting that an important direction for future research is activities are important for determining profiles of individuals’ week-
toward understanding how leisure activities and cognitive experiences end experiences, highlighting the importance of considering leisure
work together to facilitate recovery. activities and cognitive experiences simultaneously. Moreover, results
Also, the prior research tends to rely on variable-centered suggest that multiple recovery approaches can lead to recovery, though
approaches, which precludes insights about how people recover different styles have different effects on specific recovery outcomes.
in different ways. For instance, some people may recover by being Our profiles and their associated recovery outcomes, to some degree,
detached from work and engaged in leisure activities, while others can also help address mixed findings in the recovery literature. For
may recover even though they continue working, if they have positive example, the profile analysis showed that two groups of people—the
thoughts about work. detached relaxers and the work hard, play hard group—were psycho-
We suggest that more fully understanding how nonwork experi- logically detached from work. However, they had different weekend
ences facilitate recovery requires consideration of how nonwork cogni- experiences regarding other cognitive experiences and activities, and
tive experiences and activities jointly impact recovery outcomes. The thus different recovery outcomes. These findings can help explain why
current study uses a person-centered approach to: (1) describe the detachment may be differentially effective—because its impact on
most common profiles of nonwork cognitive experiences (e.g., detach- recovery outcomes varies based on co-occurring experiences.
ment, positive work reflection, negative work rumination) and activ-
ities (e.g., completing work-related activities, doing active, passive D-5
leisure activities) and (2) assess the consequences of these profiles,
Career and family pathways of college-educated women
identifying which, if any, combinations of cognitive experiences and
leisure activities are most strongly associated with recovery. Given that Nancy Marshall (Wellesley College)
recovery can occur through different cognitive experiences and leisure
Historically, women’s career pathways have often been affected by
activities, we expect to find numerous distinct ways of experiencing
parenting responsibilities, with women selecting positions that are
nonwork time that are equally conductive to recovery.
more compatible with child care demands (Allison & Rallston, 2018);
Method
women are more likely than men to adjust their education and career
The final sample included 430 full-time employees (Mean age=
expectations if they anticipate becoming parents (Allison & Rallston,
36.69, 46% male). Participants reported time spent on active and
2018). An estimated 70% of college students expect to earn a grad-
passive leisure activities (see Table 1 for examples) and work-related
uate or professional degree at some point; such expectations may
activities during the past weekend. They also reported the degree to
be associated with delayed parenthood (Allison & Rallston, 2018).
which they experienced detachment, positive work reflection, negative
Women’s employment trajectories are also associated with educa-
work rumination, problem-solving pondering over the past weekend,
tion level, family poverty, race/ethnicity and gender beliefs (Damaske
and their current recovery states (fatigue and vigor) at the end of the
& Frech, 2016).
weekend.
This paper, part of Marshall’s ongoing research program on women
Results
and employment, builds on prior research to examine career pathways
Table 2 displays descriptive statistics. We conducted latent profile
among college-educated women, using a life-course perspective, which
analysis in R using the tidyLPA package (Rosenberg, Schmidt, Beymer,
considers normative age- and gender-related trajectories, as well as
& Steingut, 2018). Table 3 presents the results of our profile enumer-
the importance of individual-level prior events or decisions (Hostetler,
ation. Considering both statistical fit and interpretability, we chose a
Sweet & Moen, 2006). This perspective also considers cumulative
four-profile solution.
effects of advantages and disadvantages associated race/ethnicity,
Our largest profile (labeled “sedentary work ruminators”) encom-
social class background, and other factors (Damaske & Frech, 2016).
passed individuals who experienced high levels of negative work rumi-
nation and problem-solving pondering. In the second largest profile
30 WORK, STRESS AND HEALTH
T H U R S D AY
In this paper I address the following research questions about the D-6
career and family pathways of women graduates of an elite private Job Insecurity and the Work-Family Tradeoffs: A Resource Scarcity
college: Perspective
• What best describes the career trajectories of these alumnae?
• Do they attend graduate or professional school and, if so, when? Yi-Ren Wang (University of Alabama)
• Do they describe their career pathways as stable or involving With recent rise of sharing economy and automation along with a grow-
changes within or between fields? ing trend in organizations toward non-standard contingent employment
• What factors are associated with variations in career and family arrangements (Lee, Huang, & Ashford, 2018), work situations for many
pathways? employees have become increasingly precarious. An emerging issue
Methods. These research questions are addressed using survey in the workforce is job insecurity, defined as “perceived powerlessness
data collected in 2005, 2009, 2013 and 2017 (N=6,671). One or more in maintaining desired stability in a threatened employment situation”
of the four surveys were completed by alumnae who graduated in (Greenhalgh & Rosenblatt, 1984, p. 438). At the same time, incompat-
1968, 1971, 1973, 1976, 1978, 1981, 1983, 1986 (Baby Boomers), 1988, ibility between work and family demands often leads to work-family
1991, 1993, 1995-2002 (Generation X), and 2003-2008 (Millennials). conflict (Greenhaus & Beutell, 1985). Research has shown that family
Table 1 summarizes the years since graduation at the time of survey goals are often postponed or overlooked when there is an incompatibil-
completion. ity, and this behavioral pattern seems to be larger for those working in
Preliminary Results. Most (81%) of alumnae had attended graduate undesirable situations (e.g., Jacob, 2004). For example, job insecurity is
school at the time of the survey (Table 2). However, only 22% went related to postponement in marriage (Piotrowski, Kalleberg, & Rindfuss,
on to graduate school immediately after college; an additional 10% 2015) and parenthood (Kreyenfeld. 2010). However, the mechanism
attended within one year. This pattern varies by generation. While between job insecurity and work-family decision remains unclear.
30% of Baby Boomers went immediately on to graduate or professional Therefore, this relationship between job insecurity and work-family
school, only 20% of Gen Xers and Millennials did so. Boomers were decision-making is of particular interest in this paper. Here we suggest
also more likely than more recent generations to return to graduate or that working in an insecure job entails employee rights that cannot be
professional school after more than 10 years. easily exercised, providing the employee with less advantage to resolve
Alumnae (2005 & 2009 surveys only) were asked whether their work-family conflicts without sacrificing their family lives. This makes
career path involved staying in one field, moving within the same field, trade-offs between work and family goals more difficult for insecure
or changing fields (see Table 3). Almost two in five alums had changed workers.
fields at least once. Baby Boomers, with longer careers, were more Drawn on resource scarcity theory, we argue that experienc-
likely than more recent generations to have changed fields three or ing scarcity can largely shape the way we think, decide and behave
more times. (Mullainathan & Shafir, 2013; Shah, Mullainathan, & Shafir, 2012).
The high rate of graduate and professional education among these Research has shown that people without stable income tend to focus
alumnae is also associated with marriage/partnership and parent- greatly on meeting the pressing needs, which is termed tunnel focus
hood at later ages (Table 4). Only 16% of alums who completed the (Shah et al., 2012). This narrowed bandwidth further creates an absent
survey 4-6 years after graduation (i.e., in their late twenties) reported attention paid to other needs, especially the ones without immediate
that they were currently married or living with a partner, while 54% of consequences (Shah et al., 2012). This mindset associated with scarcity
alums who completed the survey more than 10 years after graduation has been shown to lead to dysfunction in people’s lives. For example,
reported that they were married or living with a partner. Similarly, only poor people have been found to have higher likelihood in accepting
4% of alums had a child within 4-6 years after graduation, compared big loans with high interest rates (Meuris & Leana, 2015). Arguing job
to 47% who completed the survey more than 10 years after graduation. insecurity can be regarded as a type of resource scarcity, we further
Future Analyses and Implications. These preliminary results show propose that job insecurity may significantly increase the consideration
the potential for this dataset. The final paper will also examine vari- given to short-term rewards and decrease the consideration given to
ations in career and family pathways among first generation college long-term implications while making family-related work decisions
students (whose parents did not attend college), alumnae of color, and (Greenhaus & Powell, 2012).
alumnae from working class or lower middle-class backgrounds, as well Methods and Results. Using a scenario-based experimental study
as across a range of occupations. I will also examine variations among with a sample of 186, we manipulated potential impact on work long-
these groups in career attainment, life values (e.g., relative importance term goal and family short-term goal in scenario A. We also manipu-
placed on family, career and other values), and life satisfaction. lated potential on work short-term goal and family long-term goal in
While these alumnae of an elite college differ from the larger popu- scenario B (see Table 1). A mixed model analysis of covariance was
lation of college-educated women, they provide a unique window into performed. Descriptive statistics for each scenario are presented in
a group of women often at the forefront of changing work and family Table 2. Using the scenario A, we found that when deciding whether
experiences for women. Alumnae of this school have higher rates of to take on a new project, people weight less on the impact on a work
employment in business and management than do graduates of other goal in the long term—that is, more opportunities of career advance-
women’s colleges or co-ed colleges. In addition, the school has a signifi- ment in the future, F(35,148)=1.85,p< .01,η_p^2=.30 (see Table 3). To
cant enrollment of women of color and first-generation college students, better illustrate, Figure 1 shows that individuals high on job insecurity
allowing us to examine whether these alumnae experience similar would take on a new project regardless of the expected impact on work
career and family pathways as do their more privileged counterparts. in the long run. Levels of job insecurity did not decrease the consid-
eration given to family short-term goal—that is, spending time with
family in evening.
31 WORK, STRESS AND HEALTH
T H U R S D AY
Using scenario B, we found that when deciding whether to take on workplace (e.g., coworkers, supervisors, subordinates). This notion
a new project, people weight less heavily for the impact on a family is supported by research which suggests that planning for afford-
goal in the long term—that is, having good quality of marriage in long able and acceptable childcare contributes to the working mother’s
run, F(35,147)=2.45,p< .01,η_p^2=.37 (see Table 3). To better illus- and child’s well-being during later stages of the process (Fisher et al.,
trate, Figure 2 shows that individuals high on job insecurity would 2016). We conducted semi-structured interview questions to address
reduce work hours regardless of the expected impact on a family goal these research questions. Sixteen working pregnant adult women in
in the long run. Levels of job insecurity did not decrease the consid- the U.S. participated; the sample size was determined on the basis of
eration given to work short-term goal—that is, performing work tasks reaching saturation regarding the research questions. Inclusion crite-
efficiently. ria were: paid employment, working at least 30 hours per week, not
Discussion. Results from this study showed that job insecurity did self-employed, and having a singleton pregnancy. Participants ranged
influence the way people make decisions at work. Specifically, people in age from 21 to 39 years old (M = 29.88, SD = 4.24). Participants
who cannot predict continuity of the job situation are significantly reported annual household income before taxes ranging from $50,600
less likely to be affected by potential consequence in the future in the to $200,000. Participants varied in pregnancy stages, ranging from 9 to
context of work family conflicting dilemmas. Unlike people with stable 36 weeks pregnant with a mean of 24.31 weeks pregnant (SD = 6.70)
job situations, people high on job insecurity are less likely to withdraw at the time of the screening survey. Most participants were married
from a decision at work even if it could cause a negative impact on Participants worked in education and health services (n=7), finance
lives in the future. The findings are consistent with arguments from and insurance (n=3), manufacturing (n=2), professional and business
resources scarcity theory, such that job insecurity diminishes the atten- services (n=2), and other (2).
tion people paid to future consequences (e.g., Shah et al., 2012). It also The research team used an exploratory qualitative analysis method
suggests that job insecure individuals are more affected by horizontal to analyze the data. We coded the data through first-level and second-
conflict—that is, an action causes interference with goals at the same level strategies, and then identified major themes. The six main findings
temporal domain, and less affected by vertical conflict—that is, an from the themes are 1) the monetary cost of things (e.g., childcare) in
action causes interference with goals at temporally distant domains relation to household income played a major role in planning and deci-
(Shaddy & Fishbach, 2018). Future studies should explore whether sion making for parental leave, 2) participants varied in their percep-
resource scarcity decreases the ability or decrease the motivation while tions on how much of a role their coworkers and supervisors play, 3)
considering future consequences. qualification for parental leave benefits (e.g., such as qualifying for
FMLA benefits) or available sick or vacation time strongly influenced
plans for when to take leave and for how long, 4) participants believe
D-7
that supervisors and leaders in organizations can better support preg-
Planning for Parental Leave: Leveraging Total Worker Health to nant working women by supporting paid leave, knowing more about
Support Pregnant Working Women the policies and procedures around leave, and more flexibility around
Kelsie Daigle (Colorado State University) work hours and location, 5) participants expressed, and it became a
clear theme, that each pregnancy and situation involved high levels of
Understanding the parental leave process is critical to support
uncertainty and each context around parental leave is different, and
the optimal planning, well-being, and functioning of pregnant work-
6) individual culture may or may not play a role in the experience of
ing mothers and the organizations that employ them (Fisher, Valley,
parental leave. Exemplars will be presented to give poignant examples
Toppinen-Tanner, & Mattingly, 2016). This type of leave may intro-
of overarching themes and complexity of the data. These data high-
duce new stressors employees may not have faced before, such as the
light where stressors and strains may arise during planning for parental
experience of stigma associated with being a working mother (Sabat,
leave. Further, these data suggest that there may be a need for parental
Lindsey, King, & Jones, 2016). The leave process can be stressful, which
leave policies and practices based on a Total Work Health approach
could have negative well-being outcomes (Alstveit, Severinsson, &
given the increased demands and perceived lack of resources women
Karlsen, 2011). Meanwhile, the health and supportive benefits of being
face when working while pregnant. These data may be a foundation
an employed woman are far reaching (e.g., Gjerdingen, McGovern,
to inform the development of interventions to help expectant mothers
Bekker, Lundberg, & Willemsen, 2001). Importantly, the Family Medical
and their employers navigate this process successfully.
Leave Act (FMLA) only covers 40% of the workforce, many go with-
This research was supported by the Mountain and Plains Education
out a mandated policy for preparing for and executing parental leave.
and Research Center, Grant T42OH009229, funded by the National
Therefore, it is in both the employer’s and individuals’ best interests to
Institute for Occupational Safety and Health, Centers for Disease
support the parental leave process.
Control and Prevention. Its contents are solely the responsibility of
This inductive, exploratory study aimed to increase our understand-
the authors and do not necessarily represent the official views of the
ing about the parental leave and return to work process by exploring the
Center for Disease Control and Prevention or the Department of Health
pre-leave stage. Pre-leave (i.e., working while pregnant) encompasses
and Human Services. Also by the Industrial/Organizational Psychology
the time when the employee discovers she is pregnant and starts to
Program’s Small Grant at Colorado State University.
anticipate working while pregnant and her leave experience. Fisher and
colleagues (2016) noted that the “pre-leave stage involves the physical
changes among mothers, as well as the social and psychological factors D-8
that become salient in anticipating and preparing for parenthood which How Does “Work as a Calling” Relate to OHP?
affects both parents” (Fisher et al., 2016 p. 133). This stage of transi-
tioning into motherhood impacts not only the mother’s life, but has the Alec Calvo (University of Connecticut)
potential to impact the child’s well-being, and other stakeholders in the
32 WORK, STRESS AND HEALTH
T H U R S D AY
If you were to listen to certain business-oriented podcasts, you might individuals find purpose in life through their calling, which can explain
hear an advertisement for Harvard Business School’s eMBA program why they experience more life satisfaction, engage with their jobs, and
enticing applicants to discover their callings. While the idea of having exhibit more OCBs. The proclivity to over-commit to work may mani-
a calling might be gaining popularity among the general population— fest as a demand, leading to job stress, burnout, and WFC. Our results
otherwise why might HBS use it as a selling point—the research among add to the conflicting literature in terms of the relationship between
vocational and organizational psychologists might not be living up calling and burnout and job stress (i.e. Hagmaier et al., 2013), speaking
to the hype. A review and prospective on the calling literature high- to the nuance of the profiles.
lights that research in the area remains relatively niche (Thompson & Additionally, individuals in the high calling cluster were more likely
Bunderson, 2019), citing a lack of definitional consensus and theory to be categorized as workaholic. There is limited research connecting
as major issues to overcome. Specifically, Thompson and Bunderson calling and workaholism (Keller et al., 2016), with no significant rela-
(2019) urge researchers to converge on a conceptualization that tionship established between them, adding value to our findings The
stresses both the inner aspects of meaningfulness as well as the outer over-commitment to work could manifest in workaholism where indi-
aspects of a transcendent summons or call, one that seems to match viduals easily over-commit to their work they see as being their purpose
well with lay understandings of the construct (e.g., Hunter, Dik, & in life and thus feel obligated to engage in work in a compulsive way,
Banning, 2010). Our study follows this recommendation, using a profile leading to workaholic behavior. Calling shares similar implied “uncon-
approach that allowed us to explore differences among individuals that trollable” aspects: being summoned to work has an outward locus
perceive themselves as having both the internal and external compo- of control, like workaholism, which is considered an uncontrollable
nents, only the internal component, or neither component in their compulsion to work (Matuska, 2010). Thus, both constructs imply an
work and how those differences relate to constructs typically studied uncontrollable influence to engage in work.
by organizational health psychologists, such as engagement, burn- Interestingly, the profile showing meaningfulness of work without
out, workaholism, stress, and work-to-family conflict. Because calling the “call” had a different relationship with the outcomes. This profile
research is scant on theory, this study takes an exploratory approach negatively predicted engagement, life satisfaction, OCBs, and WFC
such that an emerging pattern of results might provide the impetus for with the relative risk of being categorized as a workaholic only slightly
such theorizing. We summarize our initial findings and discuss their above normal. Overall, the profiles of calling used in this study highlight
potential theoretical implications below. the multifaceted nature of calling and establish the ability to identify
Method. Participants. We used a subset of data from the first wave and clarify these empirical relationships.
of a larger study. Table 1 includes sample characteristics. The larger
study consisted of sampling full-time, salaried, working adults from Hazardous Work Environments and Safety
Amazon’s MTurk. After removing duplicates, attention-check failures,
and cases of extreme missingness, this study’s sample included 524 E-1
participants.
The survey for the management of safety and health signs and
Measures
comprehension level in Korea
We analyzed the following: work perceived as a calling, workahol-
ism, work engagement, burnout, job and life satisfaction, organizational Kyungwoo Kim (KOSHA)
citizenship behaviors (toward employees and the organization), and A statement of the problem: Recently, a lot of measures have tried
work-family conflict (WFC). Table 2 summarizes these scales and to prevent the industrial accident and information delivery and risk
their features. communication(Green, Short, Duarte-Davidson, & Levy, 1999) are
Analyses one of the important factors which can be effected on the level of occu-
We iterated a k-means cluster algorithm for 2-through-5-cluster pational safety and health activity. Especially, the pictogram of safety
solutions, settling on the 3-cluster solution, as it provided conceptu- and health sign is the measure which can easily and fastly delivery the
ally distinct clusters while maintaining parsimony (see figure 1). We harmful and risky information to employees in the workplace. So this
dummy-coded the clusters and individually regressed all outcomes study as a preliminary level tried to identify the status of management
onto them. The results are summarized in tables 3 through 10. for the safety and health signs at the workplace and the comprehension
Results level of a pictogram to suggest the future interventions.
Across most of the tested regression models, the “high calling” Procedures and Analysis: 75 workplaces of Korea attended field
cluster showed moderately high to very high mean scores, including surveys on the status of safety and health management in 2017 and
for engagement, burnout, life satisfaction, and OCBs (both benefiting 150 employees described the meaning of pictograms for the 69 safety
employees and the organization). The mean scores for this cluster and health signs including ISO substitutable signs. The level of compre-
were moderate to slight for job stress and work-to-family conflict. The hension was investigated by evaluating whether the experts were in
general pattern also showed that the second cluster, “high meaning-low agreement with the actual meaning of pictograms.
call”, tended to show lower mean scores compared to the first group. Conclusions. In the results of field survey, the rate for the education
The final cluster, “low/not a calling”, generally showed lower (some- of safety and health signs was 77% which was relatively higher level,
times substantially so) means compared to the “high calling” group. however, only big-sized workplaces were possible like this systematic
Finally, the probability of having workaholism given cluster membership management, not small-sized workplaces under 50 employees. In the
is roughly twice for those with a high calling compared to the other two results of comprehension level for total pictograms, ISO substitutable
clusters. See tables 3 through 10 for details. pictograms were showed relatively higher comprehension level than
Discussion. The positive outcomes of the high calling profile general pictograms in safety and health acts of Korea. Emergency exit
(engagement, life satisfaction, and OCBs) are consistent with prior for the left, Emergency exit for the right, No-smoking, Warning for the
research (e.g., Duffy & Dik, 2013; Hirschi, 2012; Park et al., 2016). These loss of body balancing were the examples of high level. And several
33 WORK, STRESS AND HEALTH
T H U R S D AY
pictograms which can be substitutable for both ISO pictograms and between-vessel variance was significant for all constructs warranting a
general pictograms were not showed significant differences between multilevel investigation. Next, we tested our measurement model using
the two types of pictograms. multilevel confirmatory factor analysis in Mplus (Muthén & Muthén,
Practical implications. The more elaborated cognitive psycho- 2012). We used parcelling approach (Little, Cunningham, Shahar, &
logical approach such as response-reaction time experiment(Roca, Widaman, 2002) for scales with a relatively large number of items (i.e.,
Tejero, Insa, 2018; Davies, Haines, Norris, & Wilson, 1998) is needed STL, intragroup conflict, and team cohesion). The hypothesized model
to improve the comprehension level of employees for the safety and had an acceptable fit on both within- and between-levels, ꭓ2 (388) =
health sign. And the evidence-based field approach(Houdmont & Leka, 1646.90, p < .001, CFI = .96; TLI = .96; RMSEA = .04; SRMRwithin =
2012) based on occupational health psychological perspective is also .04; SRMRbetween = .10. We then proceeded to test the direct relation-
needed for the effective management of signs. ship between STL and safety constructs. The results demonstrated that
perceptions of STL were significantly related to safety compliance (B =
.47, SE = .04, p < .001), safety participation (B = .43, SE = .05, p < .001),
E-2
and safety knowledge (B = .35, SE = .03, p < .001) at the individual
Shared Transformational Leadership and Employee Safety: The level. At the vessel-level, we found a similar pattern, with STL positively
Moderating Role of Perceived Organizational Support related to all three safety constructs: safety compliance (B = .72, SE =
Zhanna Lyubykh (University of Calgary) .12, p < .001), safety participation (B = .82, SE = .16, p < .001), and safety
knowledge (B = .43, SE = .09, p < .001). We then separately tested the
Occupational safety remains a concern for both practitioners and
moderating effects of perceived intragroup conflict and team cohesion.
researchers, with unsafe behaviors and injuries resulting in detri-
At the individual level, perceptions of intragroup conflict moderated the
mental health consequences for the employees (Fernández-Muñiz,
relationship between STL and safety knowledge. Perceptions of team
Montes-Peón, & Vázquez-Ordás, 2014) and significant social and
cohesion moderated the relationship between STL and individual-level
economic costs (Brown, Shannon, Mustard, & McDonough, 2007).
safety knowledge. At the vessel-level, team cohesion moderated the
To date, researchers have examined the role of situational factors and
relationship between STL and safety compliance.
personal characteristics as predictors of employee safety outcomes
Our findings extend previous research by demonstrating that
(Christian, Bradley, Wallace, & Burke, 2009; Nahrgang, Morgeson, &
the effects of shared leadership (STL) go beyond team performance
Hofmann, 2011). Special attention has been paid to the role of leaders,
and effectiveness (Wang, Waldman, & Zhang, 2014), and STL has
in particular transformational leadership, as a determinant of employee
positive implications for individual employee safety as well as team
safety (Clarke, 2013). Overall, empirical findings demonstrate that
safety. Furthermore, perceptions of intragroup conflict can impede
transformational leadership exerts a positive effect on followers’ safety
the positive effects of STL on safety knowledge, while perceptions
performance and subsequent safety outcomes such as fewer work-
of team cohesion bolster the effects of STL on individual-level safety
place injuries (Clarke, 2013). However, research in this area has focused
knowledge and team-level safety compliance. Given the importance
almost exclusively on the influence of a single team leader (i.e., supervi-
of safety, especially in the shipping industry where a minor incident
sor, manager). Some scholars challenge this notion of leadership argu-
might result in severe consequences for employee, vessels, or the
ing that leadership is a shared activity among team members (Carson,
environment (Hetherington, Flin, & Mearns, 2006), companies could
Tesluk, & Marrone, 2007; Pearce & Conger, 2002) that goes beyond a
consider implementing team coaching activities as a means of bolster-
vertical leader-follower relationship. Shared leadership increases team
ing shared leadership (Carson et al., 2007) and individual- and team-
social capital, provides intangible resources to team members, and
level safety outcomes.
may increases collective motivation to take responsibility and share
knowledge (Day, Gronn, & Salas, 2004).
The purpose of this study is to examine shared transformational E-3
leadership (STL) as a determinant of employee safety. We expect that Using Safety Climate Assessments to Identify Significant
STL will foster positive safety behaviors and increase safety knowledge Predictors of Mineworkers’ H&S Performance
not only for individuals, but for the teams as well. We also propose two
boundary conditions—perceptions of intragroup conflict and team Emily Haas (NIOSH)
cohesion—of the shared leadership-safety relationship. Problem. Although safety climate is often studied and referenced as a
The present study was conducted in an international shipping leading indicator [Haas and Yorio 2016; Juglaret et al. 2011; Mearns et
company. We collected data from 2,143 employees representing al. 2001a; Payne et al. 2009; Schneider 2017], identifying and imple-
117 vessels. We measured STL with 36 items from the Multifactor menting tangible methods to improve an organization’s safety climate
Leadership Scale for Teams (MLQ Team Version) (Bass & Avolio, 1996). is not well understood. Research continues to suggest that safety
We used items from Griffin and Neal’s (2000) to measure safety climate models can support root cause analyses and trends, particu-
compliance, safety participation, and safety knowledge. Perceptions larly to identify vulnerable areas within a company’s health and safety
of intragroup conflict were measured with 8 items from Jehn (1995). management system (HSMS) [Griffin and Curcuruto 2016; Reason
Finally, we measured group cohesion with 6 items from Podsakoff, 2008]. Specific to mining, the National Research Council’s (NRC)
Mackenzie, and Fetter (1993). The average age of respondents was 35.2 National Academy of Sciences (NAS) [NRC 2013] indicated that a
(SD = 10.5), with an average company tenure of 5.7 months (SD = 5.14). positive safety culture is a critical aspect of preparation that needs to
We calculated interclass correlations (ICCs) for all variables. be considered within any HSMS.
Although ICCs values were relatively small (STL ICC1 = .09; safety Procedures. To advance a more tangible understanding of safety
compliance ICC1 = .05; safety participation ICC1 = .04; safety climate, NIOSH assembled a safety climate survey to assess workers’
knowledge ICC1 = .03; conflict ICC1 = .06; cohesion ICC1 = .10), the perceptions at their respective mine operations. The survey measured
34 WORK, STRESS AND HEALTH
T H U R S D AY
personal and organization constructs using a 6-point Likert scale, with indicators to provide support to mine organizations in tailoring their
responses ranging from Strongly Disagree to Strongly Agree. Each HSMS implementation efforts. Specifically, the study provides guid-
item relates to one of a series of constructs, and responses were used ance for improving organizational factors to help enhance the overall
to calculate a mean score for each construct. A score of 6 represents a culture. Organizations can start to address a select number of HSMS
high perception of the safety climate construct while a score closer to 1 practices and, over time, scale their system to include additional
represents a poor perception of the construct. Data collection occurred indicators.
between February 2016 and March 2018. Participants consisted of
2,683 mineworkers—both salaried and hourly—at 39 mine sites
E-4
throughout 17 states. The mines represented nine major companies
and three mining subsectors (coal; stone, sand, and gravel, and indus- Emotions at Work: Implications for Psychological Well-being of
trial minerals). Researchers distributed and collected the hard copy Prison Officers in Nigeria
surveys and subsequently they were entered into a Statistical Package Fabian Ugwu (Alex Ekwueme Federal University, Ndufu-Alike)
for the Social Sciences file for cleaning and analysis.
Evidence abound that emotional labor research has predominantly
Analyses. The objectives (i.e., determine the most influential
focused on its negative outcomes (van Gelderen et al., 2011). These
personal and organizational constructs on workers’ H&S proactivity
lopsided studies on emotional labor resulted in different calls from
and compliance) were addressed using relative weights analysis (RWA)
researchers (e.g., van Gelderen et al., 2011; van Gelderen et al., 2017)
[Johnson 2000; Tonidandel et al. 2009; Tonidandel and LeBreton
to broaden these insights. These researchers advocated that well-be-
2011]. RWA was used to examine the relative contribution of the six
ing should be included as important aspect in the study of emotional
organizational and four personal safety climate constructs in predict-
labor. Consequently, these calls provoked several studies, especially
ing worker H&S proactivity and compliance on the job. Researchers
in the Western world (e.g., Grandey, Rupp, & Brice, 2015; Kammeyer-
used processes defined and illustrated by Tonidandel and LeBreton
Mueller et al. 2013; van Gelderen et al., 2017; Xanthopoulou, Bakker,
[2011] to derive the relative weights for each of the 10 predictors in the
Oerlemans, & Koszucka, 2018). Despite these studies, much is left to be
study. Analysis was done in R using the macro developed by Tonidandel
desired as the universality of the meaning and outcomes of emotional
and LeBreton [2015]. This developed routine uses a bootstrapping
labor is still very limited. Therefore, there is need to compare data
approach to derive confidence intervals and tests of significance for
across cultures to provide deeper knowledge about emotional labor
each of the predictor’s relative importance parameters.
and its consequences. Emotional labor is defined as strategies (surface
Results. Regarding the regression analyses, some highlights include:
acting and deep acting) that individuals employ in the management
• All 10 safety climate constructs were significant predictors of proac-
of feelings in order to create a socially desirable display in accordance
tivity; the overall model fit was R2 = .32, or 32.24%. Thoroughness
with situational demands during service transactions (Hochschild,
and sense of control were the highest predictors at 21% and 17%
1983; van Gelderen et al., 2011). Research (e.g., Brotheridge & Grandey,
of the total variance, respectively. Workers’ personal levels of risk
2002; Brotheridge & Lee, 2003) demonstrates that even though both
tolerance (13%) and their engagement in H&S activities (12%) were
forms of acting could have detrimental effects on employee physical
also strong predictors.
and psychological health, surface acting tends to be particularly more
• All 10 safety climate constructs were significant predictors of
harmful. This is because surface acting initiates a resource‐depleting
compliance; the overall model fit was R2 = .46, or 46.70%. Workers’
process (Xanthopoulou et al., 2018).
risk tolerance was the predominant predictor at almost 31% of
Researchers (e.g., Butler et al., 2003; Richards & Gross, 2000)
the total variance of R2. Workers’ thoroughness (23%) and then
argued that the effort expended by individuals to conceal or suppress
coworker communication (11%) were strong predictors of workers’
felt emotion heighten stress levels, is cognitively demanding, and may
compliant behaviors. H&S training, although a significant predictor,
even impair memory. For these reasons, the present study focuses on
only contributed about 5% to the total variance of the 46.7% model.
surface acting that undermines employees’ overall well-being. Moving
Organizational support for H&S contributed about 4%.
forward therefore, it becomes imperative to examine factors that might
Practical implications. Notably, the results showed that the personal
help to reduce the negative impact of surface acting on employees’
constructs were the most influential safety climate constructs in
psychological well-being. This present study makes several contribu-
predicting workers’ performance. Results also show the value of orga-
tions to the literature. First, it examines surface acting among far less
nizations accounting for and addressing both the organizational and
studied professional group, the prison officers in Nigeria. Second, this
personal factors where possible. In response, interventions can be
study is among the first to examine the moderating role of emotional
employed on an organizational level to influence workers’ person-
intelligence in the relationship between surface acting and psychologi-
al-based factors on the job. Five changes or interventions emerge from
cal well-being; this study answers the calls made by many researchers
these results including the need to: 1.) go beyond annual refresher train-
for such an investigation (e.g., van Gelderen et al., 2011; van Gelderen
ing; 2.) acknowledge and address workers’ risk tolerance; 3.) enhance
et al., 2017). This study contributes to stress coping research and
worker engagement opportunities; 4.) maintain worker thoroughness
practices by examining a factor (emotional intelligence) that poten-
and improve their sense of control; and 5.) be accountable for commu-
tially helps in reducing employees’ strain (surface acting) and hence
nication practices.
improves psychological well-being. Our research provides empirical
Conclusions. Organizational and personal safety climate factors
evidence that facilitates future research trying to better understand the
can impact H&S performance to varying degrees. Because other
strain-alleviating role of emotional intelligence. It also provides helpful
studies have already conveyed the significant, positive relationship
insights for managers regarding organizational intervention programs,
between safety climate and safety performance [e.g., Guldenmund
such as training and counseling.
2000; Wiegmann et al. 2002; Smith and DeJoy 2014; Zohar 1980], it
was important for NIOSH to further characterize the impact of these
35 WORK, STRESS AND HEALTH
T H U R S D AY
Method. Participants and procedure. The participants for the articles written in English of studies conducted in the U.S. were included
study consisted of officers of the Nigerian prisons drawn from across (due to substantial differences in police work, criminal justice systems,
the Southeast Nigeria. A total number of 307 prison officers (Mage and socio-political contexts in other countries). There was no limitation
= 39.48; SD = 4.12) participated in the study. The sample was composed on year of publication. Articles were included if they specifically inves-
of 69% male and 31% female prison officers, with average organiza- tigated associations between police work exposures and health- and/
tional tenure of 7.49 years. or work-related outcomes.
Analysis and results. Data were analyzed using the moderated Analyses. We reviewed 81 articles examining individual-level
multiple hierarchical regression and the results showed that surface outcomes and 44 articles examining organizational-level outcomes.
acting and emotional exhaustion were negatively related to employees’ Information about each article was entered into a structured database,
psychological well-being. It was found that these relationships were including information about the study sample and whether each study
weaker when emotional intelligence is higher than when it is lower. used a longitudinal design, pre/post design, control group, random
Practical implications. These results imply that management of the assignment, and lab v. field study setting. We also recorded constructs
Nigerian prisons should be wary of the dangerous prison environment measured, data collection methods, results, limitations and sugges-
orchestrated by the nature of the job of prison officers. The manage- tions for future research.
ment should not be inundated by this reality, rather they should design Results. A considerable body of research has explored the
training programs targeted at enhancing the emotional intelligence of health and wellness effects of policing on law enforcement officers.
these employees. This would imbue in them the skills and capacity to Exploratory research has demonstrated that a career in law enforce-
overcome the hassles associated with their job. ment can have negative impacts on a variety of outcomes, such as
Conclusion. For organizations to be competitive and efficient, the interpersonal relationships, drug and alcohol abuse, and mental health.
well-being of the employees that drive such organization should be From an organizational perspective, the research suggests that poor
supreme. Therefore, insulating employees against adverse work condi- officer health may have negative impacts on officer turnover, absentee-
tions and environments is one way of motivating them to perform ism, and performance. Despite a robust understanding of how policing
optimally. Doing so without unpleasant impact on their psychological may negatively impact officers, considerably less is known about what
well-being of the employees is a task worthy to accomplish. can be done about it. There is a very apparent lack of intervention eval-
uation research on programs designed to improve officer health and
wellness. This is especially true of research employing the most rigor-
E-5
ous methods with experimental or longitudinal designs. Finally, repli-
Reducing Stress and Improving Health Among Law Enforcement cation studies remain scarce. Given the highly localized nature of law
Personnel: Review of the Literature and Directions for Future enforcement, and the considerable variation among law enforcement
Research agencies, much more research is needed to help agencies understand
Jennifer Rineer (RTI International) the kinds of programs that work and under what conditions.
Practical implications. Based on our review, we make the following
Statement of the Problem: Law enforcement, as a profession, often
recommendations to improve future research and practice on police
involves exposure to extreme stress. Police officers are regularly
officer stress reduction: 1) Utilize a Total Worker Health® approach
exposed to violence, human suffering, and death, and they deal
to prevent worker injury and illness and advance worker health and
frequently with unpredictable and uncontrollable events (Finn et al.,
well-being; 2) Use experimental designs to better understand the
2000, Sapolsky, 2004). In addition, they often maintain nonstan-
relationships between police work and health, and officer well-being
dard work schedules, which relates to increased stress and reduced
and agency outcomes; 3) Examine health and wellness interventions
well-being (Costa, 2003). In combination, these stressors can lead
developed outside of U.S. law enforcement, including policing research
to negative health outcomes for officers, which can influence their
conducted in other countries and occupational stress interventions
interactions with community members and ultimately the safety of
conducted in the U.S. in different occupations; 4) Develop “wise,” scal-
the neighborhoods they serve. Unfortunately, empirical research has
able interventions (Walton, 2014). Hone in on the precise psychological
yet to provide much concrete guidance on how law enforcement agen-
processes that lead to behavior change to allow for brief but effec-
cies can help their employees to manage stress. Extant research on
tive interventions; 5) Improve measurement of key indicators. Collect
stress interventions for police officers has shown limited effective-
objective health, wellness and performance data when possible, and
ness (Patterson et al., 2014). In this study, we conducted a review of
use outside sources of information (e.g., from community members,
the published literature related to the effects of stress on officers, law
supervisors, peers, or spouses) when appropriate; and 6) Develop
enforcement agencies, and communities; examined training and inter-
tailored interventions that account for the particular stressors officers
vention programs for reducing officer stress; and developed recommen-
experience in different regions, agencies, and roles. Consider how offi-
dations for creating effective wellness and stress management tools
cer characteristics, such as officer race/ethnicity, age and gender, may
for law enforcement agencies. This study was the foundational phase
impact the types and amount of stressors experienced.
of the Department of Justice Office of Community Oriented Policing
Conclusions. Improving the quality of research and practice in law
Services project, Developing and Validating Self-Guided Wellness and
enforcement stress reduction is challenging, but a necessary invest-
Stress Management Tools for Law Enforcement Agencies.
ment. The law enforcement profession deserves tailored, evidence-
Procedures. Searches were conducted in January 2018 in PubMed,
based approaches that incorporate police input on their needs and
Web of Science, and PsycINFO using a predetermined list of relevant
preferences. Managing officer stress facilitates better decision-making,
keywords. The search was divided into two sections: Law enforcement
fairer treatment, and improved relationships between officers and the
and health-related individual outcomes, and law enforcement and
community members they serve.
health-related organizational outcomes. Only peer-reviewed, published
36 WORK, STRESS AND HEALTH
T H U R S D AY
E-6 personal health perception (β = .148 and .141 respectively, p < .05)
Association between Safety Climate, Job Satisfaction and Turnover which were also significant predictors.
Intention among Workers in the Stone, Sand and Gravel Mining Conclusion. The data analysis results show that safety climate is an
Industry important predictor of job satisfaction and turnover intention. These
results are similar to those observed by Smith (2018) and Huang et al.
Abdulrazak Olanrewaju Balogun (Indiana University Bloomington) (2016). These results underscore the importance of safety in the SSGM
Introduction. Safety climate can be described as employee percep- industry. They show that the benefits of improving the safety climate
tions of safety prioritization and importance in their workplace. It is in the workplace not only includes reductions in workplace injuries and
an important metric that has mostly been evaluated in association illnesses as observed in previous studies, but also increased job satis-
with behavioral safety, injury rates and other safety-related outcomes faction and lower turnover intention which will likely also have posi-
(Smith, 2018). However, there have been less studies regarding the tive effects on overall employee well-being and business performance.
impact of safety climate on non-injury related outcomes such as job
satisfaction and turnover intention, which are also important gauges
E-7
for employee morale and business performance (Judge et al, 2001).
Some of the very few studies in this relatively novel area have stud- HRM Systems and Employee Injuries: Worker Involvement and
ied these relationships in a cross-section of employees in different Work Intensification as Competing Mechanisms
industries (Smith, 2018), or focused on employees in specific indus- Alyssa Grocutt (University of Calgary)
tries such as truck driving (Huang et al., 2016) and healthcare (Nuti et
Can jobs be designed in such a way that fewer employee injuries occur?
al., 2018). Nearly 102,000 employees work in stone, sand and gravel
For several decades, research has explored how human resource
mining (SSGM) operations across 4303 stone mines and 6292 sand
management (HRM) systems—the policies, practices, and procedures
and gravel mines in the United States (NIOSH, 2019). There has been
enacted in organizations to help employees meet the organization’s
no investigation of the impact of safety climate on job satisfaction or
goals—influence employee attitudes and behaviors (Schuler & Jackson,
turnover intention in the SSGM industry.
1987; Guest, 2001; Boselie, Dietz, & Boon, 2005). Understanding HRM
Methods. Cross-sectional data from 181 workers employed in the
is important because it characterizes how organizations value their
SSGM industry, collected between February and June 2019, were used
employees, which has important implications for how employees ‘expe-
in the present study. Measures included safety climate, job satisfaction
rience’ their working lives. This in turn relates to a variety of import-
and turnover intention. The safety climate scale derived from Hahn and
ant employee and organizational outcomes, particularly occupational
Murphy (2008) consisted of 6 items assessed on a 5-point Likert scale
safety (e.g., accidents and injuries; Tregaskis, Daniels, Glover, Butler,
(α = .85). Job satisfaction, two items assessed on a 5-point Likert scale
& Meyer, 2013). However, the research on employee-level outcomes
(α = .86) and turnover intention one item assessed on a 5-point Likert
has mixed results, giving rise to two empirically supported theoretical
scale were adapted from previously developed instruments (Hackman
perspectives for the relationship between HRM systems and employ-
& Oldham, 1975 & 1980; Wilson et al. 2004). Age and perceptions
ee-centered outcomes: the mutual gains perspective (i.e., employee
about personal health were also included in the analysis. Following
and organizational outcomes are consistently maximized) and the
data cleaning, data from 171 respondents were included in the analy-
conflicting outcomes perspective (i.e., either employee or organiza-
sis. Safety Climate and job satisfaction variables were combined into
tional outcomes are maximized). A likely explanation for this may be
composite scores and Cronbach’s alpha was calculated to measure
in the mechanisms that link HRM systems to outcomes. However, the
internal consistency among variables. Pearson’s correlation coefficient
mechanisms (or mediating factors) that explain these relationships
was used to assess the relationships between all variables. Hierarchical
are not well understood.
linear regression models were built to assess the impact of safety
The current study investigated two potentially competing pathways
climate on turnover intention while a single linear regression model
linking HRM systems and employee injuries: worker involvement and
was used to assess the impact of safety climate on job satisfaction.
work intensification. These two pathways represent common lived
Covariates included age, perceptions of health, and job satisfaction in
experiences of employees. That is, employees participate daily in how
the model with turnover intention as the outcome variable. All analyses
their jobs are carried out (e.g., the extent to employees have control
were conducted using SPSS Version 25.
over the timing and methods of their work) but also face on-the-job
Results. Safety climate was positively significantly correlated with
demands (e.g., amount of work, pace of work, reliability of workflow).
job satisfaction (r = .37, p < .001), but negatively significantly correlated
How work is experienced in these ways largely comes from how the
with turnover intention (r = -.25, p < .001). Positive significant correla-
work is designed—a combination of practices, policies, and procedures
tions were also observed between age and job satisfaction (r = .13, p
that comprise the HRM system. Therefore, we examined these theoret-
< .01) as well as perception of health and job satisfaction (r = .14, p <
ically-informed mechanisms in explaining how HRM systems related
.01). In the hierarchical linear regression models with turnover inten-
to the important employee outcome of workplace injuries.
tion as the outcome variable, safety climate was the most important
We used managerial reports of HRM systems from 2,001 Australian
statistically significant predictor of turnover intention (β= -.237; p <
organizations (from the 1995 Australian Workplace Industrial Relations
.01) ahead of personal health perception (β= -.213; p < .01) with age (β=
Survey referred to as AWIRS95), combined with over 16,000 employee
-.043; p = .568) not statistically significant. When added to the model,
reports from the same organizations of worker involvement, work inten-
job satisfaction proved to be the most significant predictor (β= -.373;
sification, and employee injuries to examine the role of our proposed
p < .001) of turnover intention.
mechanisms. We examined both the between- and within-organization
In the single linear regression model with job satisfaction as the
levels to provide insight into the multi-level relationship between HRM
outcome variable, safety climate was the most significant positive
systems and injuries experienced by employees since the AWIRS95
predictor of job satisfaction (β= .366 ; p < .001), ahead of age and
37 WORK, STRESS AND HEALTH
T H U R S D AY
data included responses from managers as well as employees. In partic- using the multilevel approach (Dobrow Riza, et al., 2018; Liu et al.,
ular, we conducted a multilevel ordinal logistic mediation model using 2012).
the Monte Carlo integration in Mplus (Muthén & Muthén, 2017) given Although these studies provide significant insights into under-
the employee injury variable was a trichotomized categorical measure. standing the stability of job satisfaction, they predominantly rely on
We found support for a direct effect of HRM systems on the aggre- the variable-centered approach (e.g., correlation and hierarchical linear
gate worker involvement and work intensification. The greater reliance analyses). This approach assumes a population is homogeneous in
on HRM systems in organizations relates to higher perceptions of terms of job satisfaction and any relations among variables are iden-
involvement and work intensification among employees. Additionally, tical to the entire population. Accordingly, previous research ignores
we found support for a negative direct effect of individual worker any possibilities to identify qualitatively different trajectories of job
involvement and positive direct effect of individual work intensifica- satisfaction within the population. To fill this gap, we investigated the
tion on individual employee injuries. While HRM systems had a similar differential trajectory profiles of job satisfaction and their relationships
statistical effect size in its association with worker involvement and with covariates using a second-order growth mixture model that allows
intensification, the negative effect size between work involvement and us to detect unobserved profiles characterized by differential shape and
employee injuries was meaningfully larger than the positive effect size rates of change across time (Muthén & Muthén, 2000).
between work intensification and employee injuries. Finally, support Participants & Measures
was found for an indirect effect of HRM on employee injuries through For this purpose, we used a publicly available longitudinal dataset
worker involvement as well as through work intensification. The find- from the Work, Family, and Health Network Study (Kossek et al., 2017).
ings support both a mutual gains perspective and conflicting outcomes From the dataset, we selected 400 participants in the control group to
perspective on the effects of HRM on employee injuries. demonstrate the normal situation. The dataset was collected from four
This study provides insight into the possible ways in which organiza- time points (baseline, 6, 12, and 18 months). A job satisfaction measure
tions can enhance employee safety. First, implementing organizational with 3 items and other predictors and outcome measures were used.
systems that involve HRM policies, practices, and procedures can have The average age and job tenure was 45.47 (SD = 8.91) and 12.87 years
beneficial effects on the lived experience of employees. Specifically, (SD = 10.42), respectively. 63% were male.
implementing HRM practices can enhance employee autonomy, which Analyses & Results
can result in beneficial employee outcomes such as fewer injuries expe- Our study was conducted with a series of steps using the Mplus
rienced. Due to the observed importance of autonomy on injuries expe- program. Following Little’s (2013) suggestion, we first investigated
rienced by employees, organizations should work to increase employee the longitudinal correlation patterns (see Table 1) and confirmed that
autonomy regardless of how this is done. Second, the intensification of longitudinal confirmatory factor analysis (LCFA) was appropriate. Then
work can be detrimental for employees as they may experience more we identified our data fit to the LCFA very well (RMSEA = .037; CFI
injuries due to greater demands. Therefore, organizations also need = .992; TLI = .982; SRMR = .027). Next, we conducted a longitudinal
to ensure that HRM systems do not enhance the intensity of work as measurement invariance test and confirmed a strict measurement
experienced by employees. In sum, HRM systems can both enhance invariance was satisfied (see Table 2). Then, we tested a second-order
worker involvement and work intensification, each of which serves as growth curve model and found significant variances of the intercept
a competing pathway through which employees experience workplace (ψ_00=0.38,p<.00) and the slope (ψ_11=0.02,p<.00), which indi-
injuries. To minimize employee injuries, this study suggests that HRM cates the potential heterogeneity in individual trajectories. Based on
systems need to bolster employee perceptions of autonomy and miti- this result, we conducted a second-order growth mixture model and
gate perceptions of work demands. determined the 3-trajectory-profile as the optimal solution based on
the fit indices and the rule of parsimony (see Table 3 and Figure 1). The
Workplace Stress and Related Outcomes three profiles are displayed in Figure 2. The majority of the employ-
ees (Profile1: 85.1%) have a high level of job satisfaction and are very
F-1 stable across four time points, whereas a smaller number of employ-
ees showed increasing (Profile2: 8.1%) or decreasing (Profile3: 6.8%)
A new investigation of the stability of job satisfaction: An
trajectory patterns. Finally, to investigate differential relationships
application of second-order growth mixture modeling
between profiles and covariates, we conducted a second-order growth
Xue Lei (George Mason University) mixture model with time-invariant covariates using the R3STEP and
In the current era of dynamic change in the workplace, it is particu- DCON command (Asparouhov & Muthén, 2013). Table 4 shows that a
larly important for the talent management to maintain or improve family supportive supervisor behavior and an organizational work-fam-
employee’s job satisfaction overtime. To date, multiple studies have ily climate are more significant predictors of Profile1 than other profiles.
examined employees’ job satisfaction from a longitudinal perspective. Table 5 shows that Profile1 had the lowest level of turnover intention
Overall, they have shown that job satisfaction is relatively stable over and burnout and a higher OCB compared to Profile3. Profile2 also had
time. For example, Schneider and Dachler (1978) examined stability of lower turnover intention compared to Profile3.
job satisfaction using the job descriptive index (JDI) and reported an Conclusions
average test-retest reliability of .57 across 16 months. Since this seminal From an organizational perspective, it is critical to understand how
research, more research continues to reveal the stability of job satisfac- employees’ job satisfaction changes over time. Because this effort not
tion with a moderate to high test-retest reliability across a few months only provides HR personnel or Employee Assistance Program provid-
or years (e.g., Agho, et al., 1993; Dormann & Zapf, 2001; Johnson & ers with a more comprehensive picture of employees’ job attitudes, but
Johnson, 2000). More recently, there have been new attempts to exam- also helps to develop more adaptive intervention programs for differ-
ine employees’ job satisfaction and their relationship with covariates ently changing subgroups. Nevertheless, there has been little to no
research to investigate job satisfaction trajectories and their differential
38 WORK, STRESS AND HEALTH
T H U R S D AY
relationship with covariates from the longitudinal and person-centered in self-control, may affect telepressure too (Grawitch et al., 2017). Trait-
framework. We believe this is the first study to fill the gap by applying based self-regulation is expected to be relevant to predicting telepres-
a second-order growth mixture model. Although our study found the sure because it determines the extent to which individuals can regulate
majority of employees belonged to Profile1, a relatively small number their emotions and actions. Thus, self-regulation may help employees
of employees still belonged to other profiles and presented differential resist compulsive tendencies like the urge or preoccupation to respond
relationships among variables. These findings suggest that previous to work-related messages after hours. Therefore, we propose:
research investigating the stability of job satisfaction based on the H2: Self-regulation will negatively predict weekend telepressure.
common variable-centered approach may oversimplify the heteroge- Method. Participants for this study include 86 Mechanical Turk
neous job satisfaction trajectory of unique sub-populations. In sum, Workers. The average age of the workers were 39.23 years and 52.8%
given increasing emphasis on workers’ heterogeneity and dynamic were male. The sample was 75.3% Caucasian, 9% African American,
phenomena, our research provides organizations with important impli- 6.7% Asian, 3.4% Hispanic, 3.4% Multi-ethnic, & 1% other and work-
cations to improve or maintain employees’ job satisfaction. ers averages a 41.8-hour work week. The study included three surveys
over the course of one week. The first survey asked about trait self-reg-
ulation using the self-regulation scale (Schwarzer, Diehl, & Schmitz,
F-2
1999).The second, administered on Thursday, assessed transforma-
Internal and External Factors and Weekend Telepressure tional leadership using the Transformational Leadership Inventory
(Podsakoff, Mackenzie, Moorman, & Fetter, 1990).The third, adminis-
Thomas Ayres (University of Tulsa)
tered on Sunday evening, assessed telepressure using the telepressure
Problem Statement. As technologies becomes central to work-related scale developed by Barber and Santuzzi (2014).
communication, understanding for whom technologies are perceived Results
as unique stressors is of interest to occupational health psychologists. Results of a two-tailed multiple regression analysis show that both
Telepressure describes an individual’s preoccupation with or urge to individual and external factors predict telepressure [F(4,81) = 4.30,
respond promptly to any work-related information and communication MSE = 1.11, p < .01]. Fostering goal acceptance significantly predicted
technology message during personal time or business hours (Barber & weekend telepressure (β= -.29, sr2 = .04, p < .05), but was negative.
Santuzzi, 2015). Early studies have linked telepressure to outcomes like At one-tailed, High performance expectations (β= .21, sr2 = .04, p <
burnout, poor sleep hygiene, and increased perceived stress (Barber .10) and individual support (β= .27, sr2 = .04, p < .10) were significant
& Santuzzi, 2017). However, the internal factors (e.g., workaholism; positive predictors of weekend telepressure. Thus, hypothesis 1a was
Grawitch, et al., 2018) and external factors (e.g., support; Barber & supported, while hypotheses 1b and 1c were not. Self-regulation was
Santuzzi, 2017) that are most predictive of these experiences are not the strongest predictor and accounted for the most variance in week-
well understood. Consequently, this study explores two predictors of end telepressure (β= -.37, sr2 = .12, p < .05), supporting hypothesis 2.
telepressure experienced during a weekend: transformational leader- Discussion
ship, an external factor; and self-regulation, an internal factor. Results Our findings indicate that both external and internal factors are
from this study may point to areas to intervene to prevent or reduce important predictors of individual’s weekend telepressure. Notably,
experiences of telepressure. the internal factor, self-regulation was the strongest predictor. One
Transformational Leadership. Research has identified that transfor- could expect this finding because controlling one’s feelings and actions
mational leadership (TL) may reduce stressful job demands (Fernet, et may directly influence the impulse to respond to work communication.
al., 2014), provides resources necessary to manage stress (Breevaart et Another notable finding is that while fostering goal acceptance and indi-
al., 2014), and reduces employee burnout, an outcome of weekend tele- vidual support did significantly predict telepressure, they were oppo-
pressure (Arnold, 2017). It is relevant for reducing telepressure during site of the hypothesized directions. Indeed, a two-tailed test confirms
off-work hours because TL has been shown to influence work-family fostering goal acceptance as a negative predictor of telepressure while
conflict/enrichment (Hammond et al., 2015). Despite these positive individual support was not significant. These findings could result when
results, some transformational leader behaviors may lead to more leaders promote involvement and followers have positive responses to
telepressure. Thus, three dimensions of TL are of interest in relation to being contacted, or increased pressure resulting from feeling obliged to
weekend telepressure. High performance expectations is expected to reciprocate leaders investment in the follower by responding to work
increase weekend telepressure through individuals feeling the pressure communication. High performance expectations positively predicted
to respond to work communication in order to achieve the excellence weekend telepressure as expected. These findings support further
expected from them, Fostering goal acceptance is expected to increase investigation into internal and external factors that predict individual’s
weekend telepressure through individuals feeling the pressure contrib- weekend telepressure.
ute to the cooperation amongst members to achieve their common goal.
Individual support is expected to reduce weekend telepressure through
leaders showing concern for the needs and feelings of employees and F-3
thus support them in disconnecting from work communication over Visiting the Good Soldier Syndrome in Its Original Context:
the weekend. Therefore, we propose: Antecedents of Organizational Citizenship Behaviors (OCBs) Role
H1: (a) High performance expectations, and (b) fostering goal Definitions
acceptance will positively predict weekend telepressure.
H1c: Individual support will negatively predict weekend telepressure. Alper Kayaalp (South Dakota State University)
Self-Regulation. In addition to external factors that contribute to the The objective of the present study was to investigate the potential
exposure and response expectations for tech-based communication, antecedents of OCB role definitions in the Turkish working context as
recent research suggests internal factors, such as individual differences these are not included in the dominant OCB theoretical frameworks.
39 WORK, STRESS AND HEALTH
T H U R S D AY
In the quest to clarify the operationalization of OCBs, examining the the mid-point of the scale implying that OCBs were more frequently
factors that influence OCB role definitions seems like a necessary path defined as in-role. Using correlation, job satisfaction and transforma-
for research. As contradictory findings are found, some researchers tional leadership were found to be positively related to how broadly
have suggested that additional research is needed to understand the subordinates define their OCB-Individual Role Definitions. Moderation
conditions that prompt individuals to define OCBs as in- or extra-role analysis found that procedural justice climate had a moderator effect
(Tepper & Taylor, 2003; Zellars, Tepper, & Duffy, 2002). Responding to on the relationship between job satisfaction and OCB-Individual and
these calls, a theoretical model was developed to examine the factors OCB-Organization role definitions. Additionally, procedural justice
of OCB role definition determinants. Drawing from social exchange climate had a moderator effect on the relationship transformational
theory (Adams, 1965; Blau, 1964), the question of how transforma- leadership and OCB-Organization role definitions. This moderation
tional leadership and job satisfaction relates to OCB role definitions shows that these relationships are stronger when the subordinates
was investigated by identifying psychological processes of followers’ have a higher level of procedural justice perceptions. That is; a satis-
role definitions with moderation effect of procedural justice. Further, fied employee will likely define their job broadly; more so, when that
although there are many OCB studies in civilian organizations, little individual perceives that they have been treated fairly. Similarly, an
attention has been paid to OCBs from a military perspective (Gurbuz, employee who is motivated and inspired by a transformational leader
2009), which is surprising as OCBs were first conceptualized as “good will likely define their job broadly; more so, when that individual also
soldier syndrome” (Bateman & Organ, 1983). OCBs may be exceedingly perceives that they have been treated fairly.
important in a military environment where personnel are expected to Overall, the current study adds to the OCB literature by investigat-
put their lives on the line when necessary. ing military personnel and provides additional support by indicating
The focus in the present study is on job satisfaction as an attitudi- the importance of employees’ perceptions of role definitions. The most
nal, individual antecedent and leadership perceptions as a relational noteworthy implication of this study is that supervisors/organizations
antecedent of OCB role definitions. Additionally, procedural justice (as can directly influence employees’ OCB role definitions.
a contextual factor) was investigated as a boundary condition for these
relationships. The model draws from social exchange theory (Adams,
F-4
1965; Blau, 1964) and its central tenet, the norm of reciprocity which
states that (1) a positive work environment is formed by an organization A study on the main occupational stress factors in Brazil
and/or its leaders and (2) that beneficial actions towards individuals
Paulo Domingues Junior (UFRRJ)
create an impetus (i.e., a social force) on employees to reciprocate in
positive ways through their attitudes and/or behaviors (Coyle-Shapiro The present research aimed to verify the levels of stress in the organi-
et al., 2004). As OCB role definitions are a discretionary act similar to zational environment, identifying the main factors which cause profes-
extra-role OCB, it can be expected that this sense of obligation towards sional stress in Brazil. Therefore, 608 economically active people from
positive treatment is reflected in broader role definitions. That is; job different Brazilian states and from different work sectors were surveyed.
satisfaction and positive leadership perceptions might influence how This study can be characterized as quantitative and descriptive, consid-
employees define their jobs and might also have a more prominent ering that “it is a research methodology which seeks to quantify data
effect on employees who have a high level of procedural justice percep- and applies some form of statistical analysis” (MALHOTRA, 2012, p.
tion. Additionally, the effect of leadership on role definition has been 111).
scarcely examined. However, supervisor–subordinate relations are of For the data collection phase, a questionnaire containing 40 ques-
particular importance in organizations as supervisors’ central role is tions was elaborated and applied, using the 23 stress factors of the
as figures that enact organizational policies and procedures (Kamdar Occupational Stress Scale (OSS), validated by Paschoal and Tamayo
et al., 2006). As such, leadership behaviors, such as transformational (2004), and widely used in research on this theme in Brazil. According
leadership, may influence subordinate beliefs about their job-role limits to Malhotra (2012), the questionnaire is a “structured technique
(Ogurlu & Sevim, 2017). for data collection that consists of a series of questions, written or
Furthermore; procedural justice seems to be an important and oral, which a respondent must answer” (MALHOTRA, 2012, p. 243).
theoretically relevant contextual boundary condition of the relationship According to Gray (2012), “when the public is relatively large and
between the selected antecedents and OCB role definitions because where standardized questions need to be asked, the questionnaire is
both job satisfaction and transformational leadership have, to some ideal and will allow, if necessary, an analytical approach exploring the
extent, fairness aspects (Karakus, 2018). From this viewpoint, it is relationships between variables” (GRAY, 2012, p. 274).
expected that employee procedural justice perceptions can attenuate The questionnaire was accessible on the online platform Google
or enhance the effects of job satisfaction and transformational leader- Forms in Brazil, aiming to reach a large number of participants so as to
ship on OCB role definitions. increase the reliability of the sample. The survey was applied recently
A randomly selected sample of 320 personnel from the Turkish mili- and its data have been finalized. The questions used a 5-point agree-
tary were sent questionnaires. Participants were given general infor- ment scale similar to the Likert scale, with the following variations: 1
mation about the purpose of the study and confidentiality was assured. - Strongly disagree; 2 -Disagree; 3 –Partially agree; 4 - Agree; 5 -Totally
Of 274 questionnaires returned, 11 were eliminated due to extensive agree. All factors have negative direction, indicating that the higher
missing data. As such, the final sample consisted of 263 individuals the degree of agreement with the factor, the higher the level of stress
(82%) of which 90.88% were male and 9.12% percent were women. relative to the factor.
The average age was 31 years (SD = 6.59), and the average tenure was The analyses of this research were carried out with the aid of statis-
10 years (SD = 6.57). tical tools available in the IBM SPSS 21.0 software (Statistical Package
With regard to role definitions, both OCB-Individual and for Social Sciences) and in the Microsoft Excel 2010 spreadsheet.
OCB-Organization role definitions values had mean values below
40 WORK, STRESS AND HEALTH
T H U R S D AY
The assigning scale scores from 1 to 5, to indicate stress levels, Psychological vulnerability factors (e.g. work related self-esteem
allowed for descriptive measures such as mean and mode, as well as and work centrality) are expected to predict greater levels of AJI
measurements of dispersion, such as variance and standard deviation. as these factors may exacerbate stress related to JI (Shoss, 2017).
In addition, statistical analyses were performed based on Cronbach’s However, employees most connected to work are likely to be the most
Alpha calculation and factorial analysis. valuable to organizations. Thus, while job loss may be unlikely, conse-
Based on the analyses, it was possible to observe that the responses, quences for the self are large, so these employees likely experience
obtained for the 23 OSS stressors, present an acceptable internal data lower CJI yet higher AJI.
reliability, based on the Cronbach Alpha test. Regarding the factorial Some objective (e.g., gender and years of schooling) and subjec-
analysis, it was verified that the 23 factors can be grouped into four tive economic vulnerability factors (e.g., perceived employability and
major stress groups. Another point of importance in this study was the intentions to quit) may also increase probability of membership in a JI
measurement of the stress mean in the value of 2.54, which, within the misalignment profile (moderate to high CJI and low AJI). Both objec-
adopted classification, represents average level of stress. It somehow tive and subjective economic factors (e.g., gender, years of schooling,
explains the fact that we constantly hear professionals say that they intentions to quit, and perceived employability) have been shown to
feel stressed in Brazil. be associated with higher JI (Anderson & Pontusson, 2007; Emberland
Results demonstrated that the professional stress level of the & Rundmo, 2010; De Cuyper et al., 2012). However, although these
Brazilian population, according to the established cut-off points, is of economic factors may increase chances that employees inherently
medium degree, and may vary according to each profession. Factors perceive continued employment with their organization to be at risk
such as autonomy and control at work, disclosure of information, supe- (CJI), the affective component associated with the JI process may not
rior reliance at work, discrimination and favoritism at work, competition be felt as strongly. In contrast, some objective factors (e.g. lower educa-
in the work environment presented average levels of stress. tion degree and age) may increase chances employees are aligned in
Regarding the main stressors we emphasize that few perspectives degree of perceived CJI and AJI. These objective factors may contrib-
of career growth, deficiency in training for qualification and the way the ute to perceived labor market insecurity, feelings of anxiety over job
tasks are distributed are the main causes of work stress in Brazil. We threats, and greater AJI (Shoss, 2017).
also emphasize that these three main factors of professional stress are The sample (N = 934) and survey items for the current study were
the same both in the public and in the private sectors. obtained from the 2015 International Social Survey Programme Work
Given the results revealed, we believe that Brazilian companies Orientation archival dataset. Following the three-step procedure
must provide policies and tools capable of fostering professional described by Asparouhov and Muthén (2014), we utilized latent profile
growth, generate future expectations, intensify opportunities for train- analysis (LPA) to identify latent JI profiles using CJI/AJI indicators; then,
ing and qualification, and share tasks more evenly. we used multinomial logistic regression to predict the latent JI profiles.
Results provided support for emergence of JI misalignment profiles
as well as a JI alignment profile. The best fitting model was a three-
F-5
class solution, see Table 1 for the LPA results. The three-class model
Patterns of Insecurity: Predicting Latent Job Insecurity Profiles had a significantly better fit than the one and two class solutions. The
three-class solution had higher entropy than the four-class solution
Anthony Naranjo (University of Central Florida)
and contained no spurious classes (i.e., less than 5% of sample; Hipp &
Job insecurity (JI) research has taken a variable-centered approach to Bauer, 2006), which was detected in the four-class model. Results from
learn more about the nature of cognitive job insecurity (CJI) and affec- the multinomial logistic regression revealed significant predictors from
tive job insecurity’s (AJI) relationship as well as the relationship of each each of the three identified groups of predictors, see Table 4 for full
with various antecedent and outcome variables (e.g. Huang et al., 2010; results. In addition, results provided support for the hypothesized direc-
Huang et al., 2012; Pienaar et al., 2013; Jiang & Lavaysse, 2018). JI stud- tion for most of the significant predictors (e.g., high perceived employ-
ies utilizing a variable-centered approach traditionally operate under ability was shown to significantly increase probability of membership in
the assumption that CJI and AJI are linearly related, which suggests high CJI, low AJI class compared to JI alignment profile and moderate
the greater the likelihood of anticipated job loss, the more individuals CJI and high AJI misalignment class), with the exception of intentions
are expected to experience concern or worry (Jiang & Lavaysse, 2018). to quit.
However, from a person-centered approach, this may not be the case. The current study is one of the first studies to take a person-cen-
For instance, employees who experience similar levels of CJI may differ tered approach to examine patterns of cognitive and affective JI.
greatly in their AJI with some expressing significant concern and others Theoretically, results provide support for a shift in how organizational
showing moderate to little concern. Thus, the purpose of this study is researchers currently view the relationship between cognitive and
to go beyond the variable-based explanation to identify patterns in affective JI, which is an alignment relationship. From a practical stand-
individuals’ experiences of CJI and AJI (especially profiles where these point, organizational leaders can gain a better understanding on which
don’t align) and examine how JI profiles can be explained by factors that factors may increase probability that employees experience these
shape employees’ reaction to JI based on Shoss’s (2017) discussion. various patterns of job insecurity. Future research should build on the
Shoss (2017) noted that some of these factors might not only impact current study by examining additional predictors of JI misalignment
reactions to JI, but also the extent to which employees perceive job loss profiles, as well as outcomes that may be predicted by these various
as a likely occurrence. The current study will utilize three groups of profiles.
factors identified by Shoss (2017), namely psychological vulnerabilities,
subjective economic vulnerabilities, and objective economic vulnera-
bilities, as predictors of the likelihood of CJI/AJI profile membership.
41 WORK, STRESS AND HEALTH
T H U R S D AY
F-6 approval rating from previous assignments, consistent with existing
Politically Skilled Employees Can Alter Their Jobs So That They recommendations for best practices (Mason & Suri, 2012). Data were
Stay and Are Healthier collected four times with one-month intervals (Figure 1) to reduce
effects of common method bias (Podsakoff, MacKenzie, & Podsakoff,
Minseo Kim (Griffith University) 2012). After removing non-purposeful and failed attention-check
Job crafting is employees’ self-initiated proactive behaviors changing responses across four surveys, 322 responses remained (50.3% female,
characteristics of their jobs in personally meaningful ways, including 81.6% white, 68.6 % college-educated, mean age = 39.82). Measures
social resources, structural job resources, and challenging demands of the eight variables in the model were all previously used in published
(Tims, Bakker, & Derks, 2012). It leads to better person-job fit, and sources.
recent meta-analyses showed crafting produces favorable outcomes Table 1 contains correlations and descriptives, and Table 2 shows fit
(Lichtenthaler & Fischbach, 2018; Rudolph, Katz, Lavigne, & Zacher, indices. Both the measurement and hypothesized models fit the data
2017). We propose that crafting leads to fewer withdrawal behaviors well. An overall structural equation model with LISREL 8.8 (Jöreskog
via feelings of ownership (based on psychological ownership theory; & Sörbom, 2006) was used to test the hypothesis and verify the indi-
Pierce, Kostova, Dirks, 2001), but also leads to employee strains rect effect of political skill on withdrawal behaviors and well-being. We
through perceived stress based on common stress theories (e.g., Kahn then tested alternative models in two ways for further evidence about
& Byosiere, 1992). mediation. None of new direct paths in the two alternative models were
A few studies began investigating potential antecedents of employ- significant (Figures 3 and 4), and fit indices were unchanged (Table 2)
ees’ crafting behaviors. Job characteristics of autonomy (e.g., Niessen, however, emphasizing the mediating mechanisms.
Weseler, & Kostova, 2016) and leadership styles (Kim & Beehr, 2018; Overall results suggested that job crafting in the first part of the
Wang, Demerouti, & Le Blanc, 2017) are examples. A few personal model, and job-based psychological ownership and perceived work
characteristics predicting job crafting have been also found: self-effi- stress in the second part, are important intervening variables linking
cacy (Tims, Bakker, & Derks, 2014) and proactivity personality (Bakker, employees’ political skill to their withdrawal behaviors and well-being.
Tims, & Derks, 2012). We propose that job crafting may also depend on Political skill serves as a key antecedent of employees’ job crafting, and
individual competencies, namely political skills, which may be neces- job crafting behaviors predict their withdrawal behaviors and well-be-
sary to have one’s crafting activities accepted by superiors. We expect ing through job-based psychological ownership and perceived work
that politically skilled employees are likely to craft their jobs, so that stress. Political skill is believed to develop through training, mentoring,
they develop feelings of psychological ownership for the job and less and socialization (Ferris et al., 2008). Therefore, if an organization
perceive work stress, which consequently affects their withdrawal provides employees with enough resources and support to develop
intentions and subjective well-being (Figure 1). political skills, it would help in creating productive and healthy work-
Political skill is “the ability to effectively understand others at work, place by reducing withdrawals and ill-being.
and to use such knowledge to influence others to act in ways that
enhance one’s personal and/or organizational objectives” (Ferris et al.,
F-7
2005, p. 127) and consists of social astuteness, interpersonal influence,
networking ability, and apparent sincerity. It has a broad effect on a Organizational Citizenship Behaviors and Work Stress: Preliminary
findings in Workers in Chile
range of positive outcomes (Munyon, Summers, Thompson, & Ferris,
2015). Politically skilled employees can secure resources to accomplish Edmundo Varela (Pontificia Universidad Católica de Valparaíso)
tasks and have well-developed understandings of social interactions
Background. Organizational citizenship behaviors (OCBs) as voluntary
and contexts, which enable them to adjust their behavior appropriately
contributions of collaborators (e.g., support new colleagues, attend-
(Ferris, Davidson, & Perrewé, 2011). Overall, because politically skilled
ing committees to address a problem) benefit to the organization
individuals navigate the social context of work, assess and understand
(e.g., increased sales, better organizational climate). However, lack of
situations well, and perceive themselves as masters over their work
clarity about its association with work stress exists. Along with coin-
environment (Ferris et al., 2007), they should be able to craft their job/
ing the concept of OCBs, Organ and Ryan (1995) suggested effects
environment to do work well.
on work stress in those who do them, but the available evidence is
Employees who engage in job crafting redefine their jobs to incor-
rather mixed. Some studies suggest that OCBs increase work stress
porate their motives, strengths, and passions, which make them more
(Bolino, Turnley, Gilstrap & Suazo, 2010; Cooper & Barling, 2008), and
attached to work and feel control and ownership toward their jobs
others do not strongly support this association (Agheli, Roshangar,
(Brown, Pierce, & Crossley, 2013). Job-based psychological ownership
Parvan, Sarbakhsh & Shafeh, 2017; Van der Meer, 2010). This study
represents the attachment between employees and the job itself (Peng
suggests that those differences between studies could be associated
& Pierce, 2015; Van Dyne & Pierce, 2004), resulting in less withdrawal
with different influences of OCBs dimensions. The dimensions of OCBs
(intention to leave and absence). Employees who engage in job crafting
(Organ, 1997, 1988) are (a) altruism, which refers to help behaviors to
align their working conditions to their own needs and abilities, creat-
colleagues or the organization; (b) conscientiousness, which refers
ing greater person-job fit, which is linked to lower job stress (e.g., Park,
to abide by the organization’s rules; (c) sportsmanship, which refers
2018), which results in fewer physical and psychological problems.
to devoting greater constructive efforts to the organization; (d) cour-
Overall Mediation Hypothesis. Job crafting, and then job-based
tesy, which refers to consulting other people before making decisions;
psychological ownership and perceived work stress, serially medi-
and (e) civic virtue, as actions that show concern for common good in
ate the relationships of political skill with withdrawal behaviors and
the organization. Altruism, courtesy and civic virtue seem associated
well-being.
with greater work overload. But conscientiousness and sportsmanship
Full-time U.S. employees working in a variety of industries were
are less, because of its association with implementing strategies and
recruited from TurkPrime, selecting only those holding at least a 95%
42 WORK, STRESS AND HEALTH
T H U R S D AY
tolerating frustration. Few studies address OCBs from the perspec- Introduction. In the OCB literature, the focus has been on giving OCB,
tive of negative effects, and less from the relationship between their and receiving OCB has been understudied. Given that OCB is based
dimensions and work stress. According to Berber and Rofcanin (2012), on social exchange interactions (e.g., Konovsky & Pugh, 1994), it is
is required more theoretical and empirical evidence of between OCBs important to study those who benefit from OCB as well as those who
and work stress relationship. perform OCB to holistically understand OCB phenomena. Therefore,
Objectives and Hypothesis: This study aims to evaluate if OCBs the proposed research investigates both giving and receiving OCB.
dimensions have different influence over work stress. The general Specifically, we focus on OCB toward individuals (OCB-I) because the
hypothesis is OCBs dimensions would influence work stress differently. aims of the proposed research are to investigate giving and receiving
Specifically, that altruism, courtesy, and civic virtue would increase among individuals versus exchanges between the individual and the
work stress, and conscientiousness and sportsmanship would decrease organization.
it. The purpose of the proposed research is threefold. The first is to
Method and Results. The sample is composed by 270 Chilean identify individual-level giving and receiving OCB-I latent profiles. The
workers (48% males, Mage = 37.6 (11.7)). 44% are professionals (e.g., second is to examine whether theoretically relevant individual-level
Engineer, Psychologist, Journalist), 53% work in a small enterprise, antecedents significantly differentiate the profiles. Based on theoretical
and 41% would be medium socioeconomic status (SES). Participants reasons and empirical evidence, dispositional variables (i.e., consci-
responded voluntarily to a questionnaire with 5-level Likert scales. entiousness, positive affect, and other-oriented empathy), one task
About 5% of contacted refused to participate. The preliminary results characteristic variable (i.e., task interdependence), and one attitudinal
of a multiple regression analysis using SPSS 18.0 statistical software variable (i.e., job satisfaction) were selected as antecedents. The third
partially support the general hypothesis. Such as was postulated, altru- is to investigate how the identified profiles relate to different individ-
ism (β = .330, p = .000, α = .78; e.g., “I help others who have heavy ual-level physical and psychological strain. Our study contributes to
workloads”) and civic virtue (β = .205, p = .004, α = .79; e.g., “I attend theory and research that investigates health-related outcomes asso-
meetings that are not mandatory, but considered important”) would ciated with OCB-I. This is important in that recent studies have exam-
increase work stress (α = .69; e.g., “I have so many things to do, that I ined the potential health costs and benefits associated with helping
have to work outside of my working day”, “I have so many things to do, others (Lanaj et al., 2016). We extend this line of research by examin-
that I leave part of them without realizing”), and conscientiousness (β ing both physical and psychological strain associated with both giving
= -.205, p = .043, α = .64; e.g., “Notice in advance when I cannot attend and receiving OCB-I.
work”) and sportsmanship (β = -.163, p = .024, α = .68; e.g., “I complain Method. We collected three time point survey data through
a lot about trivial matters” (reversed)) would decrease it. Different has Qualtrics online panels. A total of 1,062 employees participated in
been estimated, courtesy (β = -.175, p = .071, α = .68; “I informed myself Wave 1, 615 employees in Wave 2, and 417 participants in Wave 3.
before taking any important action”) would not influence according to The average time intervals were 9.84 days (SD = 3.81) between Wave
the data of this study. The variance explained was moderate (R2 = .180). 1 and Wave 2, and 9.48 days (SD = 2.72) between Wave 2 and Wave 3.
The analysis included gender (β = -.008, p = .930), age (β = -.009, p = In Wave 1, we collected participants’ demographic information,
.027) and SES (β = -.005, p = .939) as control variables. conscientiousness (Goldberg, 1992), positive affect (PANAS; Watson
Discussion: This study evidence that OCBs dimensions would influ- et al., 1988), other-oriented empathy (Penner et al., 1995), task interde-
ence differently on work stress. These findings would collaborate with pendence (Van der Vegt et al., 2001), and job satisfaction (Cammann et
a better understanding of the results in earlier studies (e.g., Agheli al., 1979). In Wave 2, we assessed participants’ giving OCB-I (Settoon
et al., 2017; Bolino et al., 2010; Van der Meer, 2010). Although posi- & Mossholder, 2002) and receiving OCB-I (modified Settoon &
tive emotions had been linked to prosocial and cooperative behaviors Mossholder, 2002; see Appendix A). In Wave 3, we collected partic-
(Carlson, Charlin and Miller, 1988), altruism and civic virtue would have ipants’ physical strain (Larsen & Kasimatis, 1991) and psychological
a counterpart in work stress. This study supports a negative association strain (OLBI; Demerouti et al., 2010) information.
of sportsmanship (Van der Meer, 2010), but also for conscientiousness. Results and Discussion. Latent Profile Analysis (LPA). LPA, specif-
Work-related stress is one of the most common and costly challenges ically the three-step approach of LPA, was performed in Mplus 7.4.
in the workplace (Sauter et al., 1999), and the findings contribute to Table 1 presents the fit statistics. In consideration of all fit indicators,
precise the OCBs’ influence. Some limitations are associated with the three-profile model was selected as the optimal model. We named
the few measures of work stress included. Reliability of some scales the three groups vigorous, moderate, and passive OCB-I groups (see
are little less than .70 necessary. Future studies should include more Figure 1). Each group contained more than 5% of participants.
comprehensive measures of work stress. Bolino et al. (2010) found Based on the three-profile model, we investigated relationships
that people who felt pressured to do OCBs manifested higher levels of between the proposed antecedents and the three profiles (see Table
stress. Future studies should also propose more complete models of 2). Positive affect, other-oriented empathy, task interdependence, and
OCBs and work stress, which blend factors that increase or decrease job satisfaction contributed to differentiating the profiles, and specifi-
(e.g., control, mediation) the intentions of performing OCBs. cally other-oriented empathy most effectively differentiated the three
profiles, showing the largest effect sizes.
Furthermore, physical strain and psychological strain differences
F-8
were examined among the vigorous, moderate, and passive OCB-I
A Latent Profile Analysis of Giving and Receiving Organizational profiles (see Table 3 and Figure 2). Regarding physical strain, the
Citizenship Behaviors toward Individuals passive OCB-I group showed the lowest, the moderate OCB-I group
Seulki Jang (Penn State Mont Alto) showed moderate, and the vigorous OCB-I group showed the highest
physical strain. However, the means were not significantly different.
For psychological strain, the vigorous OCB-I group showed the lowest,
43 WORK, STRESS AND HEALTH
T H U R S D AY
the moderate OCB-I group showed moderate, and the passive OCB-I over issues that are organizational in nature, such as organizational
group showed the highest psychological strain. The mean scores of the policies or power hierarchies. The stressor-strain process is often
vigorous and the passive OCB-I groups were significantly different and conceptualized as a stimulus-response process. When job stressors
the mean scores of the vigorous and the moderate OCB-I groups were are perceived, such as interpersonal conflict, they can lead to negative
significantly different. emotional responses. These responses lead to strains, such as dimin-
Implications. In this study, incomparable results were found ished engagement (Jungst & Blumberg, 2016).
between physical and psychological strain. Specifically, results insin- A critical variable in many theoretical conceptualization of how job
uated that engaging in high levels of giving OCB-I and receiving OCB-I stressors affect employee strain involve the role of control (Spector,
(the vigorous group) would be beneficial for psychological health, but 1998). Most research on control in stressor-strain research has concen-
not beneficial for physical health. This discrepancy between physical trated on work related locus of control (LOC), or the control one has
and psychological health outcomes might be the cause of inconsistent over the work domain (Spector & O’Connell, 1994). The role of interper-
conclusions across studies in the relationship between OCB and health. sonal LOC has received limited evaluation in the work conflict literature.
This study provides a clue for the inconsistent conclusions across stud- Interpersonal LOC refers to the extent to which individuals feel they
ies regarding OCB-health relationship. Additionally, the discrepant have control over interpersonal contexts, such as communicating their
results between physical and psychological strain infer that giving and views to others and developing social relationships (Paulhus, 1983). We
receiving OCB-I might affect health through two separate pathways: anticipate that nurses with higher interpersonal LOC will experiences
physical and psychological. This inference calls for more theoretical less conflict, as well as reduce negative emotions and strain associ-
papers that can explain the two separate pathways and offers empiri- ated with conflict, including the sub dimensions of work engagement:
cal evidence for future theories. absorption, dedication, and vigor.
The goal of this project was to examine the impact of interper-
sonal LOC on interpersonal conflict – work engagement relationships.
F-9
Drawing on a sample of nurses, we examine direct relationships and a
Emotionally Smart, Successful Teams model, in line with the control model of the job stress process (Spector,
1998), in which interpersonal LOC impact the experience of relation-
Catalina Ruiz (Albizu University)
ship, task, and NTO conflicts at work, which impact negative emotions,
This Study examined the relationship between Teamwork and and finally, through negative emotions, work engagement.
Emotional Intelligence in the workplace. According to Ashforth and Method. Participants for this study were employed nurses who
Humphrey (1995), emotions are highly attached to the work setting. were contacted vie email and completed a questionnaire posted on
Successful work teams have certain specific attributes that character- a web-based service. They were primarily female (93%), Caucasian
ize them or differentiate them from others. These particularities have (79%), and working in direct patient care (68%). The average age was
been defined as communicative, cohesive, innovative and grounded 44.6 years, and ranged from 23 to 71 years. The survey included demo-
with individual member support. Studies in The Emotional Intelligence graphic information as well as scales for relationship and task conflict
(EI) field have identified that individuals with a high level of emotional (Jehh, 1995), NTO conflict (Bruk-Lee & Nixon, 2011), interpersonal
intelligence have the characteristics mentioned before. These individu- LOC (Paulhus & Van Selst’s, 1990), the negative affect subscale of the
als know how to communicate assertively and sympathized with others, job-related well-being scale (Van Katwik, Fox, Spector, & Kelloway,
which leads to generating relationships based on support and greater 1999), and work engagement (Schaufeli, Bakker, & Salanova, 2006).
group cohesion (Thoits, 1989, Abraham, 1999). In addition to this, the Results & Discussion. Results are presented in Table 1. Consistent
individuals that possess these qualities have shown a high capacity with prior research, intercorrelations among conflict types were moder-
for invention and innovation that benefits their environment (Scott ately high (see Barki & Hartwick, 2004; Simons & Peterson, 2000).
and Bruce, 1994). For this study, 323 participants were conveniently Interpersonal LOC was negatively related to relationship, task, and NTO
sampled, and were asked to complete a questionnaire concerning conflict, as well as positively associated with absorption, dedication,
Teamwork and Emotional Intelligence. In the sample collected there and vigor. Task and NTO conflict were negatively related to absorption,
was a larger number of female participants (26% male, 74%female) dedication, and vigor, although relationship conflict was unrelated any
with the ages ranging from 18 to 81 years, mode being 25. The key find- engagement subscale. Negative emotions were positively related to all
ings on this study showed a small correlation between Teamwork and conflict types, as expected based on stressor-strain process models
Emotional Intelligence. (Spector, 1998), and positively related to interpersonal LOC, absorp-
tion, dedication, and vigor.
F-10 Mplus Version 7.4 software was used to evaluate the hypothesized
path model using a full maximum likelihood estimator with missing
The impact of interpersonal locus of control on interpersonal
conflict-work engagement relationships: An initial investigation data estimated. The initial model showed marginally adequate fit based
on common criteria (see Hu and Bentler, 1999; Kline, 2005), χ2 (13) =
Ashley Nixon (Willamette University) 86.24, p = .00; CFI = .92; RMSEA = .13; SRMR = .09. Two modifications
Interpersonal conflict is a frequently reported job stressor (Bolger, et. al., were adopted based on modification indices and conceptual fit. First,
1989; Keenan & Newton, 1985). Three distinct types of interpersonal interpersonal LOC was allowed to co-vary with negative emotions.
conflict have been identified (see Barki & Hartwick 2004; Bruk-Lee Second, relationship conflict had a direct and indirect impact on absorp-
& Nixon, 2011). Relationship conflict refers to conflict emerging from tion. The final model showed adequate fit (χ2 (11) = 39.35, p = .00; CFI
personal incompatibilities or issues, while task conflicts are over task = .97; RMSEA = .09; SRMR = .05. Based on R2 values, the variables in
related issues, such as differing opinions regarding the objectives of a the model explained 2% of the variance in relationship conflict, 5% in
work task. Non-task organizational (NTO) conflict arises from disputes task conflict, 7% in NTO conflict, 29% in negative emotions, 23% in
44 WORK, STRESS AND HEALTH
T H U R S D AY
vigor, 33% in dedication, and 5% in absorption. All of the paths in the Comparisons of 2018 baseline pre-intervention data to future
proposed model were significant (see Figure 1). follow-up survey responses are planned to assess the impact of our
Based on these findings, we conclude that interpersonal LOC is a intervention activities.
valuable individual difference variable to consider with regard to the Analyses. We compiled summary statistics for key respondent
conflict-engagement relationship, as it was negatively related to both demographic and job characteristics, and for our factors of interest.
to the experience of relationship, task and NTO conflict as well as to These factors were dichotomized (agree-disagree). Due to sample size
employees’ work-related negative affect and engagement. Furthermore, and confidentiality limitations, race (white respondents vs. persons of
using path analysis we found support for a model in which the impact color) and job level (staff at Director-level or higher vs. staff lower than
interpersonal LOC on work engagement was mediated by relationship, Director-level) were also dichotomized.
task and NTO conflict and negative emotions. This research is limited Based on significant (p < 0.05) chi square associations and Fisher’s
in that it is cross-sectional and self-report. Future research can address exact test results, we explored unadjusted bivariate logistic regres-
these issues, and continue clarifying how interpersonal LOC fits into sions to identify factors associated with job satisfaction in our sample.
workplace stressor-strain models, as well as applied implications. Results. We received n=85 completed responses (84% response
rate). Table 1 summarizes employee demographic and job character-
istics in our sample.
F-11
In bivariate analyses, job satisfaction was significantly associated
Factors Associated with Job Satisfaction among Local Health with: feeling one could provide input at the Unit level (OR: 12.80, 95%
Department Employees CI 2.75 – 59.58) and the Bureau level (OR: 3.43, 95% CI 1.08 – 10.87);
Aishwarya Viswanath (NYC Department of Health and Mental comfort engaging in discussions with one’s supervisor (OR: 12.64, 95%
Hygiene) CI 3.08 – 51.90); belief that the office’s career advancement processes
were fair (OR: 5.26, 95% CI 1.46 – 18.96); and with belief that one
Problem: Due to recent technological and social advances, workplaces
was fairly compensated relative to coworkers (OR: 4.54, 95% CI 1.29
have widely trended toward offering employees increased flexibil-
– 15.96). Reportedly experiencing and/or witnessing biased treatment
ity and competitive pay as incentives for recruitment and retention
based on age (OR: 0.27, 95% CI 0.08 – 0.87) or race (OR: 0.30, 95%
(source: GlobalWorkplaceAnalytics). However, in government offices
CI 0.10 – 0.93) resulted in lower odds of job satisfaction compared to
operating under more rigid labor policies, Human Resources depart-
not reporting the corresponding type of biased treatment.
ments must rely on other predictors of employee job satisfaction that
Job satisfaction was not significantly associated with race, ethnicity,
are within their control to retain talented staff. Particularly given fund-
age, gender, or job level.
ing constraints in local government offices, the high cost of employee
Practical implications. Despite a modest sample size, we detected
turnover—estimated to range between 20% - 213% of a mid- to senior-
significant associations between job satisfaction and our variables of
level employee’s annual salary (Boushey & Glynn, 2012)—is especially
interest. These associations offer actionable insights into promoting
damaging to the effective performance of critical government programs.
employee retention and well-being in our office.
Staff’s level of job satisfaction is a known predictor of employee
Bivariate associations indicate that feeling one could provide input
retention (Wright & Bonett, 2007, Collins et al, 2000, Perrachione et al,
into work at the Unit level and comfort with one’s supervisor, had the
2008, Liu et al, 2019). The importance of job satisfaction in promoting
greatest impact on promoting employee job satisfaction. Reportedly
employee health has also been widely documented; job satisfaction is
experiencing and/or witnessing biased treatment relating to age or
associated with self-esteem issues, anxiety, depression, and burnout
race significantly lowered the odds of job satisfaction, highlighting that
(Faragher et al, 2005, Yilmaz, 2018, Oliveira et al, 2018). Job satisfac-
addressing these biases specifically could increase job satisfaction.
tion and its predictors therefore make favorable targets for intervention
These factors may therefore offer the most effective foci for promoting
when seeking to improve employee retention and well-being, when
employee retention.
other incentives are not feasible.
Conclusions. Although limited in generalizability, our small-scale
Procedures. Our agency—a large, urban local health department—
baseline assessment highlights valuable opportunities for improving
is organized into Divisions (largest level of organization), split into
employee job satisfaction.
Bureaus (middle level), containing Units (smallest level). As part of
Based on our findings, we intend to: (1) Prioritize conducting an
a 2018 intervention to promote staff retention and well-being, our
annual salary analysis of staff performing similar job roles to ensure
Division held learning sessions around diversity and inclusion and
equitable compensation; (2) Provide management training to super-
devoted a workgroup to advancing workforce equity in our office. This
visors—with an emphasis on managing for diversity and inclusion—to
workgroup developed guidance for supervisors, researched retention
help them motivate, lead, and connect with their staff; (3) Include addi-
indicators for future tracking, and analyzed staff compensation data.
tional factors associated with employee retention on future surveys.
Prior to these activities, our Division emailed a 10-minute anonymous
We will also monitor actual retention data.
baseline survey to its employees (N=101), measuring select job-re-
lated factors (e.g. staff’s perception of receiving equitable compensa-
tion) held to be associated with job satisfaction . These factors were F-12
measured on a 4-point Likert scale (strongly agree – strongly disagree). Relationships between nurse demographic characteristics and
Survey content was cleared through the agency’s Human Resources sickness and job-stress-related presenteeism
office and waived by the Institutional Review Board. Responses were
collected over two weeks in March–April 2018. Jessica Rainbow (University of Arizona)
Problem. Presenteeism has been widely studied in business and occu-
pational health literature (Garrow, 2016; Johns, 2010). Presenteeism
45 WORK, STRESS AND HEALTH
T H U R S D AY
is when an employee is physically at work, but not fully engaged or job-stress-related presenteeism and sickness presenteeism was also
performing (Rainbow & Steege, 2017). Presenteeism costs the United significant. All other relationships between nurse demographic char-
States Economy $150 billion annually and can lead to negative conse- acteristics and presenteeism were insignificant.
quences for the employee’s health and well-being (Bergström et al., Implications. No demographic characteristics were significantly
2009; Hemp, 2004). Presenteeism can be caused by sickness and correlated with either job-stress-related or sickness presenteeism.
job-stress (Johns, 2010). Sickness presenteeism focuses specifically The high levels of both job-stress-related and sickness presenteeism
on presenteeism due to illness, most often a chronic health condi- means that both types should be studied, and interventions should be
tion (Gunnar, Aronsson & Gustafsson, 2005), while job-stress-re- developed to address both (Rainbow et al., 2018). Job-stress-related
lated presenteeism considers the role of the work environment and presenteeism is of particular interest for future interventions because
its related stressors in presenteeism (Gilbreath & Karimi, 2012). High both individual and organizational interventions may be developed to
rates of both types of presenteeism have been found in the nursing address job stressors leading to presenteeism.
population (Rainbow, Gilbreath, & Steege, 2018). Presenteeism in Conclusions. Research on presenteeism has identified specific
nursing, and other healthcare professions, has been linked to negative groups as being more prone to presenteeism; however, we did not find
outcomes for patients and providers (Lui, Andres, & Johnston, 2018). many of these relationships in our sample of nurses. Further explora-
Research has also found that certain characteristics may be linked tion of the relationships between presenteeism levels and demographic
to higher presenteeism. These characteristics may include: gender, characteristics may reveal ways to tailor future interventions.
level of education, age, and childlessness (Garrow, 2016). This research
has also found that nurses have higher rates of presenteeism than
F-13
other professions (Aronsson, Gustafsson, & Dallner, 2000). However,
no study has yet looked at whether there are specific nurse demo- Job Characteristics, Burnout, and the Role of Emotional Labor
graphic characteristics that are linked to higher rates of presenteeism.
Bret Arnold (University of Tulsa)
Understanding the possible relationships between nurse demographic
characteristics and the two types of presenteeism could provide valu- Problem Statement. The modification of job characteristics can be
able information for future intervention development. Therefore, the an effective way of reducing burnout (Bakker, Schaufeli, Leiter, &
purpose of this secondary analysis is to explore the relationships Taris, 2008). Autonomy and feedback, in particular have been linked
between nurse demographic characteristics and both job-stress-re- to decreased burnout symptoms (Bakker, Hakanen, Demerouti, &
lated and sickness presenteeism levels. Xanthopoulou, 2007; Maslach, Schaufeli, & Leiter, 2001) and increased
Aim 1: To examine the relationships between nurse demographic engagement (Crawford, LePine, & Rich, 2010). However, research has
characteristics and job-stress-related presenteeism. shown that even core job characteristics can have differential effects
Aim 2: To examine the relationships between nurse demographic depending on contextual factors like job demands, role ambiguity, and
characteristics and sickness presenteeism. physical context (Oldham & Fried, 2016). For nursing professionals,
Procedures. We utilized an existing dataset from the Presenteeism emotional labor (Hochschild, 1983) is a contextual feature directly
in Nursing study (Rainbow et al., 2018). The purpose of the original related to burnout (Diefendorff, Erickson, Grandey, & Dahling, 2011)
study was to measure presenteeism prevalence, evaluate psychometric but whether emotional labor diminishes the effects of core job char-
fit of existing measures, and test a model of presenteeism risk factors acteristics remains unclear. This study examines a sample of nurses
and consequences. Nurses were recruited from across the United to determine whether the burnout ameliorating effects of autonomy
States to participate in the online survey. Inclusion criteria for partici- and feedback hold in the presence of emotional labor.
pation were: 1) be a registered nurse, 2) work on an inpatient hospital Procedures. Sample and Data Collection. Data was collected via
unit, and 3) provide direct patient care. Job-stress-related presen- online survey from 148 American hospital nurses. Links to the survey
teeism was measured using the 6-item job-stress-related presentee- were posted to online social media websites, online hospital bulletins,
ism scale (JSRPS) (Gilbreath & Karimi, 2012). Sickness presenteeism and online bulletins of nursing associations. Participants received a
was measured using the 6-item Stanford Presenteeism Scale (SPS-6) $5 Amazon giftcard for completing the survey and optionally assisted
(Koopman et al., 2002). For the purpose of this secondary analysis, ‘snowball’ sampling efforts by supplying emails of colleagues to whom
both scales were transformed, so that more presenteeism is indi- we sent the survey directly.
cated by a higher score on the 6 to 36 point range for each scale. Both Measures. We analyzed results of four scales for this study, all of
scales have previously been used in the nursing population and have which indicated acceptable internal consistencies (αs range from .71
been found to be reliable and valid (Karimi, Cheng, Bartram, Leggat, & to .87).
Sarkeshik, 2015; Turpin et al., 2004). Chi-Square and ANOVA anal- The Glomb and Tews’ (2004) Discrete Emotions Emotional Labor
yses were conducted to explore relationships between sickness and Scale (DEELS) was used to assess nurses’ levels of emotional labor.
job-stress-related presenteeism and nurse sex, age, number of depen- Emotional labor scores were computed as the sum of the frequen-
dents, marital status, day or night shift, current student status, years cies of faking positive emotional expressions (e.g., surprise, joy) and
of experience as a nurse, and ethnicity. suppressing negative emotional expressions (e.g., anger, disgust), as
Results. The majority of participants were white (94%), had bacca- previously operationalized by Grandey (2003).
laureate degrees in nursing (52%), and were female (94%). The mean Autonomy was measured using the 10-question Factual Autonomy
age of participants was 38, mean number of dependents was 1, and Scale (FAS; (Spector & Fox, 2003). Questions concerned the latitude
mean years of experience as a registered nurse was 11. Mean total of decision-making power and frequency of interjecting supervisor
presenteeism scores were 16.5 on the SPS-6 and 12.5 on the JSRPS. directives about how work should be done.
The only significant relationship was between the number of depen- The 5-item personal feedback subscale of the Communication
dents and job-stress-related presenteeism. The relationship between Satisfaction Questionnaire (CSQ; Downs & Hazen, 1977) was used to
46 WORK, STRESS AND HEALTH
T H U R S D AY
measure the nurse satisfaction with supervisor feedback. This 5-item would negatively correlate with subjective well-being. Further, value
subscale captures whether or not superiors understand the problems congruence (i.e., the degree of fit between individual and organizational
faced by nurses, provide clear evaluation criteria, and provide quality values) may influence stressor-outcome relationships, as value congru-
feedback regarding nurses’ performance. ence has been shown to directly predict outcomes such as commitment,
Occupational burnout was measured with the Maslach Burnout engagement, positive emotional well-being, and low intention to leave
Inventory (MBI; Maslach, Jackson, & Leiter, 1996). The MBI captures (Verquer, Beehr, & Wagner, 2003), and value incongruence positively
emotional exhaustion, cynicism, and lack of self-efficacy. Burnout relates with anxiety, burnout, and intention to leave (e.g., Boamah &
scores are the average of these three subscales scores. Laschinger, 2016; Edwards & Cable, 2009). We propose that, because
Analysis and Results. To test our hypotheses, we conducted two healthy value congruence is expected to be linked to several favorable
moderated regression analyses. In each analysis, a job characteristic conditions, it can buffer the potential negative effects of role stress on
and emotional labor were included in the first step of regression model. employee strains.
The second step of each model included the interaction term to test Hypotheses. H1. (a) Role ambiguity, (b) role conflict, and (c) role
for moderation. overload at T1 will each positively relate with burnout and turnover
Results indicated that feedback satisfaction (β = -.29, p < .001) and intention at T2.
emotional labor (β = .459, p < .001) were predictive of burnout (F(2, H2. Each personal healthy value will negatively relate with burnout
145) = 31.14, p <.001, R2 = .30). Furthermore, the interaction term was and turnover intention, and each unhealthy personal value will posi-
also significant (β = .16, p =.025) in the second step of the model (ΔR2 tively relate with burnout and turnover intention.
= .02, p <.001), indicating that the positive effects of feedback satisfac- H3. Healthy value congruence will moderate the stressor-outcome
tion were attenuated as emotional labor increased. relationships, such that when healthy values are congruent, the posi-
Results for the autonomy model indicated that autonomy (β = -1.59, tive relationship between role stressors and outcomes (i.e., burnout
p = .01) and emotional labor (β = .263, p < .001) were both predictive of and turnover intention) will be weaker than when healthy values are
burnout in the first step (F(2, 144) = 24.19 p <.001, ΔR2 = .02), but the incongruent.
interaction term (β = .05, p = .27) in the second step was not signifi- Method. Sample. Data were collected from 98 U.S. hospital nurses
cantly predictive over the first model (ΔR2 = .01, p = .27). twice, separated by five weeks. Participants’ mean age was 50.10 (SD =
Practical Implications and Conclusion. Three practical implications 9.70) years, most were female (93.9%), and many identified as White
arise from this study. First, we have further support for the ameliorat- (66.3%) or Asian (16.3%).
ing effect of feedback and autonomy on nurse burnout (Maslach et al., Measures. Ten role stressor items relating to ambiguity (α =.88),
2001). This demonstrates that while modifying some characteristics conflict (α =.75), and overload (α =.89) were gathered at T1and three
like nurse to patient ratio (Aiken, Clarke, Sloane, Sochalski, & Silber, items on turnover intention (α = .86) were gathered at T2. These
2002) may be beyond the organization’s control, more cost-effective measures were adapted from Glazer and Beehr (2005) and were rated
means of designing jobs for burnout reduction also exist. Second, the on a 7-point Likert-type scale ranging from 1, “strongly disagree” to 7,
beneficial effects of burnout are hampered when employees experience “strongly agree.” Ten items were used to assess burnout (T2; α = .87)
high levels of emotional labor. In these cases, employers must reduce (aka. Tedium; Pines & Aronson, 1988). Items were rated on a 7-point
excessive emotional labor loads (Diefendorff et al., 2011) before nurses Likert-type scale ranging from 1, “never” to 7, “always.” Finally, values
experience the ameliorating effect of feedback. Otherwise emotional were assessed with 57 items from Schwartz’s (1992) Values Survey
labor will have the direct effect of increasing burnout and also neutral- (SVS) at T1. On a 9-point rating scale from “opposed to my values or
ize the positive effects of job resources like feedback. Third, because to my organization” (-1) and “not important” (0) to “of supreme impor-
autonomy is not subject to this attenuation, job crafting for autonomy tance” (7), nurses first rated their own values on the extent to which
may still prove effective approach to burnout reduction. they are “a guiding principle in my life” and then rated the organization’s
The burnout mediation model (Leiter & Maslach, 2009) suggests values on the extent to which they are guiding principles for the orga-
that the on-going US nurse shortage (Lynn & Redman, 2005) is at least nization. Ten personal values (PV) and 10 organizational values (OV)
partly explained by burnout among nursing staff. These findings shed were then calculated. Reliability coefficients ranged from .63 to .80.
light on how cost-effective job design changes may result in decreased Results
burnout symptoms and identifies when alterations may be ineffective H1 received mixed support. Of the six correlations, four were signif-
in a nursing environment. icant and in the hypothesized direction (see Table 2). Bivariate correla-
tions failed to support H2, however. Although benevolence significantly
correlated with turnover intention in the direction proposed (r = -.26, p
F-14
< .05), a general trend of correlations for the healthy versus unhealthy
Context Matters: The Moderating Effects of Healthy Value values was not identifiable (see Table 3).
Congruence H3 proposed healthy value congruence would moderate the stress-
Krystal Roach (Central Michigan University) or-outcome relationships; only two of the three-way interactions were
significant at p < .05 or p < .10 (see Tables 4 to 5 and Figures 1 to 2) and
As motivational-cognitive states, values might shape an employee’s
partially supported the hypothesis. We also tested unhealthy value
felt experiences in the organization and, as a result, frame their expe-
interactions in exploratory analyses. Congruence regarding conformity
riences of stressors and reactions to those stressors (Sagiv & Schwartz,
exhibited a significant three-way interaction (Table 6 and Figure 3).
2000). Sagiv and Schwartz (2000) asserted that healthy values (e.g.,
Implications and Conclusion. Results revealed no clear demar-
achievement, benevolence, self-direction, stimulation, or universalism
cation of Sagiv and Schwartz’s (2000) proposal of healthy versus
values) would positively correlate with subjective well-being, whereas
unhealthy values in relation to outcomes. Moreover, congruence
unhealthy values (e.g., conformity, power, security, or tradition values)
between the person and organization on healthy values yielded only
47 WORK, STRESS AND HEALTH
T H U R S D AY
two relationships (congruence of benevolence and universalism values) NIOSH Centers of Excellence for Total Worker
that partially supported H3. However, congruence of conformity values
Health
also revealed (healthy) protective consequences.
The results suggest that when considering Schwartz’s (1992) ten
value types in the context of hospital settings, benevolence, universal- G-1
ism, and conformity values may be the most important for nurses and The Center for Promotion of Health in the New England
hospitals to endorse in order to ensure the least nurse burnout and Workplace: A Total Worker Health® Center for Excellence
turnover—and thereby the best prognosis for patients. These values
emphasize care for people, trust and compassion, and compliance with Suzanne Nobrega (University of Massachusetts Lowell)
social norms. Thus, it appears that congruence with context-relevant
values were supported and that what makes for a healthy or unhealthy
G-2
value is the context. Categorizing a value as healthy without taking
context into account may be problematic. Endorsement of a particular Advancing worker safety, health and well-being through improved
value may be unhealthy in one context but yield positive outcomes in working conditions: Research, policy and practice from the
another (Sagiv & Schwartz, 2000). Thus, not only might value congru- Harvard T.H. Chan School of Public Health Center for Work, Health
ence play a role in moderating stressor-outcome relationships, but so and Well-being
might the type of value in context, too. Glorian Sorensen (Center for Community-based Research, Dana-Farber
Cancer Institute)
F-15
Can psychoeducation programs reduce emotional distress and G-3
psychological burnout?
Impacting the Health of Workers in Precarious Jobs - How the
Dong-Uk Yoon (Seoul National University Hospital) Center for Healthy Work Engages in Participatory Action Research
Introduction: Flight attendant is one of the occupations with high Elizabeth Fisher (University of Illinois at Chicago)
emotional labor, also experiences a lot of psychological burnout.
Previous studies have reported that emotional labor and psychologi-
cal burnout have adverse effects on individual mental health and further G-4
company management. Several strategies have been suggested to Healthier Workforce Center of the Midwest: Advancing research
reduce the psychological distress of flight attendants, but they have not and practice of Total Worker Health
been fully studied. The purpose of this study is to investigate whether a
psychoeducation program is effective to emotional labor and psycho- Diane Rohlman (University of Iowa)
logical burnout among Korean flight attendants.
Methods. One hundred flight attendants who work on major and
low-cost airlines participated in the baseline questionnaire survey. G-5
Some of them responded again to the questionnaire concerning A NIOSH Center of Excellence for Total Worker Health®:
emotional labor and psychological burnout after completing 4 sessions Advancing Health, Safety and Well-being of Workers through
of psychoeducation program. The psychoeducation program was devel- Research, Education and Practice
oped by authors based on cognitive behavioral therapeutic approach,
Liliana Tenney (Center for Health, Work & Environment, University of
which is consists of psychoeducation of emotion, cognition reconstruc- Colorado)
tion, corrective coping strategy, and relax technique training. In order to
compare emotional labor and psychological burnout before and after
the program, paired t-test was performed. G-6
Results. In the baseline survey, flight attendants would show consid- Oregon Healthy Workforce Center
erably high scores of emotional labor and psychological burnout scale.
Especially, the subgroup with less than five years of working experience Anjali Rameshbabu (Oregon Health & Science University)
would have the highest levels of emotional labor and psychological
burnout. We also predict that the emotional labor and psychological NIOSH Programs
burnout scores would be lower after completing the psychoeducation
program.
H-1
Conclusion. These results suggest that a psychoeducation program
might help flight attendants to deal with emotional labor appropriately NIOSH—Addressing Current Needs In The Healthcare And Social
and reduce emotional distress. The effectiveness of the psychoedu- Assistance Industry Sector
cation program should be demonstrated through further studies with
Megan Casey (NIOSH)
comparing the control group.
Work in the Healthcare and Social Assistance (HCSA) industry sector
is associated with high levels of stress and burnout resulting in multiple
adverse health and safety outcomes. The American Nurses Association
found that 74% of surveyed nurses had concerns about the effects of
stress and overwork. The incidence of burnout among registered nurses
48 WORK, STRESS AND HEALTH
T H U R S D AY
has been shown to be as high as 70%. Other professions within the be presented: 1) a study to understand the perceived risk of injury
HCSA sector also experience high prevalence of stress and burnout. of public safety workers from the opioid crisis, 2) a study to collect
Male veterinarians have been found to be 1.6 times more likely and data on nonfatal on-duty injuries among law enforcement officers to
female veterinarians 2.4 times more likely to die from suicide than analyze injury events and collect data on risk factors, injury types, job
the general population. In addition, temporary, contract, as-needed, activities, recovery experiences, and possible prevention factors, and
on-call and other contingent job arrangements are common in health- 3) the outcome of the Public Safety Sector results from the NIOSH
care settings. These work arrangements have been associated with Forum held in September 2019 to discuss research gaps regarding
adverse psychological outcomes and performance. working hours, sleep and fatigue among American workers across
To address these issues, the NIOSH Healthcare and Social seven industry sectors.
Assistance Industry Sector Program worked with other NIOSH Participants will develop a broader understanding of the depth
cross-sectors to draft strategic research goals to understand stress, and breadth of the Public Safety Sector research and intervention
depression, anxiety, cognitive impairment and suicide among HCSA work underway at NIOSH through collaborative efforts with a variety
workers. In November 2018, NIOSH delivered a statement of support of partners.
for efforts addressing healthcare personnel burnout as part of the Maryann D’Alessandro, PhD*, Penelope Allison, PhD, Paula Grubb,
National Academies of Sciences, Engineering, and Medicine’s Systems PhD, Hope Tiesman, PhD, National Institute for Occupational Safety
Approaches to Improve Patient Care by Supporting Clinician Well-Being and Health, 626 Cochrans Mill Rd, Pittsburgh, PA, 15236
initiative. In addition, NIOSH attended the “Healthcare Thought Leader
Meeting” held by the Occupational Safety and Health Administration
H-3
(OSHA) and the Institute for Healthcare Improvement to initiate efforts
to improve safety culture in healthcare settings in May 2019. NIOSH—Transportation, Warehousing, and Utilities Program
The National Occupational Research Agenda (NORA) HCSA
Dawn Castillo (NIOSH)
Sector Council hosted a two-day conference in Washington DC,
called “Healthy Work Design in the Healthcare and Social Assistance The NIOSH Transportation, Warehousing and Utilities (TWU) Program
Sector”. As a result of the workshop, the NORA Sector Council created works with partners in industry, labor, trade associations, profes-
a web-based resource in March 2019 that compiled tools and resources sional organizations, and academia to address the leading causes of
for improving safety culture in the HCSA Sector. work-related injuries, illnesses and fatalities among TWU workers. The
Efforts are currently underway to develop a curriculum to educate Transportation sector includes industries that transport passengers and
healthcare personnel on workplace safety culture and a systematic cargo, scenic and sightseeing transportation, and support activities for
review to understand the evidence linking patient and worker safety. transportation. The Warehousing sector covers industries providing
NIOSH researchers are also engaged in projects to understand psycho- warehousing and storage of goods. The Utilities sector includes indus-
social stress among applied behavior analysis workers and suicide tries which provide, service, and distribute electric power, natural gas,
among veterinarians. steam supply, and sewage removal. Although TWU workers account
Megan L. Casey, RN, BSN, MPH(*), Randall J. Nett, MD, MPH, for 5.3% of the workforce (approximately 8.3 million workers in 2017),
James M. Boiano, MS, CIH, Joene Patterson, David N. Weissman, MD, they accounted for 17.8% of the fatalities for all U.S. workers that year.
National Institute for Occupational Safety and Health, Healthcare and They also sustained approximately 103,800 occupational injuries and
Social Assistance Sector Program. National Institute for Occupational illnesses involving days away from work in 2017, 9.9% of the total for all
Safety and Health, National Personal Protective Technology Laboratory, US workers that year. The goals of the TWU program are; (1) reducing
Mailstop 2703,1095 Willowdale Road, Morgantown, WV 26505 transportation incidents and related injuries among TWU workers; (2)
addressing human-machine interaction to reduce injuries and illnesses
among TWU workers; and (3) reducing obesity and chronic disease
H-2 among TWU workers. The TWU program strives to fulfill its mission
NIOSH—Public Safety Sector Program through high quality research, practical solutions, partnerships, and
Research to Practice (r2p).
Maryann D’Alessandro (NIOSH) Transportation incidents are the leading cause of work-related
Public safety workers are employed in some of the most dangerous injury death among all major industry sectors, and the burden is espe-
occupations in the world. Every day across the nation, emergencies cially high in TWU. In 2017, 32% (666) of all work-related fatalities
occur that threaten people’s life, well-being, property, peace, and secu- associated with transportation incidents occurred in the TWU sector,
rity. During these events, society relies on public safety workers to the highest percentage of any industry sector. The greatest burden of
respond, protect, and restore the safety, security, and routine to our transportation-related fatalities was in the truck transportation sector
lives. Every time these public safety workers respond, they may be (455). Numbers of nonfatal injuries due to transportation incidents are
putting their health, safety, and even lives on the line. similarly high. Fatigue, long hours of work, and irregular work schedules
A variety of occupational hazards potentially affect the health of are contributors to transportation-related injuries among TWU work-
public safety workers. Due to a variety of risks and stressors, emer- ers. Transportation-related injuries of TWU workers can result in pain
gency response activities expose public safety workers to the possibility and suffering to the workers, and sometimes long-term disability that
of serious injuries from traumatic injuries, workplace violence, exposure impacts future employment. Employers bear workers’ compensation
to hazardous drugs, and acute and chronic diseases. costs and lost productivity in addition to other associated costs such
NIOSH has several new and ongoing research and intervention as replacement and training. There are also societal impacts given how
efforts in the Public Safety Sector that fall in the Healthy Work Design critical TWU workers are to the nation in delivering goods and services.
and Well-Being Cross Sector. Three relevant areas of emphasis will In 2017, the rate of occupational injuries and illnesses resulting in days
49 WORK, STRESS AND HEALTH
T H U R S D AY
away from work from transportation incidents was 26.9 per 10,000 • Preventing injuries from slips, trips, and falls
workers in transportation and warehousing sectors, the highest rate in • Reducing motor vehicle-related injuries
5 years, and 5 times the rate for all private industry workers. In 2017, the WRT sector employed over 20 million workers in 1.4
Interactions between workers and machines in TWU have been million establishments. In 2017, the WRT sector accounted for 553,800
beneficial to the employer and worker by reducing workload, repet- injuries and illnesses or 19% of the total injury/illness cases reported to
itive tasks, and increasing production capabilities. The International the Bureau of Labor Statistics (BLS) by private industry employers. Over
Federation of Robotics reports sharp increases in sales and is projecting 60% of those recordable cases, about 337,000, were severe enough
that a new type of robot, collaborative robots that work alongside and that employees experienced combinations of illnesses and injuries that
in conjunction with human workers, will have a market breakthrough require days away from work, job transfer, or restriction. The dispro-
in the next several years. Wearable robotics, such as exoskeletons to portionate number of recordable nonfatal injuries and illnesses, given
reduce physical loads on workers, are being marketed and have the the size of the work population, may be attributed to a set of high-risk
potential to reduce musculoskeletal disorders among TWU workers. subsectors within the WRT sector. These subsectors may include: food
Vehicles increasingly have automated safety features, and fully auton- and beverage stores, general merchandise (stores), grocery and related
omous vehicles, including commercial trucks and transit vehicles, are product merchant wholesalers, motor vehicle and parts dealers, and
currently being piloted on U.S. roadways. Technologic advances have building/gardening materials and supplies, among others. BLS selected
the potential to improve safety in many areas. However, the pace of events or exposures that attributed nearly 90% of recordable nonfatal
these technologic advances increases the potential for unforeseen injuries and illnesses are from overexertion and bodily reaction, contact
hazards being introduced in the workplace. with objects, or falls, at all levels. WRT had higher incidence rates for
The demands of many TWU jobs make it difficult to lead a healthy these events or exposures than all private industry.
lifestyle. Psychosocial stressors and the work demands of TWU The WRT sector experienced 461 fatalities in 2017. The highest
workers create special challenges: tasks may be sedentary in nature, number of fatalities in wholesale were due to transportation incidents
limited options may be available for where and when to eat, includ- and in retail were due to violence, and other injuries by person or animal.
ing access to healthy food choices, sleep periods may be suboptimal, We conducted an evaluation of BLS data in whole years from 2006
and work arrangements may be nonstandard. TWU workers have a through 2016 for workplace fatalities and recordable nonfatal injuries
high prevalence of obesity. Obesity is a risk factor for chronic disease and illnesses by selected events or exposures. The wholesale sector
that manifests itself in health conditions such as metabolic syndrome, incidence rate was consistently higher than all private industry during
cardiovascular disease, obstructive sleep apnea, and diabetes; prema- the eleven-year interval. The retail sector recordable nonfatal injuries
ture death and disability; increases in health care costs; lost productiv- and illnesses incidence rates were also higher than all private indus-
ity; and social stigmatization. From 2004 to 2013, 34% of TWU workers try during this time. We analyzed BLS demographic data on age, race
reported being obese (Body Mass Index >30) and 26% reported ever and ethnicity, and gender to determine the characteristics of the WRT
being diagnosed with hypertension, and just 45% of TWU workers met population and how they compare to other industry sectors.
CDC guidelines for physical activity. These same data showed that only This study is the most up-to-date and comprehensive assessment
74% of TWU workers had seen a primary health care provider in the 12 of WRT morbidity, mortality and injury. It will serve as the basis for
months prior to being interviewed. future research and prevention efforts.
The TWU program collaborates with partners to identify relevant Deborah A Hornback MS, Adrienne Eastlake, MS, RS/REHS, MT
research and to help disseminate research findings and translate them (ASCP), Donna Pfirman, Vern Anderson, PhD, Jeanette Novakovich,
into practice. The program publishes research in scientific journals and PhD, National Institute for Occupational Safety and Health
translates findings into materials that can be used by a variety of part-
ners and stakeholders to improve the safety, health, and well-being of
H-5
TWU workers. Products include scientific journal articles, fact sheets,
blogs, infographics, and social media messages. NIOSH—Chronic Disease Cross Sector of NORA Council:
Dawn Castillo MPH, W. Karl Sieber PhD, Jennifer E. Lincoln MS, Identification and Prevention of Occupational Disease
MEd, National Institute for Occupational Safety and Health, Division Todd Stueckle (NIOSH)
of Safety Research, 1095 Willowdale Rd, Morgantown, WV 26508
Occupational chronic diseases, including cancer and cardiovascu-
lar disease (CVD), remain an important source of economic cost
H-4 and suffering. Similarly, some reproductive, neurologic, and renal
NIOSH—Wholesale and Retail Trade Program diseases have occupational associations. The mission of the Cancer,
Reproductive, Cardiovascular and Other Chronic Disease Prevention
Deborah Hornback (NIOSH) Program (CRC) is to provide national and international leadership for
The National Institute for Occupational Safety and Health (NIOSH) the prevention of work-related diseases using a scientific approach
Wholesale and Retail Trade (WRT) Program provides leadership to to gather and synthesize information, create knowledge, provide
prevent diseases, injuries, and fatalities in wholesale and retail trade recommendations, and deliver products and services to those who
workers. Through our partnerships with industry, labor, trade associ- can affect prevention. CRC includes projects addressing a wide vari-
ations, professional organizations, and academia and research efforts, ety of health endpoints. The concentration of the program’s projects
we focus on the following areas: includes work-related research related to many types of 1) occupational
• Reducing injuries and illnesses from overexertion and adverse cancer, 2) adverse reproductive outcomes related to work, and 3) CVD
bodily reactions especially among aging workers and those who among workers. Additionally, CRC is the NIOSH program that includes
are exposed to the safety risks from emerging technologies projects related to occupational neurologic and renal diseases as well
50 WORK, STRESS AND HEALTH
T H U R S D AY
as other chronic conditions or illnesses not identified elsewhere in the Neurodegenerative diseases, peripheral neuropathies, and chronic
program portfolio. Evidence of burden, need, and impact are used to encephalopathies have known associations with occupational expo-
identify priorities to help guide research efforts towards preventing sures, such as pesticide and welding fume exposures. Also, a global
occupational disease. epidemic of chronic kidney disease with unknown cause (CKDu) is
Occupational carcinogens include single agents, complex mixtures, occurring. Agricultural and other high work load industries are the
and high-risk occupational groups. Numerous epidemiological studies most affected and factors including heat stress, dust, and pesticide
of specific exposures or specific industries have documented elevated exposures may play a role. Both exposure and chronic effects studies
risks for cancer among workers. Data for exploring occupation-re- are needed that span across job tasks, genetic susceptibilities, and
lated cancers is available via surveillance systems. For example, the pesticide class. Evidence-based interventions, such as practices and
NIOSH National Occupational Mortality Surveillance System allows programs, is needed to help minimize and prevent pesticide exposures.
investigators to identify associations of cause-specific mortality with NIOSH-sponsored surveillance programs are beginning to elucidate
occupation and industry. A vast number of carcinogens possess either the level of CKDu burden and etiologic mechanisms in U.S. work-
unknown or understudied cancer risk. Cohort tracking can assess how ers. Partnerships, including researchers, workers, and industries, are
interventions succeed to reduce exposures and subsequent effects. starting to make progress in basic etiology, prevention, and translation
New data on emerging hazards, such as nanomaterials, are contin- research to reduce morbidity in affected occupational sectors.
uously sought after by the CRC to evaluate for cancer risk. Exposure, Todd A. Stueckle, PhD, HELD/NIOSH, Elizabeth Whelan, PhD, and
mechanism(s) of adverse effects, and risk from studies of high-priority Teresa Schnorr, PhD, DFSE/NIOSH, Health Effects Laboratory Division,
agents are provided for quantitative risk models and recommendations. National Institute for Occupational Safety and Health, Morgantown,
NIOSH continues to identify links between workplace exposures and WV, 26505, USA
cancer. A recent study of 30,000 firefighters reported higher rates of
several cancers compared to the whole US population. Subsequently,
H-6
a National Firefighter Registry was initiated in 2018 to improve under-
standing of cancer risk among firefighters. NIOSH—Development of the National Occupational Research
Occupational exposures and the potential effects on reproductive Agenda (NORA) for the Immune, Infectious and Dermal Disease
health are of significant public health concern. Heavy metals, solvents, Prevention Program
sterilants, gases, and pesticides are known agents that can impact Stacey Anderson (NIOSH)
reproductive outcomes in workers. Currently, 10% to 20% of pregnan-
NORA is a program sponsored by NIOSH to stimulate innovative
cies result in spontaneous abortion with 3% of live births possessing
research and workplace interventions. NORA councils are a venue for
major malformations. Toxicant, multiple factors, and unknown causes
individuals and organizations with common interests to come together
are attributed to these effects. Some progress has been made to identify
to identify national occupational safety and health research objectives.
and separate occupational hazards from other etiologic factors asso-
These build from advances in knowledge, address emerging issues, and
ciated with adverse reproductive outcomes. Many substances have
are based on council member and public input.
suspected detrimental effects on reproductive processes, however,
The Immune, Infectious and Dermal Disease Prevention Program
sufficient data are lacking. Laboratory studies inherently cannot keep
(IID) focuses on work-related diseases such as irritant and allergic
pace to identify potential hazards and the underlying biological mech-
contact dermatitis, allergic rhinitis, asthma and infectious disease,
anisms. Recent advances in technology and methodology in reproduc-
caused by work-related exposures. Also included are exposures to
tive health research are improving researchers’ ability to 1) overcome
chemicals that can be absorbed from contact with skin that may result
obstacles, 2) improve understanding of causation, mechanism, and
in adverse health impacts.
affected populations, and 3) reduce reproductive adverse outcomes.
The NORA Council for IID has identified 6 objectives. (1) Investigate
Heart disease is the largest contributor to mortality in the U.S. total-
effects of recurring low-level occupational exposures on dermal,
ing >647,000 in 2017. Little information exists, however, on how occu-
immune, and infectious diseases, including the role of perturbations
pational hazards contribute to CVD risk and mortality rate. Although
on skin microbiome in maintenance of skin barrier function and toxicity
several agents in the workplace can affect heart health, clear links
resulting from xenobiotic metabolism by the skin and skin microbiome.
between occupational factors and disease development are not clear.
(2) Investigate the contributions of skin exposure to the overall body
For example, elevated rates of CVD death exist in non-smoking work-
burden of toxic substances including advancements in skin permeation
ers exposed to environmental smoke. More epidemiological research
measurements, modeling and refinement of skin exposure and risk
with available worker populations and collected biological specimens
assessment strategies. (3) Improve current skin exposure measure-
is clearly needed to identify occupational factors contributing to CVD
ment methods including the quantification of chemical loading on
among workers. Improved monitoring and measures of stress were
the skin surface, characterization of dermal absorption or perme-
recently shown to identify and improve understanding of key factors
ation, efficacy of workplace controls for dermal exposures and skin
in the work environment contributing to CVD risk. New method devel-
and surface decontamination methods. (4) Reduce the incidence and
opment in exposure measurements, Quality of Work Life Surveys, and
transmission of infectious disease in the workplace though assessment
laboratory effects studies continue to improve detection of exposure
of exposure pathways, quantitative models, surveillance and interven-
and identify sub-clinical effects on the cardiovascular system. Research
tion and preparedness. (5) Reduce the incidence of allergic disease in
is improving our knowledge on how occupational factors impact biolog-
the workplace through the identification of allergens, understanding
ical mechanisms underlying workplace-associated CVD development.
of the mechanisms of allergic disease and through surveillance, inter-
Neurotoxicity leading to clinical syndromes represents one of
vention and dissemination. (6) Investigate autoimmune disease risk
the leading occupational disorders in the U.S, with a large propor-
associated with occupational and environmental exposures through
tion of hazardous agents possessing potent neurotoxic effects.
51 WORK, STRESS AND HEALTH
T H U R S D AY
increased workplace hazard evaluations, development and improve- • Publishing a Morbidity and Mortality Weekly Report on suicide
ment of animal models, and identification of biomarkers of disease. rates by major occupational groups.
Potential impact resulting from these objectives include: iden- • Contributing surveillance data from the National Electronic Injury
tification of occupational hazards; identification of factors that can Surveillance System-Occupational Supplement (NEISS-Work)
influence occupational exposure to chemicals which will help to deter- and Childhood Agricultural Injury Surveys to a Government
mine the most appropriate ways to prevent or minimize exposure; an Accountability Office report with recommendations for improving
understanding of the mechanisms of occupational diseases which will Department of Labor efforts to keep children who work safe.
allow for proper treatment and/or prevention; and hazard identifica- • Convening the 7th National Occupational Injury Research
tion that will lead to risk assessment which will ensure safe working Symposium (NOIRS) in October 2018 with more than 330 research-
environments. ers, safety professionals, and students in attendance.
Stacey E. Anderson, PhD*, H Frederick Frasch, PhD, Brett Green, In addition to conducting research, the TIP Program works closely
PhD, Don Beezhold, PhD, National Institute for Occupational Safety with partners from industry, labor, trade associations, professional
and Health (NIOSH), Health Effects Laboratory Division, Allergy and organizations, other government agencies, and academia. Through our
Clinical Immunology Branch, 1095 Willowdale Road, Morgantown, program partnerships we are able to address the difficult challenges
WV, 26505 facing today’s workforce. Our partners contribute to building a safer
workforce by providing:
• Valuable input for setting research priorities through the National
H-7
Occupational Research Agenda (NORA).
NIOSH—Traumatic Injury Prevention Program • Specialized expertise to support the research, analysis, interpreta-
tion, and communication of results.
Christine Schuler (NIOSH)
• A means of putting information into every day practice at the
The National Institute for Occupational Safety and Health’s (NIOSH) worksite.
Traumatic Injury Prevention (TIP) Program aims to reduce and prevent Individuals and organizations interested in reducing and preventing
work-related injury and death, across all industries, due to acute trauma work-related traumatic injuries are encouraged to join the NORA TIP
or violence. To achieve this mission, we conduct high-quality research Program Council, which serves as the venue to bring those with similar
using the public health approach to identify the most compelling risks interests together to address the national agenda through information
to workers through surveillance, analytic epidemiology, and field inves- exchange, collaboration, and enhanced dissemination and implemen-
tigations. We also leverage protective technology, and engineering tation of solutions that work.
science as a means to improve personal protective equipment, tools, Collective efforts from the TIP Program’s research activities and
and workspaces, to keep workers safe on the job. partnerships are vital to ensuring the effective promotion and transfer
The TIP Program is committed to the development of practical solu- of findings into practices, products, and technologies that keep workers
tions to address the complex problems that cause traumatic injuries safe on the job. Some examples of how the TIP Program has worked
and deaths among workers. To do this, the TIP Program’s research is to support adoption of our research—or move research to practice—
focused on: includes the development of:
• Preventing injuries and deaths from falls at work, on-the-job motor • A free mobile app to help workers who use ladders set up a ladder
vehicle crashes, workplace violence, and the use of machines and at the appropriate angle,
industrial vehicles to perform work duties. • A toolkit that includes 40 safety messages to promote safe driving
• Recommending strategies and solutions to reduce risks associated practices among law enforcement patrol officers,
with work-related injury and death from falls, motor vehicle crashes, • An online, interactive training course to aid healthcare workers
workplace violence, and contact with machines. in better understanding the scope and nature of violence in the
• Identifying and evaluating ways to reduce traumatic injuries among workplace, and
high-risk jobs and vulnerable worker groups. • A hazard alert prepared by the Washington State FACE Program, a
• Addressing emerging issues such as robotics and drug overdoses. TIP Program partner, to notify employers and workers of the dangers
There are three key research activities that support the TIP involved in using remote-controlled demolition robots.
Program’s aim to reduce worker injury and death. Those activities are: To learn more about the TIP Program, visit our website: https://
• Surveillance to identify and track traumatic injury problems in www.cdc.gov/niosh/programs/ti/default.html. To join the NORA TIP
specific worker populations, prioritize research needs, target Program Council, please contact Dr. Christine Schuler at CSchuler@
prevention efforts, and monitor work-related injury and death cdc.gov
trends. Dawn Castillo, MPH, Christine Schuler, PhD*, and Sydney Webb,
• Field research to determine the causes of and risk factors for PhD. National Institute for Occupational Safety and Health, Division
work-related injuries, and evaluate the efficacy of interventions, of Safety Research, 1095 Willowdale Road, MS #1900, Morgantown,
best practice solutions, and engineering controls. WV 26505-2888, USA
• Lab research to examine everything from workplace equipment to
human behavior and decision-making skills in a safe and controlled
environment. H-8
Some examples of the TIP Program’s recent research efforts include: NIOSH—An Overview Of The NIOSH Healthy Work Design And
• Publishing findings on the effectiveness of a no-cost-to-workers Well-Being Cross Sector
slip-resistant footwear program to reduce falls among food services
workers. Jeannie Nigam (NIOSH)
52 WORK, STRESS AND HEALTH
T H U R S D AY
The National Institute for Occupational Safety and Health (NIOSH) Employers, workers, and their communities all have a stake in promot-
Healthy Work Design and Well-Being (HWD) Program seeks to ing the design of healthy jobs and advancing the well-being of workers.
improve the design of work, work environments, and management Traditional workplace health promotion, wellness, and safety
practices in order to advance worker safety, health, and well-being. programs have often remained siloed, focusing on promoting worker
HWD partners with industry, labor, trade associations, professional health through reduction of individual risk-related behaviors, or mini-
organizations, and academia to accomplish its goals. Current priori- mizing workers’ exposures to job-related risks, including exposures to
ties include: improving the organization of work in order to reduce job physical, biological, and chemical hazards. There is increasing evidence
stress; advancing the safety and health of workers in non-standard that this fragmented approach is not as effective as coordinated and
work arrangements, such as temporary staffing agency, contract, and comprehensive organizational-level interventions that consider all
gig arrangements; and protecting workers from the adverse health and aspects of work. New approaches will focus on ensuring the safety of
safety consequences of shift work, long work hour schedules, and other workers while looking more broadly at how work and the workplace
factors that contribute to work-related fatigue. can advance worker health and productivity on and off the job. The
This poster highlights recent HWD accomplishments and products National Institute for Occupational Safety and Health (NIOSH) believes
including information on: the fifth administration of the NIOSH Quality that a holistic approach that promotes the integration of all conditions
of WorkLife survey, which gathers data from a nationally representative of work and employment that impact worker safety is key to protecting
sample of employed adults in order to track changes in the organiza- workers and designing safer, healthier jobs.
tion of work and understand their impacts on worker health, safety, and NIOSH defines Total Worker Health (TWH) as “policies, programs,
well-being; and a satellite meeting of experts at the 24th International and practices that integrate protection from work-related safety and
Symposium of Shiftwork and Working Time aiming to identify gaps health hazards with promotion of injury and illness prevention efforts
and needs surrounding working hours, sleep, and fatigue among U.S. to advance worker well-being.” The NIOSH TWH Program has artic-
industries. We also highlight key international presentations including: ulated a need for further research to expand the relevant evidence
one on the association between precarious employment and work- base and move research into practice. The TWH Program at NIOSH
place mistreatment, including harassment and discrimination, at the supports the development and adoption of ground-breaking research
11th International Conference on Workplace Bullying and Harassment; and best practices of integrative prevention approaches that address
one on work flexibility in the U.S. and the associated work-related health risks arising from work-related and non-work related factors.
well-being at the 2019 Congress of the European Association for Work The TWH Program carries out its aim to prevent worker injury and
& Organizational Psychology; and another at the 5th International illness and to advance health and well-being through 1) an intramural
Conference on Well-being at Work, on the NIOSH-RAND worker research program and an extramural research program comprised of
well-being framework that characterizes well-being among workers six Centers of Excellence for Total Worker Health; 2) active engage-
through individual health and work-related environmental, organiza- ment with partners from labor, industry and the federal, state and local
tional, and psychosocial factors which, when optimized, enable workers government; 3) dissemination of research results through publications,
to thrive and achieve their full potential. presentations, and scientific meetings; and, 4) motivating trans-dis-
Lastly, the poster highlights a few recent HWD publications on ciplinary collaboration among national and international investigators
opioids, fatigue, and comprehensive approaches to achieve worker focused on preserving and improving the health of all people who work.
safety, health, and well-being. We developed resources that address Sarah Mitchell, MPH; CDR Heidi Hudson, MPH; L. Casey
the “full lifecycle” of the opioid crisis through the lens of industry, occu- Chosewood MD, MPH; on behalf of the NIOSH Office for Total Worker
pation, and other work-related factors and provide actionable informa- Health®
tion and recommendations for workers and employers. In addition, we
published on suicide and drug-related mortality following occupational
H-10
injury and on comprehensive recommendations to reduce fatigue asso-
ciated with sleep deficiency and work hours in nursing, in collaboration NIOSH—Center For Motor Vehicle Safety: Keeping Workers Safe
with the American Academy of Nursing. We also published guidance On The Road
on organizational approaches for designing, implementing, and evalu- Stephanie Pratt (NIOSH)
ating policies, programs, and practices that comprehensively address
Motor vehicle crashes are the leading cause of work-related deaths in
worker safety and health, including through Total Worker Health.®
the United States (U.S.). From 2003-2017, more than 27,000 workers
in the U.S. died in a work-related motor vehicle crash. Crashes affect
H-9 workers in all industries and occupations, whether they drive heavy
NIOSH—Total Worker Health® Program: Exploring new research trucks, emergency vehicles, pickup trucks, or cars, and whether driv-
horizons for worker well-being ing is a primary or occasional part of the job. To address this important
worker safety issue, the National Institute for Occupational Safety and
Sarah Mitchell (NIOSH) Health’s (NIOSH) Center for Motor Vehicle Safety (CMVS) conducts
Today, there is increasing evidence of a strong connection between research and develops strategies to prevent work-related motor vehi-
the work environment and overall health, safety, and well-being of the cle crashes and injuries. Using a multidisciplinary approach, CMVS
workers within it. Diminished health or injury, whether caused by work researchers and communicators across NIOSH work with partners
or resulting from non-work activities, reduces quality of life, opportunity, to identify crash risk factors, develop and evaluate workplace inter-
and income for workers and those dependent upon them. Conversely, ventions to prevent crashes and injuries, and share the results with
workplaces with enhanced opportunities for the total health of work- employers, workers, and others. The poster presentation will convey
ers can lead to a vibrant, engaged and high-performing workforce. the scope and purpose of the CMVS and provide highlights of recent
53 WORK, STRESS AND HEALTH
T H U R S D AY
accomplishments. It will also share information about CMVS strate- The Occupational Health Equity program seeks to identify and elim-
gic planning, which is intended to ensure that resources are directed inate avoidable differences in work-related disease incidence, injury,
toward highest-priority topics and worker groups. mental illness, and morbidity and mortality that are closely linked with
In September 2019, the CMVS published an evaluation of progress social, economic, and/or environmental disadvantage.
on its 2014-2018 strategic plan, which identified numerous research The United States’ workforce is undergoing dramatic demographic
and communication products focusing on high-priority worker groups: and structural shifts. The fastest growing groups in the workforce (such
truck drivers, emergency medical services workers and firefighters, law as racial minorities, immigrants, and contingent workers) are also those
enforcement officers (LEOs), oil and gas extraction (OGE) workers, and who are at an increased risk of occupational injuries and illnesses as
light-vehicle drivers. For example, research on motor vehicle crashes a result of social, economic, and/or environmental disadvantage. The
among LEOs led to development of trade journal articles on prevention direct and indirect cost of occupational injury and illness in the United
of officer-involved crashes and a toolkit for use by departments and States in 2007 was $250 billion, up from an inflation-adjusted $217
officers. Research findings about the role of fatigue in crash fatalities billion in 1992. If the disadvantages that contribute to increased occu-
of OGE workers, coupled with strong interest from industry partners, pational injury and illness are not addressed, the costs to society will
led to development of fact sheets on driver fatigue directed toward increase as workers from these high-risk groups make up an increasing
employers and workers. Research findings on non-use of seat belts by percentage of the workforce. Occupational health equity research and
truck drivers led to NIOSH’s first CDC Vital Signs, a suite of commu- practice is essential if we are to maintain the gains in safety and health
nication products to promote trucker safety and injury prevention by of the past half-century.
encouraging belt use. Research on the safety of workers in the ambu- One of the largest challenges facing occupational health equity is
lance patient compartment led to development of ambulance design that the same social and economic structures that contribute to higher
and testing standards and to changes in performance specifications for risks of occupational injury have often also excluded these workers
ambulance purchases. CMVS research findings have also contributed from efforts to understand and prevent workplace illness and injury.
to NIOSH comments to regulatory agencies and to national and inter- As a result, existing surveillance systems often have incomplete infor-
national standards on fleet safety management that provide critical mation, making the occupational health status of some underserved
guidance where no regulations exist. worker populations unclear. Similarly, research methods that work
Building on the evaluation of its 2014-2018 plan, the CMVS is devel- well for understanding majority populations are often not as effec-
oping a 10-year plan which will go into effect in 2020. The draft plan is tive for working with many racial/ethnic minority groups. Tailored
informed by input from internal and external partners, the public, and research methods and interventions need to be developed and adopted.
research agendas from other organizations. Following the NIOSH stra- Occupational safety and health professionals and organizations need
tegic plan for 2019-2023, the CMVS plan will emphasize four indus- to continue developing the internal capacity and institutional relation-
try sectors for which motor vehicle safety is a priority: oil and gas ships to work effectively with these communities.
extraction; public safety; transportation, warehousing, and utilities; The Occupational Health Equity program is working to integrate
and wholesale and retail trade. Research and communication activities a social determinants of health approach to occupational safety and
will center on three strategic areas: (1) crash and injury risk factors; (2) health. This work includes:
engineering and technology-based interventions; and (3) motor vehi- 1. Improving surveillance and research methods to more precisely
cle safety management programs and practices. A continuing balance identify which social, economic, and/or environmental disadvantages
between research and communication positions the CMVS to effec- contribute to higher rates of occupational injury and illness in which
tively and efficiently work toward our overarching goal of preventing industries.
work-related motor vehicle crashes. 2. Promoting research that explains how barriers to safety and
Stephanie G. Pratt, PhD,* Rebecca R. Olsavsky, MS, National health related to these factors occur at the worksite and how they can
Institute for Occupational Safety and Health (NIOSH), Division of be overcome.
Safety Research. 3. Developing and evaluating tailored occupational safety and
health programs, policies or other changes that directly address
these barriers either by themselves or in combination (Overlapping
H-11
Vulnerabilities)
NIOSH—Occupational Health Equity Program 4. Improving institutional infrastructure to address these risk factors
through internal capacity building and partnership development.
Michael Flynn (NIOSH)
Michael A Flynn, MA, Paul Schulte, PhD, Andrea L. Steege, PhD,
Not all workers have the same risk of experiencing a work-related Carlos Siordia, PhD, National Institute for Occupational Safety and
health problem, even when they have the same job. The way societies Health, Occupational Health Equity Program, 1090 Tusculum Ave. M/S
configure social and economic arrangements influence workers’ expo- C-10, Cincinnati, OH 45226, USA
sure to occupational hazards (differential exposure) as well as their
ability to cope with adverse consequences of an occupational injury or
illness (differential susceptibility). These arrangements are commonly H-12
referred to as social determinants of health (SDOH). Three types of NIOSH—Center for Occupational Robotics Research: Program,
social arrangement particularly salient for the distribution of occupa- Goals, and Research
tional injury and illness include: social group/identity along axes such
as race, class and gender; organizational and industry practices such Hongwei Hsiao (NIOSH)
as competitive bidding, unionization, and sub-contracting; and employ- The National Institute for Occupational Safety and Health (NIOSH)
ment characteristics such as job security, shift work, and pay structures. conducted extensive robotics research when robots began appearing
54 WORK, STRESS AND HEALTH
T H U R S D AY
in the workplace in the mid-1980s. Increased use of robots and break- NCPAW’s concept of productive aging is informed by the Work
throughs in human-robot collaboration during recent years require Ability approach first developed by the Finnish Institute of Occupational
a new level of scientific efforts to guide the development and use of Health, and Total Worker Health®. Productive aging takes a compre-
robots that enhance worker safety, health, and well-being. NIOSH hensive, integrated approach to understanding the aging process
established the Center for Occupational Robotics Research (CORR) across the life span, including the physical, mental, and social aspects
in September 2017. The CORR addresses the safety of today’s work- of a worker’s well-being. In particular, NCPAW’s approach to produc-
ers who use, wear, or work near robots by working in partnership with tive includes four attributes: (1) a life-span perspective, (2) a compre-
academic researchers, trade associations, robotics manufacturers, hensive and integrated framework, (3) outcomes that recognize the
employers using robotics technology, integrators who set-up robotic priorities of both workers and organizations, and (4) a supportive
systems in workplaces, labor organizations, and other federal agencies. work culture for multi-generational issues. These attributes illustrate
The proposed poster will focus on NIOSH efforts on (1) the poten- the emphasis of productive aging on meeting the needs of all workers
tial for robotics technologies to prevent worker injuries and musculo- as they age.
skeletal disorders, (2) increasing understanding of human and robot Bermang Ortiz, BA, James Grosch, PhD, Juliann Scholl, PhD,
interactions to ensure human worker safety, (3) improving the ability Harpriya Kaur, PhD, National Institute for Occupational Safety and
to identify and track injuries involving robotics technologies, and (4) Health, Education and Information Division, Training Research and
providing guidance on working safely with robotics technologies. The Evaluation Branch, 1090 Tusculum Ave., Mailstop C-10, Cincinnati,
materials will be organized by (1) the concept of human-centered OH 45226
robotics, (2) NIOSH’s role in robotics research, (3) current NIOSH
robotics research projects, and (4) NIOSH laboratory capacity for
H-14
robotics research on worker safety, health, and well-being. The subjects
of work, stress, and health are integrated in the poster presentation. NIOSH—Safe • Skilled • Ready Workforce Program
Hongwei Hsiao, PhD*, Dawn N. Castillo, MPH, Jacob Carr, Ph.D.,
Rebecca Guerin (NIOSH)
National Institute for Occupational Safety and Health, Division of Safety
Research, 1095 Willowdale Rd, Morgantown, WV 26505, USA Globalization and advancements in technology have generated new
demands for the knowledge and skills required for job and life success.
The World Economic Forum suggests that cross-sector competencies,
H-13 such as critical thinking, are in higher demand by employers than are
NIOSH—National Center For Productive Aging And Work “narrow” technical skills. No international consensus exists about the
skills required for tomorrow’s workers or if competencies related to
Bermang Ortiz (NIOSH) occupational safety and health (OSH) are included in this vision. Yet
This poster will present strategic goals for the National Center for ensuring that future jobs are also safe and healthy jobs is a critical, and
Productive Aging and Work (NCPAW), a description of current activ- often missing, component of efforts to develop the future workforce.
ities, and a model of productive aging. The societal and economic costs of work-related injuries and illnesses
Workers 55 or older are increasing in number and will account for are a serious and persistent public health problem in the United States.
nearly 25% of the labor force in 2024. The aging of the U.S. workforce A 2011 analysis suggests that the cost of work-related fatalities and
has implications for the safety and health of all workers. Aging can nonfatal injuries and illnesses, based on medical costs and produc-
be a process of decline and loss as well as a course of development tivity losses, at over $250 billion per year. This exceeds the cost of
and growth. For example, although the likelihood of fatal occupational cancer and cardiovascular disease.1 Young and contingent workers
injuries increases with age, older workers tend to experience fewer suffer disproportionately from workplace injury and illness.2,3 Young
non-fatal workplace injuries than their younger coworkers. The US people between the ages of 15 and 19 are more than twice as likely
workforce is also becoming increasingly age diverse, with many work- than workers ages 25 and over to experience a work-related injury that
places having up to five generations working side by side. requires treatment in a hospital emergency department.2 Workplace
The National Center for Productive Aging and Work (NCPAW) at incidents may result in lifelong disabilities that impact young workers’
the National Institute for Occupational Safety and Health (NIOSH) health, well-being, and financial future. Contingent workers are another
advances lifelong well-being for workers of all ages and supports population at high risk for experiencing a work-related injury.3 One
productive aging across the working life through: a) research activities of many contributing factors to this high burden of injury among new
that advance the understanding of workplace factors that contribute (including young and contingent) workers is a lack of sufficient safety
to the productive and healthy aging of workers; b) research transla- and health training.3,4 Thus, OSH knowledge and skills should be part
tion that effectively engages stakeholders and intermediaries in the of every effort to prepare the future workforce.
reduction and prevention of work-related injuries and illness in the In 2013, NIOSH launched the Safe Skilled Ready Workforce (SSRW)
aging workforce; and c) partnership development and capacity build- Program to build on two decades of young worker research at NIOSH
ing with occupational health and safety researchers, organized labor, and advance science for the design, implementation, and evaluation
employers, intermediaries, and other stakeholders. Current NCPAW of programs that prepare young and contingent workers for safe and
projects include develop educational products to prevent WMSDs in healthy employment. The Program’s mission is to ensure that all people,
construction workers across age groups; develop educational products before they join the U.S. labor force or start a new job, have essential
to prevent WMSDs and falls among aging retail workers; and develop OSH competencies that pertain to hazard recognition and control
fact sheets about important occupational and safety affecting aging in the workplace; employer responsibilities and worker rights and
workers. roles; actions to take in a work-related emergency; and communication
with others when feeling unsafe or threatened.5 These cross-sector
55 WORK, STRESS AND HEALTH
T H U R S D AY
competencies are designed to be general, portable to all jobs and indus- prevention activities. The Small Business Assistance Program activi-
tries, compatible with existing work readiness initiatives, and transfer- ties include: (a) researching the work environment in small businesses
able to other settings where risk-based decisions are made. The NIOSH and the barriers to prevent workplace illness, injury, and death; (b)
Core Competencies are currently delivered to middle school and high researching the role of intermediaries (such as insurance companies,
school students through the Youth@Work–Talking Safety curriculum trade associations, and chambers of commerce) and the best way to
from NIOSH and its partners. Talking Safety is a free, fun, and inter- partner with them to connect with small businesses; (c) conducting
active curriculum customized for all U.S. states and several territories, outreach by giving presentations to small business groups; (d) fostering
and is available in Spanish. Talking Safety is updated regularly and has international collaborations with other small business safety and health
been downloaded more than 30,000 times from the NIOSH website leaders through large scientific conferences and informal network-
since 2015. The curriculum is currently being adapted for contingent ing; and (e) collaborating and providing support (such as translation
workers in the construction sector. or outreach) to other NIOSH programs and outside partners that do
SSRW investigators conduct research on, and support activities research that may be helpful to small businesses.
related to, the delivery of foundational workplace safety and health Brenda Jacklitsch, PhD, MS*, Garrett Burnett, MS, MBA, Thomas
knowledge and skills, including through the Talking Safety curriculum, Cunningham, PhD, National Institute for Occupational Safety and
to young, contingent, and other high-risk workers. The evidence base Health (NIOSH), 1090 Tusculum Ave., MS C-10, Cincinnati, OH 45226,
for Talking Safety is being established through two large intervention/ USA
implementation studies in Miami-Dade County Public Schools and
Oklahoma City Public Schools. Approximately 18,000 students have
H-16
received Talking Safety as a part of SSRW research. Results have shown
that students demonstrated statistically significant increases in work- NIOSH—Oil and Gas Extraction Program
place safety knowledge, attitude, norms, self-efficacy, and behavioral
Kyle Moller (NIOSH)
intention after instruction.6
Examples of the public health impact of the program include the During 2018, the oil and gas extraction industry, which is comprised
Employment and Training Administration, within the U.S. Department of oil and gas operators, drilling contractors, and well service compa-
of Labor, integrating the NIOSH competencies as part of the “Health nies, employed approximately 470,000 workers. During 2003–2017,
and Safety” building block in their Generic Building Blocks Competency 1,566 oil and gas extraction workers were killed on the job, resulting in
Model. These models are widely used by the workforce development an annual fatality rate more than six times higher than the rate among
sector to identify employers’ skills needs. As an outgrowth of SSRW all U.S. workers. The National Institute for Occupational Safety and
partnerships, the states of Oklahoma and Texas passed laws promot- Health’s (NIOSH) Oil and Gas Extraction Program works with partners
ing OSH training for youth while in middle school and high school; 13 in industry, trade associations, professional organizations, govern-
more states are in the pipeline. The American Federation of Teachers ment, academia, and labor to improve the health and well-being of oil
(AFT)—with 1.7 million members in more than 3,000 local affiliates and gas extraction workers. Traditionally, the program has sought to
nationwide—passed a resolution to protect Next-Gen Workers by reduce or eliminate injuries, illnesses, and fatalities through epidemi-
promoting the use of the Talking Safety curriculum. Finally, Talking ologic surveillance, identifying and characterizing physical and chem-
Safety has been adopted and adapted by NIOSH Global partner SESI ical exposure hazards, developing and evaluating engineering controls,
(Serviço Social da Indústria) for use in schools in Southern Brazil. and disseminating high-impact communication products. Recently, the
Rebecca J. Guerin, PhD, CHES*, Devin S. Baker, MEd, Andrea H. NIOSH Oil and Gas Extraction Program has recognized the need to
Okun, DrPH, National Institute for Occupational Safety and Health, expand the program’s research to examine work organization factors,
Social Science and Translation Research Branch, Division of Science especially as they relate to fatigue, prescription and illicit drugs, and
Integration, 1090 Tusculum Ave, MS C-10, Cincinnati, OH 45226- substance use/misuse in the industry. Oil and gas extraction activi-
1998 USA ties often involve physical labor; occur around the clock and often in
remote locations; outside in all weather conditions; and with employ-
ees and contractors from multiple employers working simultaneously.
H-15 In addition, employees often work a 12-hour shift for two weeks at a
NIOSH—Small Business Assistance Program time and, when working, may live in temporary or shared housing at
or near the well site making quality sleep difficult. The need to address
Brenda Jacklitsch (NIOSH) these and other workplace factors has culminated in the development
There are approximately six million workplaces in the U.S. that have of a new intermediate goal in the NIOSH Strategic Plan that addresses
employees. Eighty-nine percent of them have fewer than 20 employ- fatigue, work organization, and substance use/misuse in the oil and gas
ees, and 79% have fewer than 10 employees. Although not clearly extraction industry. The purpose of this poster presentation is threefold;
illustrated in national injury and illness statistics, several studies show (1) to inform partners of the expanded research into work organization
the smaller a business is, the more likely workers are to experience factors in the oil and gas extraction industry, (2) solicit information
injuries, illnesses and fatalities. Smaller businesses engage in fewer related to that new line of research, and (3) identify potential collabo-
occupational safety and health activities than larger businesses for rative research partners to address these research needs.
various reasons, and there is a clear need for delivering occupational Kyle M. Moller, PhD*, David L. Caruso, MA, and Ryan D. Hill, MPH,
safety and health assistance. National Institute for Occupational Safety and Health, Western States
The mission of the NIOSH Small Business Assistance Program is Division, 315 E Montgomery Avenue, Spokane, WA, 99207, USA
to decrease occupational diseases, injuries, and fatalities in smaller
businesses by encouraging and supporting research, outreach, and
56 WORK, STRESS AND HEALTH
T H U R S D AY
H-17 8.4% among workers in architecture and engineering occupations to
NIOSH—Surveillance Program: Healthy Work Design Priorities 19.7% among workers in healthcare support occupations.
Substance abuse: We published an article on drug overdose deaths
Sara Luckhaupt (NIOSH) by occupation using
The National Institute for Occupational Safety and Health (NIOSH) National Occupational Mortality Surveillance (NOMS) data. We
Surveillance Program works with partners in industry, labor, trade found that during 2007–2012 proportional mortality ratios (PMR)
associations, professional organizations, government agencies, and for heroin-related overdose deaths (1.46) and methadone-related
academia. The program focuses on: overdose deaths (1.34) were highest for the construction occupation
• Expanding awareness, knowledge, and use of occupational safety group. PMRs for natural and semisynthetic opioids were highest for the
and health (OSH) surveillance data; extraction (1.39) and health care practitioner (1.81) occupation groups.
• Building capacity for state-based OSH surveillance; Opportunities for collaboration: Aggregate data from the NHIS and
• Integrating OSH variables into general health surveillance systems; BRFSS can be explored on the WHC website. Aggregate NOMS data
• Supporting industry sector and health and safety cross-sector can be explored on the NOMS query website. NHIS datasets, includ-
surveillance needs and addressing cross-cutting surveillance issues. ing variables relevant to healthy work design, are publicly available for
The goals of the NIOSH Surveillance Program support all 7 of download on the NHIS website; relevant BRFSS and NOMS data are
NIOSH’s strategic goals. The Surveillance Program service goals available for analysis through data use agreements. NIOSH epidemi-
reflect ongoing efforts to identify and track workplace injuries, illnesses, ologists would be happy to collaborate on specific analyses.
hazards, deaths and exposures in the United States. The Surveillance Other relevant topics and data sources of recent publications:
Program research goals focus on new surveillance methods, tools, and • Availability of and participation in workplace health promotion
analytical techniques. The NIOSH Surveillance Program research goals programs, 2015 NHIS-OHS
are integrated into the various sectors and cross-sectors of the NIOSH • Prevalence of workplace discrimination and mistreatment,
Program Portfolio. Surveillance research goals relevant to the Healthy REGARDS cohort
Work Design Cross-sector focus on work arrangements, workplace • Trust in the work environment and CVD risk, Gallup-Sharecare
psychosocial exposures, mental health outcomes, and substance abuse. Well-being Index
Specific goals include conducting surveillance research to… • Prevalence and expenses of outpatient opioid prescriptions,
• …better characterize the risk factors for contingent workers and Medical Expenditure Panel Survey
workers in non-standard work arrangements in the construction, Future plans: NIOSH will sponsor the administration of an occu-
services, and wholesale and retail trade sectors. pational health supplement (OHS) to the 2021 NHIS. The 2021 NHIS-
• …better track work practices, work factors (psychosocial and safety OHS will build on the 2010 and 2015 NHIS-OHS’s sponsored by NIOSH,
climate), and health and safety outcomes among healthcare work- but will have a narrower focus. The 2021 NHIS-OHS questions will
ers, including those in contingent work arrangements and veterinary focus on characteristics of healthy work design, emphasizing detailed
medicine/animal care workers. characterization of work arrangements, work schedules, and work-
• …develop new methods to systematically measure and report fatigue place psychosocial exposures. Data will be publicly available in the
issues among mining workers. summer of 2022. NIOSH will continue to work to increase the number
• …identify the relationship between occupational exposures and of states that include industry and occupation questions in the BRFSS
PTSD, substance abuse, and depression among public safety and update the data in WHC. NIOSH is expanding and modernizing
workers. NOMS to provide data from more states in a more timely manner. This
• …better understand risk factors for chronic disease among trans- will allow for more timely analyses of deaths due to drug overdoses,
portation workers. suicides, and other causes of concern among workers.
• …better characterize risk factors for musculoskeletal disorders and Sara E. Luckhaupt, MD, MPH*, Marie Haring Sweeney, PhD, Teresa
for preclinical musculoskeletal pain symptoms among wholesale Schnorr, PhD, National Institute for Occupational Safety and Health,
and retail trade workers. Health Informatics Branch, Division of Field Studies and Engineering,
Recent accomplishments in these priority areas include: 1090 Tusculum Ave., MS R-17, Cincinnati, OH 45226, USA
Work arrangements and Workplace psychosocial exposures: We
incorporated data on 41 outcomes from the National Health Interview
Survey (NHIS) core (2004-2013) and 23 outcomes from the 2015
NHIS Occupational Health Supplement (OHS) into the Worker Health
Charts (WHC). These include the prevalence of Frequent Night
Work, Non-Standard Work Arrangement (Independent Contractor
or Freelance, Temporary Agency or Subcontractor), Shift Work (Any
Alternative Shift), Supervisory Responsibility, High Job Demands,
Hostile Work Environment, Low Job Control, Low Supervisory Support,
Poor Safety Climate, Work-Life Interference, Workplace Perceived as
Unsafe, Worry about Losing Job. The prevalence of these job character-
istics ranged from 2.8% for work arrangement as a temporary worker
or subcontractor to 32.4% for supervisory responsibility.
Mental health outcomes: We added 14 health/behavior outcomes
from 2013-2015 Behavioral Risk Factor Surveillance System surveys to
WHC. These include the prevalence of depression, which ranged from
57 WORK, STRESS AND HEALTH
T H U R S D AY
KEYNOTE ADDRESS
9:15 AM - 10:15 AM
Liberty Ballroom A
What Will It Take for People
to Stop “Dying for a Paycheck”?
The workplace is the fifth leading cause of death in the U.S., and many workplace prac- JEFFREY PFEFFER, PhD
tices such as layoffs and other forms of economic insecurity, long hours, and an absence Stanford Graduate School of Business
of job control coupled with high job demands are as harmful to health as second-hand
smoke, a known—and regulated—carcinogen. Worse than the enormous physical
and psychological toll on people and the enormous economic costs to companies and
society—one study estimated that presenteeism costs the s $1.5 trillion per year—is
that no one seems to care as work arrangements move toward less, rather than more,
healthful environments.
After briefly reviewing the many ways that workplaces are inflicting harm on both
their people, those people’s families, and themselves through increased turnover,
absenteeism, and low employee engagement, and the enormous costs imposed on
society, Dr. Pfeffer will describe what he has learned in the 18 months since Dying for
a Paycheck was published. The short answer to the question posed in the title of this
talk: It will require legislation, regulation, and litigation. How could it not—how could
remedying the work environment catastrophe be substantially any different than what
was required decades ago to clean up the physical environment?
58 WORK, STRESS AND HEALTH
T H U R S D AY
10:30–11:45 a.m.
Concurrent Sessions 1
Salon 3 & 4 (i.e. the monthly mean was calculated for every individual from their
weekly ratings).
Workload and Stress Results. The GEE analysis showed that the quantitative work load
on a group level is associated with the monthly experience of stress
PAPER SESSION
on the individual level. The stress experience increases with higher
numbers of patient visits, administrative tasks, etc. The associations
Comparing Self-Perceived Stress With Objective Measures of
between the four ratios and the stress experience gives somewhat
Workload—A Longitudinal Study
different information. The higher the monthly four ratios, i.e. the fewer
Bozana Arapovic-Johansson (Karolinska Institute) the tasks accomplished on a group level per hour worked, the higher
the monthly stress on the individual level. In other words; the lower the
High workload is one of the factors that may influence the experiences
productivity at a group level, the higher the feeling of stress on individ-
of stress (Häusser et al., 2010). Therefore, measuring workload and
ual level. Table 3 displays parameter estimates for the SMS for both the
allocating resources according to it is one possible way of preventing
raw objective data and for the ratios.
stress. However, the use of subjective measures of workload raises
Conclusion. This study showed that the objective monthly group
the question of individual differences in perceptions of high or low
level workload data correlated highly with the stress experience on
workload, as positive and negative emotional states may influence the
individual level. The relationship between the stress experience and
answers (Nielsen et al., 2017). One way of avoiding this uncertainty is
the workload expressed as the ratio of time and objective raw data
to measure the objective workload and to relate it to employees self-re-
gives interesting and possibly important information. The fewer core
ported stress (Shirom et al., 2008). Research on objective workload
tasks (visits, administration, phone calls, etc.) accomplished per hour
measures and work related self-reported stress is to our knowledge
worked on group level, the higher the experience of stress on individ-
still scarce and findings are inconsistent. For example, the relationship
ual level. This could suggest that some other processes, possibly other
between long working hours, health and well-being is ambiguous and
group or organizational tasks, not directly related to the core tasks, may
the effects of long working hours depend on which aspects of phys-
be “steeling time” and act as a basis for a “hindrance appraisal” (Liu &
ical or mental health are examined, but also on cultural differences,
Li, 2018). In other words, the studied primary health care employees
etc. (Ganster et al., 2018). Relating the number of working hours to
might feel stressed as they feel inefficient on a group level (or get the
productivity data is one possible way to further develop the objective
statistical feedback that they are inefficient), i.e. not accomplishing
workload measures as this gives an indication of the relative workload
what they planned or should have done in relation to their core tasks.
i.e. adjusted to working hours. The aim of this study is to examine the
association between the individual experience of stress and the group
The Relationship of Choice Overload and Psychological Well-Being
level objective organizational measures of quantitative workload.
Among Upper-Level Managers
Method. This study is a part of a two armed randomized controlled
trial in a primary health care setting (Bozana Arapovic-Johansson et Sabrina Zeike (University of Köln)
al., 2018). At baseline, the total sample consisted of 118 employees.
Problem. The shift towards the information and technology age has
The individual experience of stress was measured by a single item
brought a growth of options and opportunities for choice. Choice over-
stress question “Stress means a state in which a person feels tense,
load can occur, when a person can’t adequately handle the quantity
restless, nervous or anxious or is unable to sleep at night because his/
and/or quality of options. Especially for managers, who must frequently
her mind is troubled all the time. Do you feel this kind of stress these
deal with rapid changes and complex decisions, this may be the case.
days?” (Arapovic-Johansson et al., 2017; Dallner et al., 2000). The
We assume that excessive options and complex choices may be
question was administered with the help of weekly text messages and
perceived as a burden and may negatively influence psychological
the sample of this sub study consisted of employees who responded
well-being. Our hypothesis goes along with the choice overload hypoth-
to weekly text messages at least 80% of the weeks.
esis, which states that too much choice causes adverse consequences.
Aggregated data on objective workload (hours worked, amount of
Multiple studies support the validity of this construct. However, inves-
tasks, number of patient visits, number of administrative tasks, and
tigations of the choice overload hypothesis in managers are rare, and
number of phone calls answered) were collected every month, from
the association between psychological well-being and the perceived
the central administration office of the county council. The data were
stress of having many options and/or (complex) decisions to make is
aggregated on the level of health care unit. These data were used in the
also not well understood. The aim of the current study was to analyze
analysis both as raw data and computed into four quantitative work-
the association between perceived choice overload and psychological
load ratios. These were the ratios between the monthly total number
well-being in upper level managers. In the context of this study we
of working hours as a nominator, and the following denominators:
tested three main aspects of choice overload: burden of leadership
(a) the number of tasks, (b) the number of phone calls answered, (c)
decision, agony of choice, and complexity of decisions.
the number of patient visits, and (d) the number of administrative
Method. The study was part of a broader project on digitaliza-
tasks. We used generalized estimating equations (GEE) to examine
tion and health. A survey on upper-level managers from a German
the association between the quantitative monthly workload at health
IT-company was conducted to (a) identify specific burdens of the
care unit level and the monthly experience of stress at individual level
upper level managers in the context of digitalization and (b) ask the
59 WORK, STRESS AND HEALTH
T H U R S D AY
managers about their view on the current status of and relationship Effort-reward imbalance, over-commitment, and risk of work
between digitization and health. Upper level managers, in this context, disability: A 10-year prospective cohort study from Germany
are executives who are responsible for managers in lower manage-
Jian Li (University of Dusseldorf, UCLA)
ment. As one specific burden in the context of a digitalized workplace,
choice overload was one aspect in the project. Participation in the How to prevent work disability among employed people is a challenge
survey was voluntary. The data were collected and analyzed anony- to all countries, given substantial direct and indirect costs, productiv-
mously. Participants gave their consent for the survey and permission ity losses, and high burden of disease. In recent decades, psychoso-
to analyze all information from the questionnaire and publish it in cial factors in the workplace have been recognized as important risk
anonymised form for research purposes. factors of disability retirement. To a large extent, respective research
Psychological well-being in managers was assessed by using the was conducted in Scandinavian countries, and many investigations
German version of the World Health Organization Well-Being-Index used the job strain model as a respective predictor. This model focuses
(WHO-5). Based on literature and interviews with managers, we on distinct job task characteristics, where the combination of high
developed three items, assessing three main aspects of choice over- demand and low control is considered to be particularly stressful. As
load in managers: burden of leadership decision, agony of choice, and a complementary approach, the effort-reward imbalance (ERI) model
complexity of decisions. We pretested the questionnaire with upper- was developed that is based on the norm of social reciprocity in gainful
level managers and conducted an online-survey with a sample of 368 employment. More specifically, psychosocial stress at work is defined
upper level managers. The cross-sectional study lasted from June to as an imbalance between high efforts spent and low rewards received
July 2017. in turn as it violates this basic principle of social exchange. The ERI
Responses for well-being were scored and dichotomised into model includes an intrinsic component, termed over-commitment,
groups of high and low well-being, according to the well-established which identifies a pattern of critical coping with demands at work. So far,
cutoff score of <13 for the WHO-5. To assess possible statistical differ- few studies only tested this latter model with regard to work disability.
ences between the group of managers with low well-being and the Research on this topic is complicated by the fact that pathways
group with high well-being, chi-square and t-tests were conducted. A from disabling working conditions to health-related work exit (mainly
multivariate logistic regression analysis was performed to examine the as disability retirement) are complex, given a number of interfering
relationships between well-being and choice overload. factors, such as features of national retirement policies as well as
Results. Of the 368 study participants, 76.9% were male and 23.1% personal and family conditions. Despite its ambiguity, most studies
were female. The average score for psychological well-being was 15.73, used ‘disability retirement’ as the outcome measure. Yet, it seems more
with a standard deviation of 4.6 and a range from 0 to 25. Results show accurate to analyze ‘work disability’ as outcome measure that is more
that 21.5% of the surveyed managers were classified with poor well-be- closely linked to preceding working conditions.
ing (n = 72) and 78.5% with high well-being (n = 263). The average of With this study we set out to test the contribution of the ERI model
perceived choice overload among all participants was medium to high towards predicting elevated risks of work disability in a prospective
(M = 2.48, SD = 0.738 for burden of leadership decision; M = 2.37, SD cohort design. We used data from the 2006-2016 waves of the German
= 0.824 for agony of choice; and M = 2.77, SD = 0.804 for complexity Socio-Economic Panel (G-SOEP). The G-SOEP is a large, nationally
of decisions). representative longitudinal study, collecting annual information about
Bivariate comparisons between the groups of low and high well-be- personal, economic, social, and political aspects. In 2006, a validated
ing using a t-test revealed a p value <0.001 for the variable ‘complexity 16-item ERI questionnaire was applied in the G-SOEP study to measure
of decisions’ and a p value <0.05 for ‘agony of choice’. In a chi-square psychosocial work environment. Work disability was assessed every
test we found p values < 0.001 for the variables sex, age and number year, based on legal certificates that quantify the extent of disability.
of employees responsible for. More specifically, participants were asked “Have you been officially
Model 1 of the multivariate analysis shows the unadjusted model assessed as being incapable of work due to medical reasons?” “If yes,
(crude analysis). Models 2–4 show the models for burden of leadership what is the degree of your reduced capability to work?” The work
decision, agony of choice, and complexity of decisions, adjusted for the disability score ranges from 0 (no any disability) to 100 (complete
covariates. Model 5 shows the full model with all variables included. disability). Within the German legal context, moderate work disabil-
Nagelkerke’s R square is 0.101 for this model, which, according to Cohen ity has been defined as a disability score >= 30, entitling workers to
(1992) corresponds to a moderate effect. The results of multivariate apply for disability benefits; severe work disability has been defined as
regression analyses show that a higher degree of perceived agony of a disability score >= 50, entitling workers to apply for early retirement.
choice and complexity of decisions is significantly associated with In total, 8971 workers were followed up at least once during 2006-
low psychological well-being (agony of choice: p < .05, OR = 1.401; 2016. In order to minimize reverse causation, we excluded 403 partic-
complexity of decisions: p < .01, OR = 1.844). ipants with moderate work disability at baseline in 2006, leaving an
Discussion and Conclusion. Choice overload is a concept that has analytic sample of 8568 workers. During the 10-year follow-up, 660
not yet been well researched. The findings serve as a starting point for incident cases of moderate work disability were identified. Using
further investigations on the phenomenon and occupational health-re- Cox proportional hazards regression to determine whether work
lated outcomes. Although the topic is still barely explored, managers’ stress assessed in 2006 predicted work disability during the 10-year
choice overload should be considered in the practice of health promo- follow-up, hazard ratios (HRs) and 95% confidence intervals (CIs) were
tion because of its possible negative effect on psychological well-be- estimated, adjusted for age, sex, marital status, education, income,
ing. Limitations of our study were the cross-sectional design and the smoking, alcohol drinking, and body mass index at baseline. Compared
response rate (20.5%). with the low level (bottom quartile), high level (top quartile) of imbal-
ance between effort and reward was associated with an elevated
risk of moderate work disability (HR = 1.56, 95% CI=1.26-1.95) after
60 WORK, STRESS AND HEALTH
T H U R S D AY
taking the relevant covariates into account; high level (top quartile) to suicide attempts and deaths that his team has observed across
of over-commitment also predicted onset of moderate work disability multiple studies of firefighters as well as the association between
(HR = 1.54, 95% CI=1.23-1.94). Clear dose-response relations were cumulative exposure to suicide attempts and risk for suicidal behav-
observed. Similarly, both high levels of imbalance between effort and ior. Finally, Dr. Kimbrel will present recent findings that suggests that
reward as well as over-commitment were associated with risk of severe suicidal behavior is most likely to be present when firefighters expe-
work disability (HR = 1.32, 95% CI=1.02-1.70; HR = 1.35, 95% CI=1.04- rience acute stress disorder symptoms following suicide exposure. In
1.75, respectively). the third presentation, Ms. Michelle Pennington will describe findings
In conclusion, to our knowledge, this is the first study to reveal from a large national survey of firefighters aimed at identifying their
prospective evidence of associations of work stress in terms of ERI access to behavioral health services as well as their attitudes and pref-
with two outcome measures of work disability in a large sample of erences for behavioral health service providers. Among other findings,
German employees. If supported by further research, worksite inter- this survey revealed that firefighters with fewer years of service were
ventions should be intensified, instructed by these theoretical models more likely to go to family members, co-workers, or officers for help
of stressful work. with a behavioral health problem, whereas those with more years
were more likely to seek private professional services. Additionally,
clinicians who understood firefighter work culture rated as one of the
most important components to a successful behavioral health program,
Salon 5 & 6
whereas a lack of such clinicians was rated as one of the most signif-
Understanding and Mitigating the Impact of icant barriers. Finally, in our fourth presentation, Ms. Sarah Bernes
will describe a standardized peer support training program that has
Occupational Stress on Professional Firefighters been developed and implemented by the IAFF to help address the
PAPER SESSION impact of occupational and traumatic stress and behavioral health
problems common among firefighters by bridging the gap between
available resources and those who need them. To date, the IAFF has
Chair: Nathan Kimbrel (Duke University) trained more than 3,200 peer support specialists across the country.
Firefighters frequently place themselves at risk to provide critical An iterative process of program development yielded a curriculum
services to the public, including responding to fires, medical emer- designed to equip IAFF-trained peer supporters to effectively aid their
gencies, and natural disasters. As a result of their highly-demanding peers, educate the public and colleagues, and bridge the gap between
jobs, firefighters are often exposed to high levels of occupational and available resources and those who need them. The 2-day Peer Taught
traumatic stress, both of which have been found to contribute to behav- training course uses interactive methods that improve participants’
ioral and physical health problems in firefighters. abilities in multiple areas, including crisis intervention, listening skills,
The objectives of this symposium are to: (a) Identify common and awareness of local behavioral health resources. In addition, the
sources of occupational stress among firefighters as well as their effects IAFF is actively developing advanced trainings for participants on a
on the mental health and occupational functioning of professional fire- variety of topics, including a specialized training on suicide prevention.
fighters; (2) Examine the impact of different types of traumatic stress The symposium will conclude with a 20 minute discussion period
on firefighters’ risk for PTSD and suicidal behavior; (3) Describe profes- between audience members and presenters that will be facilitated by
sional firefighters’ access to behavioral health services as well as their Dr. Kimbrel.
attitudes and preferences for behavioral health service providers; and
(4) Highlight a promising new peer support training program that has Sources of Occupational Stress among Professional Firefighters
been developed and implemented by the International Association
Suzy Gulliver (Baylor Scott & White Health)
of Fire Fighters (IAFF) to help address behavioral health problems in
firefighters by bridging the gap between available resources and those Firefighters are exposed to a wide variety of occupational stressors.
who need them. The objective of the current presentation is to describe findings from
Dr. Nathan Kimbrel will chair this symposium and will provide an a series of studies regarding common sources of occupational stress
introduction to the symposium and to each of the speakers. In the first among firefighters as well as a state-of-the-art instrument that enables
presentation, Dr. Suzy Gulliver will describe findings from a series clinicians and researchers to quickly identify firefighters’ current levels
of studies regarding common sources of occupational stress among of occupational stress. This instrument quickly and efficiently assesses
firefighters as well as a state-of-the-art instrument that enables clini- health habits, discrimination, management/labor conflict, financial
cians and researchers to quickly identify firefighters’ current levels of concerns, lack of control, job skills concerns, past critical incidents,
occupational stress. Dr. Gulliver will also discuss the impact of occupa- general stress, tedium, substandard equipment/employees, coworker
tional stress on firefighters’ job satisfaction, work-related morale, and conflict, sleep disturbance, family concerns, and apprehensions regard-
degree of conflict at work as well as the relationship between occupa- ing personal safety. Across multiple samples of professional firefight-
tional stress and risk for PTSD, depression, and substance use. In the ers, we find that this instrument exhibits good factor structure, good
second presentation, Dr. Kimbrel will discuss the impact of different internal consistency reliability, good test-retest reliability, and good
types of traumatic stress on firefighters’ risk for PTSD and suicidal predictive validity. In particular, we find that this instrument is strongly
behavior. In the first study, Dr. Kimbrel will describe how firefighter associated with firefighters’ job satisfaction, work-related morale, and
cadet’s baseline levels of personality interact with their exposure to degree of conflict at work as well as PTSD symptoms, depression symp-
traumatic events during their first year of fire service to predict their toms, and substance use symptoms. We conclude that regular assess-
level of PTSD symptomatology at the end of their first year of service. ment of occupational stress over time could help administrators and
Next, Dr. Kimbrel will describe the high level of cumulative exposure
61 WORK, STRESS AND HEALTH
T H U R S D AY
clinicians to identify and intervene with fire fighters at risk for the such clinicians was rated as one of the most significant barriers. Taken
development of serious behavioral health problems. together, these findings suggest that greater exploration of stigma in
fire service is warranted, and that greater attention toward training
Evaluating the Impact of Traumatic Stress on Firefighters culturally competent clinicians to work with firefighters is needed.
Nathan Kimbrel (Duke University) Implementation of a National Peer Support Training Program for
Firefighters are frequently exposed to a wide array of potentially trau- Professional Firefighters
matic experiences, including fires, natural disasters, car accidents, and
medical emergencies. The objective of the current presentation is to Sarah Bernes (International Association of Fire Fighters)
examine the impact of different types of traumatic stress on firefighters’ Because of the prevalence of behavioral health problems in fire service
risk for PTSD and suicidal behavior across multiple samples of profes- and the growing backing for peer support training programs, the
sional firefighters. The objective of our first study was to examine if fire- International Association of Fire Fighters (IAFF) has developed and
fighter cadets’ baseline levels of personality interact with their exposure implemented a standardized peer support training program. An iter-
to traumatic events during their first year of fire service to predict their ative process of program development yielded a curriculum designed
level of PTSD symptomatology at the end of their first year of service. to equip IAFF-trained Peer Supporters to effectively aid their peers,
As expected, we found that firefighter cadets’ baseline levels of nega- educate the public and colleagues, and bridge the gap between avail-
tive emotionality interacted with their level of exposure to traumatic able resources and those who need them. The 2-day peer taught train-
stressors during their first 8 months of fire service to predict their level ing course uses interactive methods that improve participants’ abilities
of PTSD symptom severity at the 1-year follow-up, β = .22, p = .009, in multiple areas, including crisis intervention, listening skills, and
after accounting for main effects, other personality variables, baseline awareness of local behavioral health resources. To date, 36 trainers
levels of traumatic exposure, and demographic characteristics. Study have trained more than 3,200 peer support specialists across the
2 describes the high rates of cumulative exposure to suicide attempts United States and Canada. An initial look at the first 200 peer support
and deaths that we have observed among professional firefighters as training evaluations suggests that peers are satisfied with the training
well as the strong association that we have observed between exposure and that they believe that they are learning important new skills. In fact,
to suicide attempts and deaths and suicidal behavior. Specifically, we 96% agreed that the information presented in the training was useful
have found that firefighters typically report more than 10 exposures and effective. In addition, 95% agreed that they were prepared to begin
to suicide deaths and attempts over the course of their lifetime and working as a peer support specialists and that their knowledge of peer
that cumulative exposure to suicide deaths and attempts is positively support had substantially increased as a result of the training. The IAFF
associated with risk for suicidal behavior among firefighters, r = .38, p = is currently working to develop multiple advanced training programs for
.004. In addition, our most recent findings indicate that suicidal behav- peer support specialists, including a training that is focused on the use
ior is most likely to be present when firefighters experience acute stress of the safety planning intervention to reduce firefighters’ risk for suicide.
disorder symptoms following suicide exposure. Specifically, using path The presentation will conclude with a description of the current status
analysis, we find that suicide exposure is predictive of acute stress of the IAFF peer support training program as well as lessons learned
disorder symptomatology, which is, in turn, associated with PTSD from this important national implementation project.
symptoms, which are, in turn, associated with suicidal behavior (all p’s
< .05). We conclude that routine assessment and monitoring of fire-
fighters’ exposure and reactions to traumatic experiences is warranted.
Independence Ballroom A
A Survey of Professional Firefighters’ Views on Behavioral Health Working Conditions and Mental Health
Programs in Fire Service
PAP E R S E SS I O N
Michelle Pennington (Baylor Scott & White Health)
While it is well-established that firefighters are at increased risk for Impact of work-related psychosocial factors on mental health: A
a variety of behavioral health problems, relatively little research has cross-sectional study in the French working population
been conducted on firefighters’ attitudes and preferences towards
behavioral health services using an online survey. The objective of Oumou Salama Daouda (Conservatoire National des Arts et Métiers)
this presentation is to present findings from a large national survey Background. According to Organization for Economic Cooperation and
of firefighters aimed at identifying their access to behavioral health Development, mental health problems, such as depression and anxiety
services as well as their attitudes and preferences for behavioral health disorders, affect more than one in six people across the European Union
service providers. Among other findings, this survey revealed that while in any given year. In the past few decades, mental health problems have
many professional firefighters reporting having access to behavioral increasingly contributed to sickness absence and long-term disabil-
health services through their fire departments, many reported that they ity, and return to work is often complicated even if re-employment
would prefer to utilize family members of private professional services. programs have a modest effect on the quality of life. Mental disorders
Firefighters with fewer years of service were more likely to go to family lead to higher rates of absenteeism and constitute a leading cause of
members, co-workers, or officers for help with a behavioral health early retirement in Europe and have a direct impact on workplaces
problem, whereas those with more years were more likely to seek through reducing productivity, and increasing healthcare costs. A better
private professional services. Additionally, clinicians who understood understanding of work-related psychosocial factors (PSF) associated
firefighter work culture rated as one of the most important compo- with employee’s mental health is important to help decision-makers
nents to a successful behavioral health program, whereas a lack of and public authority to consider specific actions.
62 WORK, STRESS AND HEALTH
T H U R S D AY
AIMS. The aim of this study at first, is to determine the exposure study provided an initial look at the mental health disorders for French
of the French work population to work-related PSF and second, to employees and the urgency to address mental health at workplace. As
measure the impact of PSF on mental health. correlation does not imply causality, a causal analysis should also be
DATA. The present work is based on a cross-sectional study performed before generating recommendations for work conditions.
conducted in march 2018 on a sample of 3200 workers, representa-
tive of the French working population. The sample has been randomly Impacts of Organizational Changes at Work on Subsequent
drawn from the French database “Ipsos Access Panel” and data were Prescription for Psychotropic Medication among Healthcare
collected within a questionnaire administered during a computer Employees in Denmark
assisted web interview (CAWI).
Johan Jensen (The Capital Region of Denmark)
To measure the level of mental health for each individual, the vali-
dated General Health Questionnaire (GHQ-28 items), constructed Problem. The impacts of organizational changes at work on clinical
by Goldberg is used. GHQ-28 items, which is surely the most interna- mental-health outcomes among employees remain unclear. Previous
tionally used, is a self-administered screening questionnaire designed studies found that staff downsizing was associated with higher risk of
to detect probable psychiatric disorder in primary care settings. The prescription for psychotropic medication (Kivimäki et al., J Epidemiol
questionnaire doesn’t give any information on the basic health status Community Health, 2007; Magnusson et al., Epidemiol, 2015;
of the subject. It allows to know if the interviewee is better or worse Blomqvist et al., PLoS ONE, 2018) among the remaining employees.
than usual at the time of the questionnaire. The French version of the Another study indicated that organizational changes targeting different
questionnaire, used in our study, has been validated. dimensions may impact employees’ mental health differently and that
In order to measure psychosocial factors (PSF) at work, 44-item broader changes occurring simultaneously were particularly associ-
questionnaire is developed. These factors were inspired by major theo- ated with excess prescription rates of psychotropic medication (Dahl,
retical works from Karasek, Siegrist and Greenberg, and the French Manage Sci, 2011). The present study aims to examine the longitudinal
report by Michel Gollac. In addition, fifty individual covariates about impacts of various types of organizational changes on prescription for
socio-demographic situation, health and life hygiene conditions, job psychotropic medication among employees.
characteristics and work environment were measured. In our study, Procedures. Work-unit organizational changes occurring through
we focused only on some of them. Indeed, only nine variables were 2013 were assessed according to the first prescription for psychotropic
extracted in the database that could be important in the prediction medication in 2014. The study population included 15,038 employees
of mental health. These variables are: gender, age, work duration per nested within 1,284 work units, which again, were nested within 13
week, working on the week-end, working at night, work on staggered healthcare institutions in the Capital Region of Denmark (i.e., public
hours, commuting duration, previous experience of unemployment healthcare organization). Each employee worked 18.5 weekly work-
and chronic medical condition. ing hours in the same work unit throughout 2013. From April through
METHODS. A multiple logistic regression is used to estimate the June 2016, managers provided information on occurrence of orga-
impact of each work-related PSF on employee’s mental health, adjusted nizational changes in their work unit during 2013 (59% responded),
on the nine confounders. viz., mergers, split-ups, relocation, change in management, employee
RESULTS. This study analyzed French 2803 employees, among layoff, and budget cuts. We created indicator variables at the work-
them 48.6% women, with a mean age of 41.4 (11.13). According to the unit level on any organizational changes (yes, no changes), each type
literature and to the distribution of GHQ-28 score in the sample, we of organizational change (yes, no changes), and the number of orga-
choose a threshold of 24 to identify potential psychiatric cases. This nizational changes occurring simultaneously (0, 1, 2 or ≥3 changes).
was 22.2%, IC95[20,6; 24.0]. Ten PSF remains significantly associ- Daily information on prescription for psychotropic medication (WHO
ated with mental health. “Having problems to handle professional and ATC codes: N05B [anxiolytics], N05C [hypnotics/sedatives], and
personal responsibilities” was reported by 15% of the population and N06A [antidepressants]) were extracted through linkage to national
has the strongest association with mental health (Odd Ratio OR=1.97, registers. Background information were obtained from company and
Confidence Interval 95% [1.52; 2.54]). Among people exposed, 45% national registers.
were potential psychiatric cases whereas 18% among unexposed. Analyses. Multilevel mixed-effects parametric survival Weibull
52% of the sample reported having an unsatisfactory job compen- models were developed to assess the hazard ratios (HR) of prescrip-
sation (OR=1.42 [1.15, 1.77]). Job insecurity (OR=1.44 [1.15; 1.78], tion for psychotropic medication following exposure to organizational
42% exposed), lack of social support (OR=1.63 [1.29; 2.06], 27% changes relative to no changes. Employees (level 1) were nested within
exposed) were also identified, as well as the emotional burden of the work units (level 2). Each exposure variable on organizational changes
job (OR=1.43 [1.13; 1.79], 43% exposed), and the absence of symbolic were analyzed in separate models. Employees were followed on the
compensation of the job in terms of self- esteem (OR=1.32 [1.03;1.69], day-scale from baseline at January 1, 2014, to prescription for psycho-
22% exposed). The other PSF were unsatisfactory communication at tropic medication (outcome), death (censoring) or end of study by
work (OR=1.39 [1.11; 1.75], 43% exposed), feeling afraid when doing December 31, 2014, whichever came first. We adjusted for the follow-
the job (OR=1.53, [1.21; 1.93], 28% exposed), doing repetitive tasks ing a priori covariates: age, sex, occupational group, manager status,
(OR=1.29 [1.04; 1.60], 38% exposed) and having a highly cognitive personal income, working hours, contractual employment, senior-
demanding job in term of concentration (OR=1.35 [1.08; 1.70], 32% ity, previous sickness (employee level), number of employees within
exposed). In addition, four individual covariates were associated to work unit, and other types of changes as appropriate (work-unit level).
mental health: having a bad medical condition, being woman, being In total, 1,616 employees were prescribed psychotropic medication
over 45 years old and work more than 50 hours per week. throughout the follow-up period. In null models, intraclass correlation
CONCLUSION. Our study identified 10 PSF associated with mental coefficients (ICC) assessed the relative importance of the work-unit
health with an important exposition rate among employees. The level for the prescription outcome.
63 WORK, STRESS AND HEALTH
T H U R S D AY
Results. Relative to no organizational changes, there was a higher depressive symptoms) and workaholism across two measurement
risk of prescription for psychotropic medication throughout 2014 after times. In addition, the associations between work environment char-
exposure to any changes (HR: 1.14, 95% CI: 1.02-1.26) and employee acteristics (e.g., experiences of workload, control, rewards, community,
layoff(s) (HR: 1.23, 95% CI: 1.07-1.41) at the work-unit level. Splitting fairness, and similarity of values; Leiter & Maslach, 2003) and employ-
this 12-month follow-up period into two halves showed stronger asso- ees’ personal characteristics (e.g., gender, age) in predicting the latent
ciations in the latter 6-month period following any changes (HR: 1.25, profiles were examined.
95% CI: 1.11-1.41), mergers (HR: 1.26, 95% CI: 1.06-1.50), changes in The data was gathered twice from 1 415 Finnish employees through
management (HR: 1.42, 95% CI: 1.22-1.65), employee layoff(s) (HR: their occupational health services. The employees filled in a question-
1.23, 95% CI: 1.03-1.46), and budget cuts (HR: 1.19, 95% CI: 1.00-1.41). naire concerning their life satisfaction, depressive symptoms, worka-
Exposure to a higher number of change types occurring simultane- holism, work environment, and demographics. The research questions
ously was not associated with higher risk estimates. The work-unit were analyzed with latent profile analyses (LPA) using Mplus statistical
level explained 6% of the total variance in prescription for psychotro- package. The results indicated that two profiles of general well-being
pic medication among employees (ICC=0.06, p<0.01) indicating its and workaholism could be identified (Figure 1), one characterized by a
importance to employee mental health. high level of life satisfaction, low depressive symptoms, and an average
Practical implications. The present findings highlight organizational level of workaholism (94% of the participants) and the other charac-
change at work as a heterogenous risk factor for employee mental terized by increasing depressive symptoms, and an average level of life
health that unfold over time. Policy and decision makers should recog- satisfaction and workaholism (6%). These profiles were named as high
nize and prioritize the need for strategies to prevent long-term detri- life satisfaction and increasing depressive symptoms groups. Further,
mental employee effects of organizational changes. when examining the role of work environment in predicting employees’
Conclusions. Various types of organizational change—espe- belonging to these latent profiles, the results showed that employees
cially change in management—may be associated with higher risk of who experienced appropriate workload and control, and good work
prescription for psychotropic medication among employees relative to community, workplace fairness, and similarity of values more often
no changes. The present findings suggest a latency period before obser- belonged to the high life satisfaction rather than the increasing depres-
vation of adverse effects regarding use of psychotropic medication. sive symptoms profile. Finally, women more often than men belonged
to the increasing depressive symptoms profile.
Characteristics of Work Environment predict Latent Profiles of Overall, the results of the present study suggested that even most
Depression, Life Satisfaction, and Workaholism among Finnish of the employees experience high general well-being, a small amount
Employees of employees suffer from increasing depressive symptoms and simul-
taneously relatively high workaholism. Employees’ general well-being
Katja Upadyaya (Research Center for Group Dynamics (RCGD) at the
was also reflected in their work-related well-being (e.g., workaholism).
University of Michigan)
Moreover, different characteristics of work environment contribute to
Recent research in organizational psychology has shown that differ- employees’ general well-being (e.g., life satisfaction and depressive
ent aspects of employees’ general well-being (e.g., life satisfac- symptoms) as well as workaholism. More studies in the field would be
tion, depressive symptoms) develop over long time periods and are needed to examine ways to promote employees’ general well-being and
often associated with one’s work-related well-being (e.g., worka- reducing both work context-specific and general ill-being.
holism) (Hakanen & Schaufeli, 2012; Hakanen, Schaufeli, & Ahola,
2008; Insstrand, Langballe, & Falkum, 2011; Upadyaya, Vartiainen, & Organizational and psychosocial working conditions and their
Salmela-Aro, 2016). For example, general life satisfaction and depres- relationship with mental health outcomes in patient-care workers
sive symptoms may spillover to subsequent work-related well-being
(e.g., work engagement, burnout) sometimes eventually leading to María Andrée López Gómez (Harvard University)
occupational health problems or workaholism (Hakanen & Schaufeli, Problem. Nurses and patient-care assistants in acute-care settings
2012; Upadyaya et al., 2016). Workaholism often reflect the dark side are often exposed to working conditions that impact both physical
of engagement (Salmela-Aro, 2015), of which some highly engaged and psychological health. The prevalence of mental disorders in nurs-
employees who simultaneously experience high burnout symptoms ing population is higher than the general population. Depression and
may suffer, and which often leads to impaired job performance and anxiety are the most common mental disorders often comorbid with
well-being (Shimazu & Schaufeli, 2009). However, less is known other physical illness. Identifying which work factors are associated
about the extent to which workaholism develops among employees’ with adverse mental health outcomes in the hospital work environment
general well-being. Moreover, it is possible that variation exists in could lead to workplace interventions that improve health for both
the associations between work-related and general well-being, and nurses and, by extension, the patients for whom they care. Additionally,
that different subgroups of employees experience varying levels of in the U.S. context of employer-sponsored health insurance programs,
general and work-specific well-being and ill-health. For example, some improving mental health could reduce healthcare costs.
employees may experience an overall high work engagement and low Scholars have found strong associations between working condi-
burnout symptoms, whereas smaller groups of employees may expe- tions and mental health outcomes. Assessing which organizational
rience increasing burnout symptoms and lower levels of work engage- working conditions may be related to an improved psychosocial envi-
ment (Upadyaya & Salmela-Aro, 2019). However, only few studies ronment may identify efficient and sustainable ways to improve work-
have examined the associations between work-related and general ers’ mental health and reduce employer health care costs. This study
well-being and ill-health in a longitudinal design and using person-ori- investigates the relationship between organizational and psychosocial
ented approaches. Consequently, the present study examined the working conditions with both self-reported and administratively-de-
latent profiles of employees’ general well-being (e.g., life satisfaction, rived measures of mental health.
64 WORK, STRESS AND HEALTH
T H U R S D AY
Methods. The study used survey and administrative data from expenditures by their employers) by addressing various dimensions
the Boston Hospital Workers Health Study (BHWHS), a cohort of of the work environment.
patient-care workers in two major academic hospitals in the Boston
metropolitan area. In September 2012, 2,000 patient-care work-
ers from the BHWHS were randomly selected to complete a survey
Salon 10
which measures working conditions and worker health and well-be-
ing outcomes. Eligible workers included registered nurses, patient- Engaging Students in OHP Courses
care associates and nurse specialists who worked at least 20 hours
per week. The BHWHS is a database of worker information that can SYM P OS I UM
be merged directly with survey data with the use of secure study ID
codes. This administrative database contains health care utilization
Chairs: Ashley Nixon (Willamette University), Irvin Schonfeld (City
by employees under the employer-sponsored health plan, managed
University of New York
by a third party. We measured psychological distress using the K6
questionnaire which was included in the worker survey. The K6 iden- Presenters: Joseph Mazzola (Meredith College), Stephanie Andel
tifies community cases based on severity of symptoms common to (University of South Florida), Valentina Bruk-Lee (Florida International
mental disorders. We measured utilization of health care services using University), Jennifer Dimoff (Portland State University)
medical claims data. Mental health services included those under the This symposium submitted by the SOHP Education and Training
Current Procedural Terminology (CPT) codes for: diagnostic interview, Committee is part of a three-part series that targets issues relevant
outpatient interactive psychotherapy, inpatient interactive psycho- for education and training in occupational health psychology (OHP)
therapy and other psychiatric services. Mental health expenditures as well as career development. This series follows a tutorial session
included the above-mentioned procedures performed the year follow- that describes the knowledge and skills needed in today’s occupational
ing survey administration, from October 4th, 2012 to October 3rd, safety and health workforce. This session focuses on developing and
2013. Statistical Analyses. We analyzed predictors of psychological implementing OHP curriculum effectively at every level of university
distress using generalized linear models (GLM) looking at individual education, whereas the others focus on development and changes
associations of working conditions and psychological distress. Using a research programs and opportunities and challenges in careers outside
forward stepwise hierarchical approach, we assessed the relationship of academia.
of sociodemographic variables, meal practices and working conditions Occupational safety and health (OSH), especially occupational
and their relation to psychological distress. To assess mental health health psychology, is a rapidly expanding interdisciplinary field that
use and expenditure, we included claims data for 902 workers who focuses on enhancing the quality of working life through promoting,
completed the survey and were enrolled in the employer-sponsored developing, and evaluating workplace health and safety-related initia-
health plan. We used two-part GLM models to assess the probability tives. OHP scholars are being called on to offer courses at all levels of
of having any mental health expenditure and, conditional on any expen- the university to offer courses that advance students knowledge. This
diture, the second part of the model predicts the mean amount spent task can be daunting, as OSH curriculum often includes (but is not
on mental health services. limited to) psychology, occupational and preventive medicine, public
Results. From the 2,000 workers who were sent the survey, 1,594 health, epidemiology, engineering, industrial hygiene, ergonomics,
completed at least 50% of the survey and were included in the anal- health physics, nursing, and law to fully integrate theory and practices
yses. GLM models controlled for age, gender, ethnicity and job title for protecting and promoting worker safety, health, and well-being.
showed significant associations of each individual working condition Given the interdisciplinary nature of the OSH field, and the growing
with psychological distress: job flexibility, people-oriented culture, range of career opportunities available, implement dynamic classroom
decision latitude, supervisor and co-worker support were negatively experiences are important to ensure education professions continue to
associated with psychological distress (i.e. high decision latitude was enter by the academic and applied markets. The purpose of this panel
associated with less psychological distress) while job demands were is to bring together individuals who have taught OHP courses at vari-
positively associated. Taking a full meal break was negatively asso- ous institutions and for diverse populations, including undergraduate
ciated with psychological distress. We then repeated analyses but and graduate students from all over the U.S. This panel aims to provide
used mental health expenditures, rather than self-reported psycho- insights and address challenges with designing and implementing OHP
logical distress. Results from two-part models showed that workers related curriculum. Each panelist will present for approximately 7-8
who perceived higher levels of co-worker support had significantly minutes, followed by a 10-15-minute general discussion with the audi-
lower odds of having any mental health expenditure (OR: 0.84, 95% ence. The session will end with a 25-minute break out session, where
CI: 0.73-0.96) and conditional on any expenditure, they spent $48.50 the audience can network with individual panelists, and each other,
less than their counterparts with low supervisor support. Results also for additional tips and discussion. Specifically, there are three learning
showed that conditional on any expenditure, workers with higher scores objectives designed in this panel.
on people-oriented culture spent $80.50 less than their counterparts 1. Attendees will learn about a variety of best practices to guide
with lower scores. their development and implementation of OHP-related curriculum.
Implications and conclusions: Psychosocial factors, organizational 2. Attendees will learn how to engage students with dynamic class-
factors, and having a full meal break were associated with better mental room activities.
health as measured by both self-report and by health plan expendi- 3. Attendees will be able to network with others of similar interests
tures on mental health diagnoses. These results point to multiple ways through the break out sessions, and be presented with v opportunities
that employers can improve workers’ mental health (and resultant to initiate new professional network connections.
65 WORK, STRESS AND HEALTH
T H U R S D AY
in accordance with TWH principles. We developed a conceptual model
Philadelphia Ballroom South of eight key indicators of organizational readiness for a major program-
matic change (See figure 1). These eight areas were used to create a
Organization Readiness for Total Worker Health conceptual framework that subject matter experts used to generate
Programs prospective survey items.
In designing the organizational readiness for change survey, we
PAPER SESSION tested the instrument through two rounds of cognitive interviews
with 10 healthcare employees at four hospitals in Massachusetts and
Development of an organizational readiness tool for Total Worker Maine. Participants represented a variety of healthcare occupations
Health® integrated occupational safety, health and well-being and educational backgrounds. The purpose of conducting these cogni-
programs tive interviews was twofold; to evaluate face validity of the survey
Michelle Robertson (Harvard T.H. Chan School of Public Health) items, and to refine the wording of survey items so they could be easily
understood by any hospital employee regardless of which level of the
Problem Statement. Implementing a new occupational safety and
organization they worked in.
health program can be considered a major organizational change initia-
Results. Further development of the survey included testing the
tive, and as with any change of this magnitude, the change process
psychometric properties. The survey was administered across 5 facil-
needs to be carefully managed to avoid delays and reduce the potential
ities, and on average, 11-12 participants completed a survey in each
for failure. Few tools, however, are available to assist with implement-
facility (N= 57). Cronbach’s alpha values for Domains 2-8 ranged
ing programs that are comprehensive in nature (Hannon, et al., 2017;
from .67-.95 providing strong evidence that each domain effectively
Sorensen, et al, 2018). Determining an organization’s readiness for
sampled the theoretical domain of interest (see Table 1). Additionally,
the upcoming changes would appear to be a useful first step. A review
site-specific summary reports were prepared for each facility to help
of the theoretical and empirical peer-reviewed literature, however,
identify their strengths as well as areas where resources and/or train-
revealed widespread ambiguity surrounding the concept of organiza-
ing is needed to build readiness in order to successfully implement a
tional readiness for change. Thus, the present study was motivated by
participatory TWH program.
the need to develop a tool for assessing an organization’s readiness
Conclusions. Analysis of the extant literature was used to create
to implement a participatory Total Worker Health ® (TWH) program
a conceptual framework for organizational readiness for a participa-
for benefiting the safety, health and well-being of its employees. As a
tory TWH program and was then used to guide item generation for an
research-to-practice effort, a tool like this would provide information to
assessment tool. Items were organized into eight readiness domains
organizations that would help implement a participatory TWH program
and pilot tested through cognitive interviews with specified end users.
more efficiently and effectively.
Initial internal consistency of the assessment tool was demonstrated
TWH programs are relatively new and consider all aspects of work
following administration at multiple organizations prior to implemen-
and seek to integrate work-related safety and health protection with
tation of a participatory TWH program that was designed to support
the promotion of worker well-being (NIOSH, 2016). Although engaging
continuous improvement of employee safety, health and well-being.
employee participation in occupational health programs is a common
organizational practice in Europe, research findings and practices that Organizational assessment to engage leaders and increase
can be used to guide implementation of participatory TWH programs readiness for a participatory, Total Worker Health® program
in an efficient and cost-effective manner remain rather limited (Nielsen
& Noblet, 2018). Suzanne Nobrega (University of Massachusetts Lowell)
Organizational readiness for change becomes a concern whenever Problem Statement. Implementing an organization-level intervention
a new workplace initiative or program is at risk of not being success- requires commitment and continuous support from organizational
ful. The peer-reviewed literature on organizational readiness for leaders, starting from program initiation. Organizational leaders control
change offered a number of different ways to measure readiness in a material resources and set formal expectations for employee roles and
context-specific manner. However, there is a fair amount of disagree- their time commitment to intervention activities. Therefore, assess-
ment across the various conceptualizations of organizational readiness ing leaders’ perspectives about potential organizational barriers and
for change in this literature, as well as how this could be defined and addressing these early in the implementation process may provide key
then operationalized to benefit actual organizational change efforts. information relevant to overcoming the research-to practice-gap in
Methods. A systematic literature review was conducted to find arti- occupational health that often prevents successful program adoption
cles related to organizational readiness for change. A keyword search of (Dugan and Punnett, 2017). This assessment could also help determine
four electronic bibliographic databases was used to identify candidate which aspects of the organizational context may be more amenable to
articles. The following databases were searched: PsycINFO, PubMed, change during the early phases of an organizational intervention, and
ABI Inform Global, and Google Scholar. Inclusion criteria identified which ones need remedial attention.
29 relevant publications. Analysis revealed eight key organizational Procedures. We used a dissemination and implementation (D&I)
characteristics and predictors of successful organizational change: framework (Chaudoir, Dugan and Barr, 2013; Wandersman, 2008) to
1) culture, 2) communication, 3) leadership, 4) change history, 5) job guide a mixed-methods prospective assessment of potential organi-
design, 6) teams and relationships, 7) flexible organizational practices zational facilitators and barriers prior to implementing a participatory
and policies, and 8) positive organizational climate. These results lay Total Worker Health® (TWH) program (Nobrega et al., 2017).
the foundation for designing an organizational readiness survey and A 45-item organizational readiness survey (Robertson et al. 2018)
assessment guide that would indicate how ready an organization is to was administered using Qualtrics™ software to 8 to 16 upper and
adopt a participatory program to improve its safety and health practices mid-level clinical, administrative, and union leaders at each of five
66 WORK, STRESS AND HEALTH
T H U R S D AY
public-sector healthcare facilities in the New England region of the Figure 1 illustrates aggregate responses (dichotomized) for one site for
USA between September 2017 and October 2018. The survey domains this same survey domain.
included current program approaches, resources available for safety Conclusions. The combination of leadership surveys and interviews
and health, management communication, readiness for change initia- provided organizational leaders with specific feedback about skills
tives, use of teams, and employee participation. All questions used development and resource allocation needed to successfully adopt
Likert scales. a participatory Total Worker Health program in five US public-sector
After survey completion, leaders were interviewed for 30-60 health care facilities. The present study contributes more generally to
minutes using a semi-structured interview guide that introduced the dissemination and implementation science by improving our under-
research intervention study and collected leaders’ perspectives on standing of the underlying obstacles and facilitators to participatory
employee safety and health priorities, hoped-for study outcomes, and interventions.
potential obstacles to program implementation and success. Open-
ended questions and relevant probes were used to facilitate a partic- Engaging unions in public sector workplaces through participatory
ipant’s recall of relevant past intervention experiences at their facility. design in Total Worker Health interventions
Interview discussions were recorded and notes were typed for later
Mazen El Ghaziri (University of Massachusetts Lowell)
thematic analysis.
Following baseline data collection, a visual report template was Background and Context: According to the U.S. Bureau of Labor
created to summarize aggregate results of the survey responses and Statistics (2018), in 2017 public sector workers were more than five
the key interview themes. The report format provided bar graphs and times more likely to be in a union than private sector workers (34.4%
plain language explanations of what was measured in each survey vs. 6.5%). A key foundational characteristic of the public sector is being
domain and its relevance. The report findings were presented in person oriented toward service in the public interest. Providing for the “public
to leaders at the time of program initiation. The goal was to identify good” is often connected to the values and beliefs of those who seek
gaps in resources or skill areas that were necessary for implementation employment in this sector (Ariza-Montes, et al., 2015). Unions play
and maintenance of the participatory TWH program. Leaders were a major role in bringing attention to worker complaints of workplace
able to see the strengths of the various organizational facilitators and hazards, and as such they may be able to negotiate changes in practice
barriers, as well as the degree of agreement between survey takers to address safety, health, and well-being through collective bargaining
on each item. agreements. However, there has been decline in union membership and
Follow-up interviews are being conducted 6 and 12 months after bargaining powers internationally.
baseline assessment, with a subset of three key leaders responsible The public sector is also characterized as bureaucratic and more
for coordinating implementation of the TWH intervention. These inter- resistant to change than the private sector; this might be attributed
views assess actions taken (if any) to address barriers or low-scoring to procedures for protecting job security and the impact and power/
domains from the baseline readiness survey. influence of union bargaining units (Grant-Smith & Colley, 2018).
Analyses. Baseline responses were exported to SPSS and converted In the last two decades, the public sector in a number of regions
to numerical scores (e.g. 1 = strongly disagree to 4 = strongly agree; (e.g., Australia, New Zealand, Europe-Scandinavia, United Kingdom,
no neutral value). Within each facility, responses to each item were Asia, Middle East, the US) has been influenced by the philosophy of
averaged. Notes from baseline and follow-up interviews with key New Public Management (NPM) (Brunetto & Teo, 2018; Omari &
leaders were imported into NVivo™ 12 software for content analy- Paul, 2017; Plimmer, Proctor-Thomson, Donnelly, & Sim, 2017; Teo,
sis (QSR International Pty Ltd. Version 12, 2018). The text was coded Omari,& Blackwood, 2018). This has led to managerial and market
independently by two analysts, with an interrater reliability of 81%. changes toward productivity, efficiency, effectiveness (outcomes),
Raters subsequently reviewed coding results together to reconcile any and transparency.
discrepancies. Reconciled codes were used to summarize each theme Problem Statement. This paper illustrates some lessons learned
in the node structure. Analysis of follow-up interviews will follow the about facilitators and barriers to engaging unions in Total Worker
same protocol; results will be compared to baseline to assess changes Health participatory interventions within two workforces in the public
within each site in the status of barriers and facilitators. sector. The current research projects from the Center for the Promotion
Results. Study participants (Table 1, n=55) were mostly White of Health in the New England Workplace (CPH-NEW) partner with
(84%), and almost half had a role in clinical services (46%). Some six public-sector healthcare facilities in New England as well as the
leaders were union representatives (35%). Department of Corrections (DOC) in Northeastern State.
The major program implementation facilitators identified were: Procedures. The CPH-NEW Healthy Workplace Participatory
engagement and commitment from leadership; alignment of TWH Program (HWPP) is an employee-led problem-solving and priori-
intervention goals with facility’s mission; strong teamwork culture; ty-setting process for improving worker health, safety, and well-being.
and desire to implement positive changes. Main barriers reported were The HWPP is currently in use in three healthcare facilities and three
limited resources in terms of time, staff and funding (for interventions), correctional facilities. At the healthcare sites, “Design Teams” (DTs) are
poor history of successful change efforts, poor management commu- joint labor-management committees with both direct care and non-di-
nication, and (in some sites) perceptions that worker suggestions are rect care workers, including union representatives, and facility lead-
not considered equally with those of supervisors. ership teams with decision-making authority comprise the “Steering
Results of planned 6- and 12-month follow-up interviews will be Committees” (SCs). At the correctional facilities, DTs are comprised
reported, along with the action steps taken to address low-scoring of Correctional Officers only, again including union representatives.
domains of the readiness survey. A facility steering committee at each site is made up of supervisory
Readiness for use of teams (Table 2) was similar among the sites, and administrative staff, and there is one study-wide SC made up of
except for the two items regarding staff availability for weekly meetings.
67 WORK, STRESS AND HEALTH
T H U R S D AY
DOC leadership. In both settings, a researcher trains and guides both work to family and family to work spillover are understood as the
committees in the participatory process. extents to which participation in one role influences participation in the
In both settings, DT meeting minutes, member surveys, and other (Grzywacz & Marks, 2000). So far, individual differences, have
researchers’ own notes are completed post-DT meeting and compiled been identified in the literature on work-family relation as antecedents,
by the study teams for process evaluation. mediators or moderators of outcomes (e.g. Stoeva, Ki - Kwan Chiu,
In the healthcare sites, interviews with facility and union leaders Greenhaus, 2002; Kinnunen, Vermulst, Gerris, & Mäkikangas, 2003)
were conducted prior to DT formation. Follow-up surveys of the DT of work-family relation. Optimism as a mental attitude have been found
members and interviews with team facilitators and project champions to be positively associated with good physical and mental health as
will yield prospective information regarding changes in the status of well as active and successful coping with aversive events (e.g. Scheier,
barriers and facilitators. Carver, 1986). The resilience concept used in the research is defined
Analyses. Thematic and content analysis of qualitative data will as a set of assets useful in coping with adverse, stressful life events
illustrate the lessons learned about facilitators and barriers to engaging and in overcoming difficult odds (Masten, Gewirtz, 2006). Resilience
unions through participatory designs from both the perspectives of the is treated as buffer for stress disorders development in situation of
researchers and the participants. This will be complemented by some hectic and pressure in everyday life. Health and work-related well-be-
quantitative analyses from upcoming interim surveys. ing complaints have been found to be associated with work-family
Results. Engaging with labor unions was a critical step in the and family-work conflict in numerous studies (e.g. Kossek, & Ozeki,
start-up phases for both research projects. Since employee health 1998). Work engagement understood as an affective and motiva-
and safety are important to labor unions, the opportunity for assistance tional state consisting of vigor, absorption by work and dedication to
with resolving current problems was generally well-received. work (Schaufeli, Bakker, 2003) have been found to be associated with
In the healthcare project, barriers to engaging the unions varied work-related well-being.
by site and included multi-union sites with no existing structure for It was hypothesized in the symposium presentations that social
common meetings, lack of union member inclusion on existing health support and personal resources (optimism, resilience, and self-ef-
and safety committees, and generally poor labor-management rela- ficacy) can help to overcome everyday challenges for work and to
tions. Facilitators to engaging unions in the participatory process family well-being and health. Specifically (in three presentations) it
included employee engagement and commitment to health, safety was hypothesized that: (1) optimism had a potential of mediating the
and well-being. relationship between work-family spillover and its outcomes (health
Analyses of data in both projects indicated that union leaders saw and work engagement); (2) perceived social support and self-efficacy
barriers to include: facility and system bureaucracy; difficulty engag- would have positive joined effect on work-family spillover and health;
ing frontline staff; poor communication; limited resources (human (3) resilience had a potential to moderate relations between work-fam-
and financial); and time to attend meetings. A key facilitator involved ily well-being in the terms of couple satisfaction and health.
perceived commitment of both labor and management to employees’ Procedures. The study was conducted among day working employ-
safety, health and well-being. ees of a big municipal heat supply company in the southern Poland to
Practical implications. The 2018 Janus vs. AFSCME Supreme Court search for factors determining work and family well-being. Altogether
decision is likely to lead to a decline in union membership, and the 222 workers (22 female and 200 male) aged between 22 to 66 years
loss of dues revenue to unions will weaken bargaining power. What (M=44, 88; SD=10,8) ) were studied. For the purposes of the sympo-
does this mean for collective bargaining related to health, safety, and sium presentations the samples consisting of male, married partic-
well-being? Given the barriers already identified in these settings, and ipants were formed. A series of regression analyses for mediation
the potential weakening of union power, along with political, fiscal and and moderation effects were conducted (1 and 3 presentations) and
organizational uncertainties, it will be important to focus on the facil- analysis of variance ANOVA (2 presentations) on the research results.
itators in order to sustain the participatory program in these public Results. Optimism partially mediated the relationship between
sector sites. work-to-family conflict and health as well as work-to-family conflict
and work engagement weakening negative effects of work-to-family
conflict (1). Analysis of variance showed that higher self-efficacy and
experiencing more social support could play important role in main-
Independence Ballroom CD
taining work-family balance and having better health (2). Moderation
Work and Family Well-being: Resources and analyses showed that resilience changes level of couple satisfaction
in case of low level of family-work facilitation (low level of resilience
Challenges decreases couple satisfaction) (3).
SYMPOSIUM Practical implications. In the light of the results obtained variety
of activities can be undertaken to decrease the negative effects of
conflicting demands of work and family domains including (1) educa-
Chair: Irena Iskra-Golec (Akadamickie Centrum Komputerowe tional activities making people understand the power of optimism and
CYFRONET AGH) resilience in decreasing the negative effects of work-family conflict
Statement of the problem. Models applied in research on work-fam- and workshops aimed at training the skills of optimistic and resilient
ily relation include three components (apart from the work family way of thinking and reacting, (2) increase of social support activities.
relation itself): (1) work and family antecedents; (2) work-related, Conclusions. The results suggested: (1) optimism to be partial medi-
family-related and health-related outcomes; (3) constructs mediating ator of the relationship between: work-family conflict and health as well
work-family relationship (e.g. individual differences) (e.g. Allen, Herst, as work-family conflict and work engagement overcoming the negative
Bruck, & Sutton, 2000). Positive (facilitation) and negative (conflict) effect of work-family conflict. (2) High self-efficacy combined with high
68 WORK, STRESS AND HEALTH
T H U R S D AY
social support was associated with less work-family conflict, more positively associated with general health scores (ß=.287, p=.000)
work-family facilitation and family-work facilitation as well as better (higher scores mean worse health status) and negatively with optimism
mental health. (3) Resilience was found to be a significant moderator (ß=-.207, p=.006, t=-2.796) and finally WFC together with optimism
of family-work facilitation and couple satisfaction. were negatively associated with health (ß=.184, p=.013, t=-2.520).
Goodman test (Z=1.942, p=.05) confirmed statistical significance
Work and family spillover, health and work-engagement: of indirect effect of WFC on health mediated by optimism (optimism
mediating role of optimism decreased negative impact of WFC on health). WFC was negatively
associated with work engagement (ß=-.244, p= .001) as well as WFC
Irena Iskra-Golec (Akadamickie Centrum Komputerowe CYFRONET
with optimism (ß=-.207, p=.006, t=-2.796), and WFC together with
AGH)
optimism was positively associated with work engagement (ß=.206,
Statement of the problem Theoretical models applied in research on p=.006, t=2.793). Goodman test (Z=2.042, p=.041) confirmed statis-
work-family relation include three components (apart from the work tical significance of indirect effect of WFC mediated by optimism on
family relation itself): (1) work and family antecedents; (2) work-re- work engagement (optimism decreased negative effect of WFC on
lated, family-related and health-related outcomes; (3) constructs medi- work engagement). There were not found any statistically significant
ating work-family relationship (e.g. individual differences) (e.g. Allen, mediating effects of optimism on the health-related and work-related
Herst, Bruck, & Sutton, 2000). So far, individual differences, have outcomes of family-to-work conflict nor of facilitation of both direc-
been identified in the literature on work-family relation as antecedents, tions (work-to-family and family-to-work) Practical implications In
mediators or moderators of outcomes (e.g. Stoeva, Ki - Kwan Chiu, the light of the results obtained (and when they are confirmed by the
Greenhaus, 2002; Kinnunen, Vermulst, Gerris, & Mäkikangas, 2003) other studies) variety of activities aimed at increasing optimism level
of work-family relation. Optimism as a mental attitude have been found among workers are advised. First, educational activities making people
to be positively associated with good physical and mental health as understand the power of optimism in decreasing the negative effects
well as active and successful coping with aversive events (e.g. Scheier, of work-family conflict. Next, workshops are recommended to train
Carver, 1986). Health and work-related well-being complaints have the skills of optimistic way of thinking and reacting. Conclusions The
been found to be associated with work-family and family-work conflict results suggest optimism to be a partial mediator of the relationship
in numerous studies (e.g. Kossek, & Ozeki, 1998). Work engagement between: (1) work-family conflict and health as well as (2) work-fam-
understood as an affective and motivational state consisting of vigor, ily conflict and work engagement. The mediation of optimism seemed
absorption by work and dedication to work (Schaufeli, Bakker, 2003) to counteract the negative effect of WFC on health-, and work-related
have been found to be associated with work-related well-being. The outcomes of work-to-family conflict.
aim of this study being a part of a larger project concerning factors
determining work and family well-being was to find out whether The role of self-efficacy and social support in work-family spillover
optimism was a mediator of the relationship between work-family and mental health
relation (work-to-family- and family-to-work conflict as well as work-
to-family- and family-to-work facilitation) and its health-related and Patrycja Siemiginowska (Jagiellonian University)
work-related outcomes. It was hypothesized that optimism would Statement of the problem The focus of the research was to find out
weaken or balance negative effect of work-to-family- and family-to- what role could play self-efficacy and social support in work-family
work conflict and strengthen positive outcomes of work-to-family- spillover and mental health among male workers of municipal heat
and family-to-work facilitation. Procedures The questionnaires were power engineering enterprise. When explaining work-family spill-
completed by 222 female and male workers of a big municipal heat over in working parents it is important to take into account individual
supply company in the southern Poland (the study is in progress). For differences as well as other variables (i.e. Aryee et al. 2005; Iskra-
the purpose of this paper only working daytime men having families Golec, 2016). Positive (facilitation) and negative (conflict) work to
(n=176) were selected. They were mainly blue collar workers (82%), family and family to work spillover are understood as the extents to
their age ranged from 22 to 66 years (M=47.05, SD=10.72) and the which participation in one role influences participation in the other
average work experience was 25.52 years (SD=12.29). They completed (Grzywacz & Marks, 2000). Those relationships can be connected
questionnaires measuring work-family relationship as well as question- with family domain (marital communication, marital satisfaction,
naires measuring mediators and outcomes of work-family relationship. spousal support) work domain (job satisfaction, work engagement)
For the purpose of this paper there were analyzed the data obtained as well as physical or mental health and life satisfaction. Procedures
by application of Work-Family Spillover Scale (Grzywacz & Marks, Battery of tests was completed by 222 workers of large Polish munic-
2000), General Health Questionnaire (GHQ -30) (Goldberg, 1972), ipal heat power engineering enterprise. The questionnaires of 167
Utrecht Work Engagement Scale, UWES. (Schaufeli, Bakker, 2003), married (92%) or in informal relationships (8%) men aged between
and Life Orientation Test – Revised (Scheier, Carver, & Bridges, 1994). 22 and 66 years old (M=46.46; SD=10.75) were analyzed. They were
Analyses A series of analyses of regression were performed on the data either white collar (18%) or blue collar (82%) workers employed on
in search of mediating effect of optimism on the relationship between morning shifts. With regard to education the employees had mostly
work-family spillover and outcome variables (health, and work engage- finished high school (42.5%) or vocational schools (27.5%). 9% of
ment). To test for mediation effects of optimism Baron and Kenny’s them had bachelor’s or engineer’s degree and about 20% had master’s
(1986) casual steps strategy modified by Cohen and Cohen (Cohen, degree. Most of them (c.a. 71%) lived in villages surrounding capital
Cohen, 1983) were applied. To examine the statistical significance city of Malopolska voivodship. 67% of the workers’ wives or partners
of the intervening variable effect Goodman test was used as recom- worked as well (dual-earner families). In 47.3% of the families there
mended by McKinnon and coauthors (MacKinnon, Lockwood, Hoffman, were under aged children in the households. Selection of work- and
West, & Sheets, 2002). Results Work-to-family conflict (WFC) was family-related variables were taken into account as well as mental
69 WORK, STRESS AND HEALTH
T H U R S D AY
health self-reports and responders’ demographics characteristics. is the phenomenon strongly connected with positive mental health
Work-family and family-work conflict and facilitation were investigated. and coping with stress (Vaillant, 2012). The resilience concept used in
In the study several methods were used: Work-Family Spillover Scale the research is defined as a set of assets useful in coping with adverse,
(Grzywacz & Marks, 2000), General Self-Efficacy Scale (Schwarzer & stressful life events and in overcoming difficult odds (Masten, Gewirtz,
Jerusalem, 1995), Multidimensional Scale of Perceived Social Support 2006). Resilience is treated as buffer for stress disorders development
(Zimet, Dahlem, Zimet & Farley, 1988), and Goldberg’s GHQ (General in situation of hectic and pressure in everyday life. The research aimed
Health Questionnaire-30). Analyses Self-efficacy and social support to explore the interdependence between family- work relations (both
results were divided using median-split procedure. Then a factor conflict and facilitation) and well- being understood as a couple satis-
comprising of both results was aggregated on four levels (high self-ef- faction and health. Work activity and family life affect one’s well-being
ficacy with high social support, N=49; high self-efficacy with low social and health. Body of research underlines consequences of negative work-
support, n=35; low self-efficacy with high social support, N=35; and family relation for couple satisfaction (Voydanoff, 2005), satisfaction
low self-efficacy with low social support, N=48). Then one-factor with family (Crdenas, Major, Bernas, 2004) and generally satisfaction
ANOVA was performed with dependent variables: work-family spill- with life ( Greenhaus, Collin &Shaw, 2003). In turn, positive work-fam-
over (work-family conflict, family-work conflict, work-family facilitation, ily relations correlate with satisfaction with work, satisfaction with life
family-work facilitation). Results Significant differences between levels and family and with mental and physical health (Masuda et al. 2012). In
of self-efficacy and social support were observed in work-family conflict line with expansion theory undertaking many social roles (in work and
(F3,163=7.508; p=.001), family-work facilitation (F3,163=4.493; in family) increases personal well-being by enrichment (Greenhaus &
p=.005), work-family facilitation (F3,163=3.195; p=.025) and mental Powell, 2006). Positive spillover is defined as bilateral transfer of abil-
health (F3,163=3.947; p=.009). The differences in work-family conflict ities, affects, values and behaviors between family and work (Edwards
were observed between high self-efficacy with high social support & Rothbard, 2006). We hypothesized that resilience moderated the
and low self-efficacy with low social support (p=.001) low self-effi- relationship between work and family relation well-being, in the terms
cacy with high social support (p=.002) and high self-efficacy with low of couple satisfaction and general health. In particular, we expected
social support (p=.010). In family-work facilitation differences were differences in assessment of well-being between participants with low
observed between high self-efficacy with high social support and low level of resilience and those more resilient. Procedures Participants
self-efficacy with low social support (p=.003). In work-family facili- were blue collar (n = 168) and white collar (n = 54) employees of
tation differences were detected between high self-efficacy with high Municipal Energetic and Heating Agency (MPEC ) in Cracow ( N=
social support and low self-efficacy with low social support (p=.048). 222) , range in age from 22 to 66 (M = 44, 88, SD = 10,801). The final
In mental health the differences were observed in low self-efficacy with sample consisted of 22 female and 200 male employees. Among them
low social support when compared to both low self-efficacy with high 172 were married, 14 were in informal relationship, 26 were single, 4
social support (p=.024) and high self-efficacy with high social support were divorced and one person was a widow. Measurement tools used
(p=.021). Practical implications When taking care of mental health and in research were: Work-Family Spillover (Grzywacz, Marks, 2000),
work-family balance of workers self-efficacy and social support should Resilience Scale for Adults RSA (Friborg et.al, 2005), General Health
be investigated as they may yield important contribution in under- Questionnaire GHQ (Goldberg, 1972), Couple Satisfaction Index, CSI
standing men’s family well-being and health. Higher self-efficacy with (Funk & Rogge,2007). Demographic data as age, sex, education, place
higher social support could be the healthiest option in working men as of residence, marital status, work experience, type of work, number
individuals characterized by high levels of those features tend to expe- and age of children were controlled. Material was gathered during
rience less work-family conflict, more family-work facilitation as well group sessions. Analyses A moderation analyses were conducted
as more work-family facilitation. They also have better mental health. using PROCESS (Hayes, Scharkow, 2013) and IMAGO PRO, SPSS 25
Conclusions It can be concluded that high self-efficacy combined with Results Preliminary outcomes indicate that resilience changes level of
high social support can be associated with less work-family conflict, couple satisfaction in case of low level of family- work facilitation: the
more work-family facilitation and family-work facilitation as well as low level of resilience decreases couple satisfaction (R = 0,5601 R-sq
better mental health in working men. = 0,3137 F = 21,9393 p < 0,001). Additionally, resilience is a moderator
for dependency work -family spillover and health in case of conflict and
Work-family relation and well- being - resilience as a moderator facilitation aspects. Resilience is a significant moderator of family-work
facilitation and couple satisfaction. Additionally, both the family-work
Anna Ładan (SWPS Uniwersytet)
spillover and the resilience are important variables predicting health
Statement of the problem Family and work are core aspects of human outcomes. Practical implications Research outcomes indicate the role
live in the period of adulthood. Bilateral influences are considered in of resilience in work-family experience. Positive results connected with
terms of conflict or facilitation (Greenhaus & Powell, 2006). As addi- resilience impact on couple satisfaction and health in case of work-fam-
tional variables impacted such relations are listened: family life stage, ily spillover leads to possible practical implications. promotion of indi-
parenting (Byron, 2005; Carlson, Perrewe, 1999), age and sex (Byron, vidual strengths in workers and creation of resilient human relations
2005). Research on well-being is divided into an objective approach in work place. Conclusions The obtained results supported the study
concentrated on state of a person or community uses SES, health hypothesis and answered the research questions. Resilience turned out
factors and demographic data as measures or as a subjective approach to be an important moderator of the relationship between the level of
focuses on satisfaction with life, sense of meaning and purpose in life. family-work spillover and subjective well-being. These results indicate
Subjective well-being contains affective component ( feeling of happi- the role of resilience as a factor that could protect human well-being.
ness) and satisfaction connected with a life field (ex. family, work).
(Diener,2000; Keyes, 1998). This second understanding of well-being
connects with the theoretical background of our research. Resilience
70 WORK, STRESS AND HEALTH
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Participants were full-time employees recruited in four data waves,
Independence Ballroom B separated by one month. Incivility was measured using the scale by
Cortina, Magley, Williams and Langhout (2001); civility norm was
Workplace Civility and Incivility measured using the Civility Norms Questionnaire-Brief (Walsh et al.,
2012). 239 participants who completed all four data collections were
PAPER SESSION
used for the data analyses. A building-up approach was taken to test
the hypotheses (Grimm, An, McArdle, Zonderman & Resnick, 2012;
Examine the Dynamics of Workplace Incivility Spiral using
Taylor et al., 2014). Figure 1 shows the theoretical dynamics of the
Multivariate Latent Change Score Model
best-fitting LCS bivariate model. Based on the path coefficients (Table
Shiyang Su (University of Central Florida) 1), the level of experienced incivility positively predicted subsequent
change in perpetrated incivility (γ = 4.891), such that the target of work-
An important feature of workplace incivility is the potential spiral effect
place incivility would have a higher probability of conducting uncivil
that occurs when negative behavior from one party is reciprocated by
behaviors toward others in future, and the increment of such proba-
another party, yielding a “tit-for-tat” exchange of increasing incivility
bility of retaliation is determined by how much incivility experienced.
at workplace. This so-called “incivility spiral” is fueled by both parties’
Also, the level of perpetrated incivility was positively associated with
intention to retaliate, and can escalate incivility to more severe forms
subsequent change in experienced incivility (γ = 0.642). Also, monthly
of negative behaviors (Andersson & Pearson, 1999). Sometimes inci-
changes in perpetrated incivility was significantly determined by prior
vility spiral can have an escalating effect that the target of incivility
monthly changes in perpetrated incivility (φ = 2.313). In the next step
retaliates intentionally with a coercive behavior, leading to an escala-
of the building-up approach, the best fitting trivariate LCS models was
tion of more aggressive reactions. In the escalating spiral, the tit-for-tat
selected and shown in Figure 2. The change in experienced incivility
incidents might start with small, unintentional uncivil behaviors, but
is negatively associated with the subsequent change in civility norm
quickly escalate into serious conflicts and detrimental consequences
(ξ1 = -1.887, see Table 2), such that the prior increment of experienced
for organizations.
incivility predicts the decrease of perceived civility norms.
Surprisingly, there has been no empirical evidence that supports
To empirically evaluate the workplace incivility spiral, the present
the escalating effect of incivility spiral (Schilpzand, De Pater, & Erez,
study parameterized the changes of both experienced incivility and
2016). A few empirical studies of workplace incivility spiral showed
perpetrated incivility within a temporal context. Our findings provided
the association between experienced and perpetrated incivility using
empirical support for the escalating effect of workplace incivility spiral
cross-sectional data (Gallus, Bunk, Matthews, Barnes-Farrell, & Magley,
in that incivility experiences determine the changes of perpetration/
2014; Harold & Holtz, 2015), thus they do not allow for inferences of
retaliation in a positive direction, and vice versa. Also, the erosion of
causality between experienced and perpetrated incivility. To examine
civility norms was suggested as a consequence of the escalation of
the incivility spiral in the truest sense of the term, the present study
experienced incivility. The current study is an initial attempt to under-
collected longitudinal data to investigate the dynamic and progressive
stand the escalating effect of incivility spiral using longitudinal data.
nature of the workplace incivility spiral and provide empirical evidence
It not only informs theory but also potentially informs future studies
for the escalating spiral and its consequence.
of between-person analyses of the incivility spiral and intervention
Instead of focusing on the between-person level of analysis, Taylor
strategies for organizations striving to improve employees well-being.
and colleagues (Taylor, Bedeian, Cole, & Zhang, 2014) first examined
experienced incivility as a dynamic process that could change and
The Influence of Workplace Civility on Sleep, Mental Health, and
evolve over time using latent change score (LCS; McArdle, 2009)
Sick Leave in the Veterans Health Administration Employee
models. Following their lead, the present study used LCS models
Population
to study the multivariate change processes between two dynamic
constructs - experienced and perpetrated incivility while accounting Eve Nagler ( Dana-Farber Cancer Institute/Harvard University )
for individual change. The bivariate LCS models are useful for exam- Problem Statement: Workplace civility, defined as courteous interper-
ining whether changes in one dynamic process (e.g., perpetrated inci- sonal behavior, has been shown to prevent burnout and/or improve
vility) are determined by the previous level of the second dynamic other important organizational metrics. Specifically, higher scores on
process (e.g., experienced incivility), and vice versa. We hypothesized workplace civility were associated with decreased burnout, decreased
that level in experienced incivility is positively related to subsequent coworker incivility, improved workplace safety, as well as improved
change in perpetrated incivility, and level in perpetrated incivility is employee and patient perceptions of hospital care performance
positively related to subsequent change in experienced incivility. In (Spence Laschinger and Read, 2016; Oppel et al., 2017; McGonagle
addition to level-to-change effects, we also investigated change-to- et al., 2014). The Veterans Health Administration (VHA) has been
change effects, meaning that the extent to which experienced incivility actively involved in civility research for almost a decade focusing
has recently changed might be an important predictor of perpetrated primarily on employee-based civility interventions. For example, the
incivility change. Civility, Respect, and Engagement in the Workplace (CREW) interven-
Based on the incivility spiral theory, experiencing or even witness- tion was first developed and evaluated in 2009 (Osatuke et al., 2009).
ing incivility spirals will erode the civility norm of the organization In 2014, nearly 70% of facilities in VHA reported that CREW was
(Andersson & Pearson, 1999). Therefore, we considered the perceived present as an available resource to help employees with stress-related
civility norms as an outcome of the escalation of incivility spiral, and issues (Healthcare Analysis & Information Group, 2015). In addition,
used trivariate LCS models to examine whether the escalation in expe- workplace civility is assessed and monitored annually on an organi-
rienced incivility and perpetrated incivility is related to subsequent zational census survey (Osatuke et al., 2012). However, the effects of
change in civility norms. workplace civility on self-reported health in VHA employees have not
71 WORK, STRESS AND HEALTH
T H U R S D AY
been examined to date. The purpose of this study is to investigate how Conclusions. We found workplace civility has a positive associ-
workplace civility relates to self-reported sleep, anxiety, depression, ation on several measures of health and well-being of employees in
and days away from work due to injury or illness. Based on prior find- VHA. Future work should consider the influence of workplace civility
ings, we believe that civility may create a “protective” environment for on health outcomes over time and what aspects of a civility program
threats to well-being. Thus, we hypothesized that employees reporting may be most effective in leading to change.
higher scores on a workplace civility measure would report lower likeli-
hood of sleep disorders, anxiety, depression, and days away from work. Deviating from Deviance: Introduction to the culture-driven
Procedures. A total of 184,357 (59.5%) employees responded to Communication-Based Incivility (CBI) model
an annual organizational census survey, All Employee Survey (AES)
M. Gloria Gonzalez-Morales (University of Guelph)
(Osatuke et al., 2012), administered in August 2015. In addition to
the AES, a health promotion (HP) module was administered to a 50% Incivility has been defined as “low-intensity deviant behavior[s], with
random sample of respondents to the AES; thus, there were 86,257 ambiguous intent to harm the target, in violation of workplace norms for
responses for both modules that we used in our analyses. Workplace mutual respect”1,2,3. Incivility has been shown to be highly detrimental
civility was assessed with a four-item scale that was an abbreviated due to its eroding effect on workplace relations1,4. When comparing
version of an eight-item scale used in prior research (Leiter et al., 2011; incivility to other forms of workplace mistreatment, Hershcovis6 cate-
Osatuke et al., 2009). The items asked about respect from cowork- gorized incivility as a deviant behavior of low intensity and ambiguous
ers, cooperation in the workgroup, fairness of conflict resolution, and intent to harm without a clear definition of the source of uncivil behav-
diversity acceptance. Items were assessed using a 5-point Likert scale iors. For example, bullying or sexual harassment behaviors have a clear
ranging from 1 (strongly disagree) to 5 (strongly agree). Workplace intention to harm the target and are of higher intensity than uncivil
civility was computed as the average of the four items. For the health behaviors. At the same time, abusive supervision, for example, is clearly
promotion module, employees answered items about chronic health attributed to the supervisor. Because incivility consists of “rude, conde-
conditions (Has a doctor, nurse, or other health professional EVER told scending, and ostracizing acts that violate workplace norms of respect,
you that you had any of the following health problems? [Yes, No, Not but otherwise appear mundane”4, organizations may not deem this
Sure] – anxiety, depression, and sleep disorders) using standard ques- kind of workplace mistreatment as particularly harmful or threaten-
tions from Behavioral Risk Factor Surveillance System (BRFSS) surveys ing. However, research on incivility over the last 15 years has shown
(Centers for Disease Control and Prevention, 2015). Respondents also that incivility happens frequently across a wide range of professions7.
provided the number of days away from work in the prior 12 months Furthermore, it often has equally strong or even stronger relationships
due to illness or injury; for analyses, this item was dichotomized based with negative outcome variables than some of the other more intense
on the mean in the sample (mean = 5.15 days, SD 6.34) as five or more and explicitly harmful forms of workplace mistreatment6.
days away. To date, there are several shortcomings in how we approach inci-
Analyses. Multilevel logistic regression models were employed vility research using a deviance perspective:
with VHA location included as a random effect to examine how civil- 1)Existing research into incivility is too simplistic and static. It is built
ity climate was associated with the likelihood of having chronic health on a clear assignment of roles in the interaction between two people,
conditions and days away from work. These models use an efficient i.e., the person who is uncivil (enactor) and the ‘victim’ of the uncivil act
approach that combines individual-level and aggregate data taking (target). In addition, there is a focus on attributing blame for a single
advantage of the hierarchical structure of the data. To account for incident, rather than finding the cause for a string of interactions, or
demographic differences within individuals, we included additional even history, between the involved parties. This is symptomatic also
covariates in our regression models; variables included self-reported in the methods used, predominantly based on cross-sectional surveys.
gender, age group, race, ethnicity, veteran status, and occupational But uncivil encounters between employees are rarely simple or based
group. Two other variables related to VHA location were also included on a singular occurrence. Target and enactor roles are dynamic: when
in the models; facility complexity and a rural/urban designation. Finally, a person perceives an act of incivility, they may respond with their
a three-item measure of burnout based on the Maslach Burnout own uncivil response. Furthermore, other people in the context (i.e.,
Inventory was included to control for the influence of this prevalent witnesses), may become enactors or targets because they choose
phenomenon in health care workers. The generalized linear mixed sides or feel victimized9.
models procedure, proc glimmix, in SAS 9.2 (SAS Institute Inc., Cary, 2)Uncivil behaviors are defined as deviant behaviors that violate
NC) was used to fit the multilevel logistic regression models to the data. workplace norms for mutual respect but frequently, these norms are
Results. Results from multilevel logistic regression analyses not explicit, or they may differ in different work contexts.
were consistent with study hypotheses. Employees reporting higher 3)The person enacting an “uncivil” behavior may or may not intend
scores on workplace civility also had lower odds of self-reported sleep to harm others. Ambiguity of intent to harm is a critical aspect of the
disorders (OR=0.91 (95% CI=0.89, 0.93)), anxiety (OR=0.89 (95% definition of incivility.
CI=0.87, 0.91)), depression (OR=0.89 (95% CI=0.87, 0.91)), and five The communication-based incivility model, CBI, conceptualizes
or more days away from work (OR=0.85 (95% CI=0.83, 0.86)) after incivility as a phenomenon that reflects how “normal” people enact
controlling for important demographic variables, burnout, and key behaviors that are hurtful to others. Rather than mean-spirited, inten-
location variables. tional aggressions towards others5, we propose that in multicultural
Practical implications. VHA is actively seeking ways to improve workplaces, perceptions of incivility are often the result of differences
employee well-being through significant investments in infrastructure in culture-driven norms for communication and interaction. The CBI
and culture change. Our results suggest that efforts to improve cour- proposes incivility as a dynamic communication process, rather than a
teous interpersonal behavior in the healthcare workplace setting may one-time deviant reaction to a single event. This requires a reconceptu-
be an important means to achieve those goals. alization of the definition of incivility such that perceptions of incivility
72 WORK, STRESS AND HEALTH
T H U R S D AY
are created between two communicators, the sender and the receiver experience of civil behaviours. In turn, constructs focusing on “enact-
of a message. When a sender sends a message, they have to choose ment” were compared to one another and constructs focusing on
the content of the message as well as the way in which they transmit reported “experiences” will be compared to one another.
the message. Choice of words, tone, volume, timing are cues chosen A 2-wave panel design was used: at Time 1 participants filled out
by the sender and they are decoded by the receiver to interpret the surveys related to antecedent constructs and nomological network
underlying intent of the sender’s message. In cases of incivility, the constructs (e.g., civility, incivility, respect), and at Time 2 the same
receiver perceives that the sender sent the message with intent to harm. participants filled out surveys related to the nomological network
A wide range of research on cultural differences in communication constructs (e.g., civility, incivility, respect) and outcome constructs
and teamwork has demonstrated that what constitutes respectful (see Figure 1). Carmeli, Dutton and Hardin’s (2015) scale of Respectful
behavior in one culture can be considered disrespectful in another10,11 Engagement was adapted as a scale to assess Civil Behaviours. At Time
(e.g., in some cultures questioning management decisions is expected 1, 800 participants completed an online survey: 48.5% male, average
to ensure that no wrong decisions are made, in other cultures, ques- age 42 years, White/Caucasian (85.9%), heterosexual (92.5%), full-
tioning a leader is disrespectful12). As such, the same behavior can be time in a permanent position (96.4%). At Time 2, 400 participants
intended by the enactor to show respect, when the target perceives (56.8% male, average age 42) completed the survey again
it to be harmful and maybe even intentionally so. Along similar lines, Previous research has relied on comparing civility norms to incivil-
previous research on multicultural teamwork has shown that increased ity and OCBs to understand the relationships that exist (e.g., Leiter et
diversity in teams creates both challenges and opportunities 13,14,15,16. al., 2011; Leiter et al., 2012; Walsh et al., 2012). Using a new scale to
One of the most significant challenges resides in the potential for measure enacted civil behaviours (and not norms), the current study
miscommunications and misunderstandings created by different sets was able to directly compare the enactment of civility, incivility, OCBs,
of cultural assumptions, that, in turn, can frequently lead to uncivil and POBs to determine similarities and differences between behaviours
exchanges between employees (e.g., ignoring a colleague during a at work (table 2). Based on the size of correlations and relative impor-
work meeting or not forwarding crucial work information)10. Building tance of predictors, we found that enacted civility is distinct from inci-
on and extending extant research, the CBI incorporates culture-driven vility, OCBs and POBs.
communication expectations as a main component of workplace inter- We found support for the distinction between experienced civility
actions and relationships. and experienced incivility. The two constructs showed a small negative
Ultimately, the purpose of the CBI is to inspire a new stream of correlation and while civility was stronger than incivility at predicting
incivility research, that deviates from a deviant conceptualization and positive mental health (e.g., mental well-being), incivility was stron-
that better reflects the complex reality of modern workplaces. Once ger than civility at predicting negative mental health (e.g., cynicism,
we understand the primary processes of communication-based inci- exhaustion). Experienced civility is also distinct from the group-level
vility through cultural differences, the model will be extended to other construct of civil norms and the supervisory-driven construct of inter-
factors such as gender or power distance. personal justice. Although experienced civility was closely related to
respect and PCS they showed different patterns of relative importance
Workplace civility and incivility: two sides of the same coin? in explaining important personal and organizational outcomes. For
Empirical Analysis of the Workplace Civility Nomological Network example, although experienced civility was a significant predictor of
psychological safety, affective commitment, and job satisfaction it was
M. Gloria Gonzalez-Morales (University of Guelph)
less important than both respect and PCS.
Previous research has studied civility as a group-level construct Using a new behavioural measure of civility that is aligned with the
focusing on civil norms rather than civil behaviours. A lack of estab- original operational definition of civility, the current study was able to
lished measurement tools does not allow us to directly compare civil empirically determine how similar and how distinct civility is from other
behaviours with other similar constructs (e.g., uncivil behaviours, similar constructs. Exploring both enacted and experienced civility was
organizational citizenship behaviours). Although other constructs important in order to provide a comprehensive analysis and align the
may be theoretically similar to civility, they often differ in how they study of civility to the study of incivility. We found evidence for the
are measured. For example, OCBs are measured by asking partici- empirical distinction of enacted civility from enacted incivility, OCBs,
pants about the extent to which they engage in specific behaviours at and POBs and the distinction of experienced civility from experienced
work. Perceived coworker support (PCS) is measured by asking partic- incivility, civility norms, respect, PCS, and interpersonal justice. Taken
ipants about their perceptions of experienced support at work. We together, the findings suggest a theoretical and empirical distinction
propose a Framework for Positive Interpersonal Workplace Behaviours of civility from other similar constructs.
(table 1) that teases apart differences in how constructs are measured. Given the empirical support for civility as its own construct, future
Constructs are categorized based on whether they are perceptions of research should continue building theory around positive organi-
discrete behaviours or overall formed perceptions and individual- or zational behaviours. Similar to how Andersson and Pearson (1999)
group-referent constructs. Civility is defined in terms of behaviours mapped out forms of mistreatment in organizations (e.g., antisocial
and, along with incivility, should be measured within the Individual- behaviour, deviant behaviour, violence, aggression, incivility), research-
Behavioural quadrant. Focusing on specific behaviours allows us to ers should consider further mapping out constructs and processes
look at both the enactment and experience of behaviours, similar to on the positive side further. Civility should be studied through the
how we currently study incivility. OCBs are measured in terms of the lenses of other theories typically not used in the study of incivility.
enactment of behaviours, respect is measured in terms of the experi- More specifically, given that civility reflects positive interpersonal
ence of respect, and incivility is measured in terms of both enactment behaviour researchers should propose positive theories to explain
and experience. As a result, the proposed measure of civil behaviours these behaviours rather than flipping theories in the area of job stress
was adapted to assess both the enactment of civil behaviours and the and discrimination.
73 WORK, STRESS AND HEALTH
T H U R S D AY
workforce. Both mental health and chronic disease management are
Philadelphia Ballroom North increasingly effecting workers, and the future of work will be impacted
by efforts to address these issues in the work environment. Across each
The Future of Work: Implications for of these presentations, we will attempt to address the questions of how
Occupational Health and Worker Well-being is the nature of work changing, and what impact are those changes
having on workers in terms of both physical and mental health.
SYMPOSIUM
Mapping future-of-work scenarios to identify potential
Chair: Thomas Cunningham (NIOSH) occupational hazards
The future of work is an issue of growing concern and national interest. Paul Schulte (NIOSH)
Rapid advances in automation technologies are leading to the reduction The future of work has been described in various ways, from one where
and/elimination of jobs ranging from assembly work in manufacturing the technology will bring less work or the end of work to one of exten-
to reading radiology scans in health care. It has been estimated that sive and bountiful opportunity. Regardless of which of these views
artificial intelligence and automation technologies could displace as prevails the occupational safety and health field should anticipate
many as 73 million American workers by 2030 (Manyika et al, 2017). future conditions for workers and prepare to address potential hazards
Another study suggests 85 percent of all jobs that would exist in 2040 and risks. To help understand what these hazards and risks might be,
have not yet been created (Institute for the Future, 2017). The rapid we are reviewing the scientific and gray literature from 1999-2019
transformation of the world of work is likely to include significant shifts to identify potential scenario descriptions of the future of work and
in workforce characteristics as well. For example, the future work- any hazards or risks that might arise. The search strategy utilized the
force will include more older workers and immigrant workers. Over the following terms: “future of work,” “Industry 4.0,” “4th industrial revo-
course of a lifetime, individuals will have multiple different jobs. Thus, lution,” “advanced manufacturing,” “new employment arrangements,”
new and young workers will require a greater emphasis on employ- “future of jobs,” “changing world of work,” “emerging occupational risks,”
ability skills (including occupational safety and health skills) and less “emerging occupational hazards,” “innovation and work,” “technological
emphasis on training for a specific job. Chronic disease and mental change and work,” and “digitalization and work.” Papers and documents
illnesses such as depression are also expected to continue to increase, identified through the search strategy will be reviewed and the future of
and thus, a greater proportion of the workforce will need to manage work scenarios will be extracted, together with descriptions of potential
mental health and chronic disease conditions in the workplace. Work, hazards and risks. The review findings will be organized according to
and the workplace, are key contributors to health, and a focal point scenario type, hazard and risks. Critical operational questions still under
for interventions to improve individual and population health. As the consideration include: how to describe a projection as a scenario of
nature of work is changing, our concept of occupational health and future work; selection of inclusion and exclusion criteria for the review;
safety needs to adapt accordingly. and basis to infer whether potentially hazardous conditions will rise.
This symposium will explore what the future of work might look Additionally, a panel of experienced occupational safety and health
like, and how the transformation of work may impact various aspects specialists will appraise scenarios to identify hazards or risks that might
of worker well-being. The first presentation, by Dr. Paul Schulte, will occur. Finally, the impact of technology will likely displace millions of
provide an overview of technological and social transformations that workers worldwide and investigators and practitioners should also
will impact the future of work, and explore potential future-of-work identify and address the needs of these workers. Preliminary literature
scenarios. Based on reviews of literature related to the future of work, review has shown that issues of adequate skills, unemployment and
various scenarios of future working environments will be described, and underemployment anxieties may arise and should be investigated and
potential occupational hazards or risks that might occur will be iden- interventions developed. The characteristics of work in the future will
tified. The second presentation, by Dr. Rebecca Guerin, will describe be influenced by current trends as identified in recent publications. As
efforts to prepare the future workforce with basic occupational safety part of the mapping effort, we will search the literature on how these
and health competencies. Given that youth between the ages of 15 trends may extend into the future. These trends include employment,
and 17 are twice as likely as adults over the age of 25 are to be injured unemployment, informal employment, working poverty, working time
seriously that injuries may have life-long impacts on young people’s wages, gender pay gap, inequality, digital divide, fatal work-related
health and well-being, it is critical that knowledge and skills that relate injuries and illnesses. New hazards and risks to workers will occur on
to OSH are part of every work readiness effort and every (current and the foundation of these existing trends.
future) job. Dr. Guerin will report data from key informants which
identifies barriers to adoption of basic OSH curriculum in schools, and Preparing the Future Workforce with Occupational Safety and
approaches to overcoming them. The third presentation, by Dr. Juliann Health Competencies
Scholl, will describe findings from a study to understand the perspec-
tive of employees, employers, and experts on what are the most critical Rebecca Guerin (NIOSH)
needs in various workplaces for helping to reduce aging-related injuries, Statement of problem: Globalization and technology advancement are
illnesses, and fatalities. Given the estimated increases in rates of labor powerful catalysts for change in the modern economy. These forces
force participation among older age groups, there is both an imme- have generated new demands for the knowledge, skills, and abilities
diate need for developing aging-friendly workplace interventions, as required for job and life success.1 Technology-driven innovations in
well as a long-term need to consider aging in an occupational health 21st century workplaces are compelling institutions that have a hand
context. Finally, the fourth presentation, by Dr. Michelle Owens-Gary, in preparing emerging workers to succeed, such as schools, to grap-
will discuss co-occurrence of depression and Type 2 diabetes in the ple with what young people need to know and be able to do in the
74 WORK, STRESS AND HEALTH
T H U R S D AY
jobs of the future.1,2 However, little consensus exists about expecta- school-based curricula or workforce development programs. However,
tions for what a career-ready graduate might look like2 and whether there is a recognized need for this content, and employers may provide
competencies related to workplace safety and health are included a hiring preference to new workers with these skills. National efforts6,7
in the shared vision for what it means to be work ready.3 Given that to advance skills-based training and apprenticeships for youth provide
national surveillance data demonstrate that youth between the ages a timely opportunity to integrate knowledge and skills related to work-
of 15 and 17 are twice as likely as adults over the age of 25 are to be place safety and health into the cross-sector competencies delivered
injured seriously enough to require treatment in a hospital emergency to youth as part of efforts to prepare the future workforce for success
department4 and that injuries may have life-long impacts on young in the 21st century jobs.
people’s health and well-being,5 it is critical that knowledge and skills
that relate to OSH are part of every work readiness effort and every Aging Workers: Needs from the Perspective of Employees,
(current and future) job.3 While employers have the primary respon- Employers, and Experts
sibility for maintaining a safe and healthy workplace—which includes
Juliann Scholl (NIOSH)
providing job-related training—schools could play an important role
in preparing youth, before they are integrated into the labor force, with Statement of problem In 2014, approximately 40 percent of people
knowledge of/and skills related to understanding work hazards and age 55 and older were employed or looking for work [Toossi, Torpey
controls, child labor and health and safety laws, and roles/responsibil- 2017]. The U.S. Bureau of Labor Statistics estimates that the labor force
ities in the workplace.9 Research (albeit limited) suggests that occu- participation rate for older age groups will continue to increase through
pational safety and health education provided to young people while 2024, while rates for younger workers will remain flat [Toossi, Torpey
in school may be protective against future work-related injuries.10 2017]. This importance of aging workers to the workforce warrants
Workforce development agencies and organizations could also play more attention to the safety and health needs of all workers as they age.
a vital role in preparing the emerging workforce for safe and healthy To this end, the researchers conducted a needs assessment to identify
employment. But little is currently know about the extent to which OSH gaps in aging worker research and products that stakeholders (e.g.,
is currently included in school curricula and workforce development business and labor organizations, trade associations) most need. The
programs, and what the barriers and incentives are to providing these research team conducted focus groups and key informant interviews
foundational skills. Procedures/Analyses. This presentation: provides with employees, employers, and national experts on aging to identify
a brief overview of current frameworks and ways of categorizing and research gaps, understand awareness of best practices, and determine
defining the skills students need to be successful in the jobs of the the types of products and resources that help reduce aging-related inju-
future; assesses these frameworks for the inclusion of OSH; intro- ries, illnesses, and fatalities. The analysis also compares and contrasts
duces a theoretical framework of foundational, workplace safety and perspectives across these three groups. Procedures/analyses The
health competencies developed by NIOSH and explores areas of align- researchers collected open-ended responses from six focus groups
ment/integration with current career readiness efforts; and provides and 18 key informant interviews. These interviews gathered insights
insights from key informant interviews with 34 school district admin- about aging research needs, as well as the necessity for products and
istrators from across the country and a national survey of 93 repre- programs that benefit all workers as they age. The researchers quali-
sentatives from workforce development sector, about the barriers and tatively analyzed the focus group and interview responses to identify
incentives to providing OSH competencies to the emerging workforce. stakeholders’ current knowledge of occupational safety and health
Results. Most of the current initiatives to prepare workers for career research and practice related to younger and older workers [Patton
readiness do not include essential knowledge, skills, and abilities for 2015]. Three of the focus groups included employees—professional
safe and healthy work, and opportunities exist for addressing this or executive-level employees, hourly workers in physically demand-
gap. Preliminary results from key informant interviews conducted in ing jobs, and hourly workers not in physically demanding jobs. Nine
2015 with administrators from U.S. districts suggest that only about a persons grouped by age (25-34 years, 35-50 years, and 51-70 years)
third of the districts have at least 75% of their students receive some participated in each of the three focus groups. The remaining three
instruction on workplace safety and health. Surveys conducted in 2018 focus groups included employers (i.e., business owners or managers)
with representatives from workforce development sector revealed that grouped by company size (<20 employees, 21-500 employees and
only about 20% of federally-funded, employment service centers in 500+ employees). The study also included 18 structured interviews.
their region provide training that includes foundational OSH skills. The Nine were with senior leaders and executives representing public and
majority of both school district administrators and workforce develop- private companies from various industries. The remaining nine were
ment sector representatives recognized the benefit of providing general national experts with extensive expertise in aging and work. The experts
OSH training, but mentioned barriers such as lack of time and resources. represented non-profit organizations, universities, government agen-
Benefits of providing training on foundational OSH competencies were cies, research institutes, and industry groups. Results The researchers
indicated by school district administrators in the sample as assisting qualitatively analyzed all responses for themes that could inform future
students to get jobs (38%) and helping students work safely (32%). aging research and product development at NIOSH [Patton 2015].
Roughly two-thirds of workforce development sector survey partici- Based on focus group responses, health and safety needs of older (ages
pants indicated it was moderately to extremely likely that employers 55 and over) and younger (ages 21 and under) workers differ by indus-
would give a hiring preference to a person with prior training on OSH try regarding incidents, susceptibility to chronic diseases, colleague
competencies. Conclusions. Competencies related to OSH are missing relationships, and health care costs but, in most cases, influence the
from national and international efforts to delineate what it means to be workplace similarly. Younger workers did not talk explicitly about occu-
career ready in the workforce of the future. Preliminary NIOSH research pational health, hazards, or exposures and appeared to have little to no
suggests that, due to barriers such as lack of time, tailored training awareness of such issues. Employers noted that many organizations
materials, and competing demands, OSH is not currently part of most typically refer to the needs of all workers—not just aging workers—to
75 WORK, STRESS AND HEALTH
T H U R S D AY
avoid the perception of age discrimination. As with workers, employ- 4 people with depression reporting serious concerns with their ability to
ers did not widely use terms such as occupational health, hazards, or function at work (Pratt & Brody, 2005). As a leading cause of disability
exposures. Senior executives cited stress management, ergonomics, for people aged 15-44 years, depression results in more disability days
lack of diversity, multi-generational workforces, career planning, and per year than many other physical and mental conditions (Greenberg,
retention as important needs. According to most executives inter- Fournier, Sisitsky, Pike, & Kessler, 2015). Depression cost the nation
viewed, organizations are not adequately addressing the needs of aging $210 billion in 2010; representing a 21% increased cost from 2005
workers. Many of the aging experts agreed that employers’ views on (Greenberg, Fournier, Sisitsky, Pike, & Kessler, 2015). About half of the
aging are changing slowly. They discussed misunderstandings and economic cost of depression in 2010 was due to workplace costs (e.g.,
biases toward aging workers, which they considered challenging but absenteeism, presenteeism, lost productivity, job turnover), 45% was
not impossible to overcome. Overall, the experts cited confusing legis- associated with direct medical costs, and 5% was due to suicide-re-
lation, inflexible workplace policies, age discrimination, differing work lated costs (Greenberg, Fournier, Sisitsky, Pike, & Kessler, 2015). People
styles, workforce development, financial fears, family dynamics, and with depression miss, on average, about five workdays out of a month
the health of aging workers as the most important issues to address in with about 11 days of reduced productivity for the same timeframe
the future. Conclusions Respondents’ views reflected changing demo- (Valenstein, Vijan, Zeber, et al., 2001). Projections on the burden of
graphic shifts and low numbers of Gen Xers needed to replace retiring mental disorders in the United States suggest that rates of depres-
Baby Boomers [AARP 2007; Gausepohl 2016]. Respondents across all sion will continue to rise dramatically, resulting in considerably higher
groups noted employers’ and industries’ increasing need to address the indirect and direct costs and affecting future workforce participation
physical, mental, social, emotional, and financial needs of aging work- (Tunceli, Zeng, Habib, & Williams, 2009). Chronic diseases, such as
ers. There appears to be a divide between how information sources (e.g., diabetes, are also very common and costly in the United States. In
government agencies) and stakeholders (e.g., workers, employers) 2015, an estimated 30 million people in the United States had diabetes
talk (e.g., words used) about the aging workforce. Efforts to educate (Centers for Disease Control and Prevention, 2017). It is projected that
stakeholders need to be more consumer-focused and engaging to reso- by 2023, almost 20 million more people in the United States will also
nate with key audiences. Strategies to disseminate tools and guidance develop this disease (Bodenheimer, Chen, & Bennett, 2009). Diabetes,
should be consumer-focused and engaging rather than concentrated alone, cost the nation an estimated $327 billion in 2017; up from $245
in peer review journals and government websites. Strategies include billion in 2012, representing a 26% increase over a five-year period
creating: (a) tools to help organizations assess their workforce, (b) (American Diabetes Association, 2018). Like depression, diabetes
benchmarking tools that rate workforce practices against industry stan- also resulted in indirect economic costs, such as absenteeism, reduced
dards and provide best practices, (c) more programs that identify risk work performance for those employed, reduced productivity for those
factors for illness and injury in older workers, and (d) more campaigns unemployed, disability, and lost economic opportunities due to compli-
in plain-language for stakeholders who do not look for information until cations and premature death (American Diabetes Association, 2018;
problems emerge. Future research areas should include: (a) physical, Schulte, Guerin, Schill, et al., 2015). Depression is present in about 1
cognitive, and emotional needs of aging workers; (b) discrimination and in five adults with type 2 diabetes (American Diabetes Association,
biases toward aging workers; (c) effectiveness of mufti-generational 2018). Additionally, individuals who develop depression also have a
teams; (d) revised health and retirement studies using quota or field 37% increased risk of developing type 2 diabetes. When these two
experimental designs to determine before and after impacts; and (e) conditions occur together, there is an increased risk for work absentee-
studies addressing impacts of the “gig” economy. ism, suboptimal disease management, increased medical expenditures,
and poor health outcomes (Owens-Gary, Zhang, Jawanda, et al., 2018).
Depression and Employees’ Risk of Chronic Disease Development: Moreover, complications as a result of untreated depression and diabe-
A critical issue for the workforce tes often are primary reasons for missed work and decreased produc-
tivity. Given the projected burden of both depression and diabetes on
Michelle`Owens-Gary (NIOSH)
Americans (including those working and those unemployed), there is
Depression and chronic diseases are alarmingly common in the work- a need to develop interventions, such as workplace health promotion
place and represent a growing public health concern for employers and programs, to protect the future workforce. Employers have opportu-
employees due to the long-lasting effect they can have on the work- nities to improve worksites in ways that can help address individual
force. Type 2 diabetes frequently co-exists with depression. Having modifiable risk factors (poor nutrition, low physical activity, obesity)
both depression and diabetes can not only affect workers’ physical and work environment factors (inflexible work schedules, job demands,
and emotional health, but can also contribute to diminished work lack of access to healthy food) that contribute to employees’ risk of
performance as a result of numerous factors (e.g., disease-related developing depression and diabetes. Workplace health promotion
complications, reduced productivity), especially when these comor- programs can lower costs for employers, reduce chronic disease risk
bid conditions go left unrecognized or unaddressed. To mitigate the factors, and lower absenteeism rates (Sorenson, Landsbergis, Hammer,
negative impact that depression and diabetes can have on the future et al., 2011). Yet, we need to understand the specific needs of a shifting
workforce, effective workplace interventions must be developed and work environment. Given that workers now have multiple careers over
made readily available to help employees manage these conditions, their lifespan than previous generations, and workplaces are typically
improve their work environment, and improve their overall quality of smaller than past decades innovative approaches need to be developed
life. Depression affects workers at excessive rates (Wulsin, Alterman, to reach employees and incorporate health promotion programs at
Bushnell, Li, & Shen, 2014). It is estimated that up to 16% of the work- work (Sorenson, Landsbergis, Hammer, et al., 2011). This presentation
force will experience depression at any given time (Dewa, Hoch, will: 1) provide an overview of the burden of depression and diabetes
Nieuwenhuijsen, Parikh, & Slutter, 2019), making this condition the at work; 2) describe how workplace health promotion programs can
most prevalent mental health concern in the workplace. More than 1 in protect the future workforce; and 3) explore ways in which the changing
76 WORK, STRESS AND HEALTH
T H U R S D AY
work environment needs to be taken into consideration for the preven-
tion and management of depression and diabetes.
12:00–12:45 p.m.
Luncheon Sessions
Philadelphia Ballroom North
Total Worker Health® (TWH) Professionals
Collaborative Meeting
Liliana Tenney (University of Colorado Denver)
Join us to discuss the formation of a professional group dedicated the
advancement of Total Worker Health® (TWH). The group will serve as
a hub, a new community, for individual professionals and both nonprofit
and for-profit entities to share ideas and collaborate around TWH
research, training, dissemination, and real-world solutions. At this
meeting, we will present and discuss proposed activities and opportu-
nities for involvement in 2020 and beyond. We encourage researchers,
students, and professionals interested in learning more about this new
initiative and expanding the professional field of TWH. The meeting will
be facilitated by the Center for Health, Work & Environment, a NIOSH
Center of Excellence for Total Worker Health®.
Philadelphia Ballroom South
Partnering with Organizations on Occupational
Health Research
Chair: Liu-Qin Yang (Portland State University)
Presenters: Christopher Cunningham (The University of Tennessee at
Chattanooga), Thomas Britt (Clemson University), Chu-Hsiang Chang
(Michigan State University), Paul Spector (University of South Florida)
77 WORK, STRESS AND HEALTH
T H U R S D AY
1:00–2:15 p.m.
Concurrent Sessions 2
Philadelphia Ballroom North survey (response rate = 29%). Prosocialness was measured with the
Prosocialness Scale for Adults (Caprara et al. 2005). Job demands
Exhaustion and Burnout were measured by two specific scales, namely the emotional and quan-
titative demands scales, from the validated Swedish medium-length
PAPER SESSION
version of the Copenhagen Psychosocial Questionnaire (Berthelsen et
al., 2014). The two subscales Detachment and Affective rumination
The effects of gender and prosocialness on different aspects of
of the Work Rumination Scale (WRS: Cropley et al., 2012) was used
burnout
to measure work rumination. Family to work conflict was measured
Sandra Buratti (University of Gothenburg, Sweden) with three items (Wilson & Baumann, 2015). Finally, exhaustion was
measured by the validated Swedish version (Lundgren et al., 2012) of
The problem. Work-related stress and exhaustion are common and
the Shirom Melamed Burnout Questionnaire (Melamed et al., 1992)
serious problems that especially affect human service workers (e.g.,
whereas disengagement was measured with the Oldenburg Burnout
Dollard et al., 2003; Hasenfeld, 2010; Maslach & Jackson, 1981). It is
Inventory (Demerouti et al., 2002) validated in Sweden by Peterson
feasible to presume that many human service workers show a relatively
et al. (2011).
high degree of the trait prosocialness and that this trait has contrib-
Analyses. Basic analyses were conducted using IBM SPSS Statistics
uted to their choice of profession. Prosocialness can be defined by the
23 and structural equation analysis was conducted using Mplus 8. All
behaviours an individual is willing to conduct to help, take care of, or
variables were modelled as latent constructs with multiple indicators.
provide assistance to others (Caprara et al. 2005). Although proso-
Results. Preliminary SEM-analyses shows that, as hypothesized,
cialness has been shown to be beneficial for individuals’ well-being
prosocialness has a positive relationship with both quantitative and
(Caprara et al. 2005) prosocialness may put strain on human service
emotional work demands, thus indirectly leading to higher work rumi-
professionals when working with people in need. This is especially likely
nation and higher levels of exhaustion (see Figure 1). Also in line with
to be the case in professions where the boundaries between work and
our hypothesis prosocialness has a negative relationship with disen-
leisure are blurred. One such profession with highly blurred boundar-
gagement. However, no relationship was found between prosocial-
ies is being a church minister. In Sweden this occupational group has
ness and family-to-work conflict thus this path was removed from the
been at the top of sick-related absence from work due to stress and
model. The model (Figure 1) showed excellent fit according to RSMEA
exhaustion for several years.
(0.04) and acceptable fit according to SRMR (.07), CFI (.91) and TLI
This study therefore aimed at investigating whether the level of
(.91). Multi-group analyses exploring gender differences will also be
prosocialness directly and indirectly affected exhaustion and disen-
conducted and reported at the presentation.
gagement from work in a sample of ministers from the Church of
Implications. Since prosocialness presumably is a common and
Sweden. It can reasonably be assumed that individuals high in proso-
desired trait among different human services professionals such as
cialness will experience higher levels of job demands which will led to
ministers, it is important to find ways to help organizations to establish
more work-related rumination and difficulty to detach from work during
policies and structures that help these professionals with setting clear
non-work time. This, in turn, will led to higher levels of exhaustion.
boundaries for their engagement.
However, it is also possible that individuals with a high level of proso-
cialness will perceive their work as more meaningful since the core
The complex interplay between emotion regulation strategies and
of human service work is to help clients with different types of need
work rumination on exhaustion
(Dollard et al., 2003). This higher sense of meaning will may counteract
feelings of disengagement towards work which can result from exhaus- Martin Geisler (University of Gothenburg)
tion. Recent studies have shown that not only work related stress but
The problem. Work-related stress and exhaustion is a serious problem
also factors outside of work affect exhaustion in a negative way (e.g.
in many societies (Eurofound, 2018). While stress and exhaustion
Rupert et al., 2009). Thus, another factor that may affect exhaustion is
is problematic in many occupations, human service workers seems
family to work conflicts (Purvanova and Muros, 2010). Thus, it is likely
especially exposed and affected—proposedly due to the prominent
that conflicts between home and work will affect exhaustion negatively
emotional aspects in this occupational field (e.g., Dollard et al., 2003;
and that individuals with high level of prosocialness will take a higher
Hasenfeld, 2010).
amount of responsibility also at home and that this will lead to an indi-
Work rumination/detachment from work is important for stress-re-
rect negative effect on exhaustion.
lated health (Bennet, Bakker, & Field, 2018; van Laethem et al., 2018).
A further aim of the study was to investigate gender difference
Work rumination refers to unintentional, persevering thoughts about
between different aspects of burnout. Since the results regarding
work that hinders recovery and increase physical symptoms, anxiety,
gender difference have shown mixed results with women more often
and depression (Cropley & Purvis, 2003). Affective rumination refers
showing higher levels of exhaustion and men showing higher levels of
to persevering thoughts about work that elicits negative affect, whereas
disengement (Purvanova and Muros, 2010) it is interesting to investi-
detachment from work, per se, refers to the absence of work-related
gate if this differences may be explained by difference in prosocialness
thoughts or rumination during non-work time. It has been noted that
among men and women.
detachment from work do not simply occur but likely require self-regu-
Procedures. The first wave of a longitudinal (three-wave) study
latory effort (Sonnentag & Fritz, 2015). However, research has primarily
was used. The 871 ministers participated by responding to an online
78 WORK, STRESS AND HEALTH
T H U R S D AY
investigated antecedents and ameliorative factors by attending to service workers from engaging in work rumination, for example through
work-characteristics or specific leisure activities (Bennet et al., 2018), psycho-educative actions and training of emotion regulation strategies.
whereas the role of personal characteristics have received limited Conclusions. We demonstrate the need to consider personal char-
attention (Wendsche & Lohmann-Haislah, 2017). One personal char- acteristics, in terms of emotion regulation strategies, for understanding
acteristic relevant to investigate in respect to the work rumination – the work rumination – exhaustion relationship.
exhaustion relationship is emotion regulation strategies: the processes Brief summary. Work rumination/detachment from work is import-
people use in order to shape and manage their emotional experi- ant for health and well-being. Our study add new insights by demon-
ences and expressions. Emotion regulation strategies are related to strating how personal characteristics, in terms of emotion regulation
mental health and well-being (e.g., Hu, Zhang, & Wang, 2014; Wiltink, strategies, contribute to the understanding of the work rumination/
Glaesmer, Canterino, et al., 2011). Given the distinct emotional aspects detachment from work – exhaustion relationship.
of human service, the role of emotion regulation strategies seems to
be especially important for detachment from work among human Shifting the Burden: Perfectionism, burnout, and general health:
service workers. Mediating role of work procrastination
We investigated the complex interplay between emotion regula-
tion strategies and work rumination in relation to exhaustion among Kyle Page (South Dakota State University)
a large sample of human service workers. Specifically, we examined if Perfectionism has been considered a driving force behind many psycho-
emotion regulation strategies (i.e., reappraisal and suppression) medi- logical and physical disorders including alcoholism, anorexia, abdomi-
ate the relation between work rumination (detachment from work and nal pain, obsessive compulsive disorder, depression (Limburg, Watson,
affective rumination) and exhaustion. Furthermore, we examined the Hagger, & Egan, 2017; Pacht, 1984), migraine headaches and even
inverse model: if work rumination tendencies mediate the relation suicide (Burns, 1980; Hollender, 1965) and has thus been examined in
between emotion regulation strategies and exhaustion. depth. However, little is known about the positive or negative impact
Procedures. The data-collection was part of (i.e., the second wave) of perfectionism in the workplace (Deuling & Burns, 2017; Fairlie &
a longitudinal (three wave) study. In total, 2 627 human service work- Flett, 2003). With a focus on achieving high personal standards at
ers from all over Sweden were invited and 1 985 participated (76 % work, perfectionists are an important group to consider in the context
response rate: 33 % ministers, 31 % psychologists, and 36 % teachers: of workplace burnout (Hill & Curran, 2016). Further, research has found
mean age = 47 years; SD age = 10.6 years; 73 % women). The survey levels of perfectionism in the general population are rising (Curran
took approximately 20 minutes to complete. All participants gave & Hill, in press). As such, the goal of this study is to consider coping
informed consent. strategies as a mediator of the relationship between perfectionism and
Emotion regulation strategies (reappraisal and suppression) were work burnout-related outcomes; specifically, self-sabotaging counter-
measured by the validated Swedish version (Enebrink, Björnsdotter, & productive work behaviors.
Ghaderi, 2013) of the Emotion Regulation Questionnaire (ERQ: Gross Most research considers three factors of perfectionism – high stan-
& John, 2003). Two subscales (Detachment and Affective rumination) dards, need for order, and perceived discrepancy between current
of the Work Rumination Scale (WRS: Cropley et al., 2012) measured standards and high standards (Slaney, Rice, Mobley, Trippi, & Ashby,
tendencies in work rumination. Exhaustion was measured by the vali- 2001) as important components to grouping people into clusters of
dated Swedish version (Lundgren-Nilsson et al., 2012) of the Shirom non-perfectionists (NP), maladaptive perfectionists (MP), and adap-
Melamed Burnout Questionnaire (SMBQ: Melamed et al., 1999). tive perfectionists (AP). While most perfectionists display high stan-
Analyses. The data was analyzed through mediation analyses using dards and a need for order, MPs also rate highly in discrepancy (Slaney
the PROCESS macro (vers. 2.16.3) for SPSS (vers. 25). et al., 2001). APs may feel a sense of pleasure from the fruits of their
Results. We found a significant indirect effect of detachment on labor (Hamachek, 1978) and strive for achievement (Frost, Marten,
exhaustion through reappraisal, b = -.127, 95% BCa CI [-.192, -.080], Lahart, & Rosenblate, 1990; Stoeber & Otto, 2006). Conversely, MPs
and of detachment on exhaustion through suppression, b = -.084, 95% may feel as if their efforts are never good enough (Hamachek, 1978)
BCa CI [-.137, -.044]. Moreover, the results showed that there was a and have a tendency to make overly critical self-evaluations (Frost et
significant indirect of affective rumination on exhaustion through reap- al, 1990; Stoeber & Otto, 2006).
praisal, b = .104, 95% BCa CI [.063, .156], and of affective rumination COR assumes individuals are motivated to build, maintain, and
through suppression, b = .065, 95% BCa CI [.034, .109]. protect resources that are valuable to them. Thus, when not under
In addition, supporting the notion of a complex interplay between stress, individuals naturally develop a surplus of resources which is
emotion regulation strategies and work rumination on exhaustion, believed to relate to positive well-being. COR defines psychologi-
the indirect effects of the inverse models were also significant. There cal strain as the threat or actual loss of valued resources, or the lack
was a significant indirect effect of reappraisal on exhaustion through of resource gain after the investment of other resources. Overtime,
detachment, b = -.376, 95% BCa CI [-.487, -.264], and of suppression this psychological strain may build up and with loss of energy-based
on exhaustion through detachment, b = .546, 95% BCa CI [.378, .707]. resources specifically and develop into burnout (Hobfoll & Shirom,
Furthermore, there was a significant indirect effect of reappraisal on 2001). While COR theory assumes all individuals are motivated to
exhaustion through affective rumination, b = -.467, 95% BCa CI [-.603, collect and nurture valuable resources, perfectionists may represent
-.333], and of suppression on exhaustion through affective rumination, a more extreme population. With perfectionists striving to excel and
b = .594, 95% BCa CI [.403, .806]. Sobel tests confirmed the signifi- seeking high personal standards, considerable effort is invested into
cance of all indirect effects. building and maintaining personal characteristics such as self-esteem
Practical implications. Our study illustrate how emotion regula- and self-efficacy (Deuling & Burns, 2017) and more energy may be
tion strategies are involved in the recovery process. These insights invested in performance at work compared to NPs. Thus psychological
can contribute to the development of interventions to help human strain may have a greater effect amongst perfectionists as the pursuit
79 WORK, STRESS AND HEALTH
T H U R S D AY
of resources may be core to the identity of perfectionists. Further, when think they should be displaying; Grandey, 2003). Surface acting is
these intensely sought after resources become depleted over time, linked with greater burnout (Brotheridge & Grandey, 2002; Grandey,
perfectionists may be more sensitive to this loss with resulting burnout 2003); nonetheless, little research has explored predictors of engage-
being greater than NPs. ment in surface acting. Interpersonal goals, which can affect intrapsy-
Data from working adults (n = 279) were collected through an chic processes as well as how people interact with others (Crocker &
online survey via Amazon Mechanical Turk. Perfectionism clusters were Canevello, 2008), may influence the extent to which employees will
identified using a two-step cluster analysis following prior research engage in surface acting and experience burnout.
(Grzegorek, Slaney, Franze, & Rice, 2004). One-way ANOVAs with post In the egosystem-ecosystem theory of social motivation, inter-
hoc analysis were used to compare means between perfectionism clus- personal goals are social mechanisms that individuals use to help
ter and their relationship to the outcome variables. Finally, model 4 of them meet desired outcomes. People with self-image goals focus on
the PROCESS macro with orthogonal codes (Hayes & Preacher, 2014) constructing, maintaining, and defending desired images of the self.
was used to determine mediation of work procrastination between They act from the egosystem—a motivational system that focuses on
perfectionism and burnout and health. All mediation analysis included the self and assumes an image- and status-based hierarchy (Crocker
gender, age, education, and number of hours worked as covariates. & Canevello, 2008). Because having self-image goals includes a
Differences between perfectionism clusters were found for desire to create and maintain impressions that will benefit the self,
emotional exhaustion, cynicism, and professional efficacy. MPs and having self-image goals should generate commitment to display rules.
NPs were more likely to experience exhaustion and cynicism compared However, because people with self-image goals view themselves within
to APs but were not significantly different from each other. However, in a perceived social hierarchy, they are not authentically concerned with
regards to professional efficacy all three perfectionism clusters were others’ needs above or in line with their own needs. Although they may
significantly different with APs experiencing more professional efficacy, care for others, they assume that interactions with them behave in zero-
followed by MPs and then NPs. There was also a significant difference sum ways (i.e., one person’s gain is another’s loss). Thus, they aim to
between perfectionism clusters on general health concerns. APs had maximize their gains and minimize losses in interactions with others
the lowest general health concerns followed by MPs and NPs with no (Canevello & Crocker, 2015). Because it is their goal to increase and
significant difference between the last two groups. Additionally, there not deplete their resources, they give to others when they believe that
was a significant difference between perfectionism clusters with APs doing so will benefit the self (Canevello & Crocker, 2015).
having the lowest procrastination followed by MPs who were signifi- In a work context, this may translate to the belief that by providing
cantly lower than NPs. The relative indirect effect of work procrasti- authentic care and compassion to customers (i.e., deep acting), work-
nation for NPs compared to perfectionism and for MPs compared to ers with self-image goals are depleting their own valuable emotional
APs was significant for exhaustion, cynicism, and professional efficacy. resources. Therefore, they may engage in surface acting to attempt to
Similarly, the relative indirect effect of work procrastination for NPs appear caring and supportive while trying to protect and/or limit deple-
compared to perfectionism and for MPs compared to APs was signif- tion of their own emotional resources. Accordingly, we expected that
icant for general health. self-image goals would positively predict surface acting and, in turn,
In conclusion, APS have low burnout and general health issues as positively predict burnout.
they are more likely to refrain from work procrastination. Thus, our The current investigation is part of a larger study examining work
findings support future research and practice that may create interven- and health. Participants completed three waves of self-reported data
tions for burnout and health that describe and incorporate countering collection 30 days apart each time on Amazon’s MTurk. Validated
maladaptive coping strategies, such as work procrastination. measures were used. We limited participants to those whose jobs
require moderate to high customer interaction. Levels were deter-
I want you to like me and it’s stressing me out: The paradoxical mined by matching job titles with O*Net codes and linking to incum-
effects of self-image goals on surface acting and burnout at work bent ratings of customer interaction. Participants (N=240) included
138 women and 102 men aged 23-64 (M=39.4 years, SD=10.0) who
Lydia Roos (The University of North Carolina at Charlotte)
reported working more than 30 hours per week. Using Model 4 of
Burnout is a reaction to chronic work stress (Ganster & Schaubroeck, PROCESS Macro for SPSS (Hayes, 2013), we conducted a mediation
1991) and includes emotional exhaustion, depersonalization, and lower analysis using percentile bootstrap estimates and 95% confidence
efficacy perceptions (Maslach, Schaufeli, & Leiter, 2001). Burnout has intervals (Preacher & Hayes, 2008). Variables were z-scored prior to
profound impacts on worker achievement and productivity, as well as analyzing and all analyses controlled for compassionate goals (another
psychological and physical health (for a review, see Salvagioni et al., type of interpersonal goal not examined here). Total effects revealed
2017). A factor that contributes to burnout in service industries is how self-image goals at time 1 as being significantly associated with burn-
employees manage their emotions and emotional expression, partic- out at time 3 (b=.35, ΔR2=.10, 95% CI [.22, .48] p<.001). Surface
ularly when positive affective delivery is required (Grandey, 2003). acting at time 2 was a partial mediator in the association, indicated
Positive displays of emotions at work confer more satisfied custom- by a significant indirect effect of self-image goals on burnout through
ers, particularly in service-oriented workplaces (e.g., Parasuraman, surface acting (effect=.08, 95% CI [.02, .15]) as well as a direct effect
Zeithaml, & Berry, 1985; Pugh, 2001). Organizational expectations of of self-image goals on burnout (effect=.27, 95% CI [.15, .39] p<.001).
how employees act and the emotions they express are called display The findings suggest that having self-image goals may contribute
rules (Diefendorff et al., 2011). to the development of burnout in customer service-related jobs, partly
However, workers’ emotions do not always align with display rules; because it is associated with engagement in surface acting. Previous
to adhere to display rules, workers may act positively by engaging in studies have shown that surface acting relates to negative conse-
surface acting (i.e., faking affective displays) or deep acting (i.e., modi- quences, yet little is known about what motivates acting. This is the
fying inner feelings to be congruent with the affective expression they first known investigation to link interpersonal goals with acting and
80 WORK, STRESS AND HEALTH
T H U R S D AY
burnout in the workplace. Additionally, findings suggest that additional and individual stress response questionnaire in the group of undergrad-
mediators may exist and these are directions for future research (e.g., uate and above were higher than those in the group of junior college and
negative interactions with others; perceptions of those interactions as below (P<0.05); the scores of occupational task questionnaire and indi-
being more threatening). Results also imply that interventions targeting vidual stress response questionnaire in the group of junior professional
shifts in motivational systems may help to reduce burnout. title were higher than those in the group of senior and intermediate
titles (P<0.05);the scores of individual stress response questionnaire
in shift group were higher than those in regular day group (P<0.05);
the scores of individual stress response questionnaire in married group
Philadelphia Ballroom South
were higher than those in unmarried and divorced or widowed group
Psychosocial Work Factors and Stress (P<0.05); the scores of occupational task questionnaire and individual
stress response questionnaire in smoking group were higher than those
PAPER SESSION in non-smoking group (P<0.05). The detection rate of positive mental
health of workers in desert oil fields was 20.9%, and the detection rate
Relationship between occupational stress and mental health in of depression was the highest; the scores of mental health, total score,
desert oil workers in Xinjiang somatization, depression, anxiety, terror and psychosis of desert oilfield
workers were higher than national norm (P<0.05).
Ting Jiang (Xinjiang Medical University) This study fills the epidemiological data of mental health of xinjiang
Occupational stress refers to the psychological or physiological pres- occupational population. It provides scientific basis for prevention and
sure caused by the imbalance between objective needs and individual treatment of occupational stress on mental health hazards, and further
adaptability in a certain occupational environment, which makes people improves the quality of occupational life of workers, and establishes
in a state of mental, ideological and physical tension [1, 2].Professional a healthy, stable and harmonious working environment, which has
people have to bear the pressure and burden of production labor, family certain reference value.
life, social activities and other aspects at the same time. When they
face the public health problems of the general population, they also Effect of psychosocial work factors on the risk of certified
face special occupational health problems. While the traditional occu- absences from work for a diagnosed mental health problem
pational-disease-inductive factors such as biological, chemical and
Caroline Duchaine (Université Laval)
physical factors have not been fundamentally controlled, the new occu-
pational-disease-inductive factors such as ergonomic factors and social Introduction: Mental health problems (MHP) are a major cause of
psychological factors in the process of labor are exerting significant disability worldwide. Their high prevalence, long duration and high
influence on the health of the occupational population. Many people risk of recurrence place a considerable burden on the health system
believe that occupational stress is the most prominent factor affecting and are a major source of lost productivity for employers. In industrial-
occupational health at present [3], and the research on it has become ized countries, mental health problems (MHP) are the first or second
one of the hot spots in the field of occupational health. The famous leading cause of medically certified absences from work. The cost in
Swedish scholar Theorell[4] also pointed out that “job strain or work lost productive time due to depression, a major cause of absence and
stress is catching on globally”. disability, has been estimated at 44$ billion per year in the United
This study investigated the mental health status and influencing States. There is a growing body of evidence that adverse psychosocial
factors of petroleum workers working in the arid desert environment of work factors contribute to the development of MHP. Adverse psychoso-
xinjiang, and studied the role of occupational stress in the occurrence of cial work factors are defined on the basis of three validated and recog-
psychological abnormalities. We adopted a stratified cluster sampling nized theoretical models, the demand-control-support (DCS) model,
method, using the occupational stress scale, the pay-reward loss scale, the effort-reward imbalance (ERI) model and the organizational justice
and the symptom self-rating scale to investigate the current situation (OJ) model. The effect of these adverse psychosocial work factors on
of 3,361 desert oilfield operators. absences from work for MHP has been evaluated in prospective stud-
A total of 3,900 questionnaires were distributed in this study, and ies, but the evidence has not been synthesized in a systematic review
3,834 valid questionnaires were returned. The recovery rate was and meta-analysis since 2007. The aim of this study is to evaluate and
98.3%. Excluding the unqualified ones, 3,631 valid questionnaires synthesize the evidence of the effect of adverse psychosocial work
were obtained, and the effective rate of the questionnaire was 93.1%. factors from the DCS, ERI and OJ models on certified absences from
The scores of occupational task questionnaires and individual stress work for diagnosed MHP among workers.
response questionnaires of desert oilfield workers were higher than Methods. The protocol of this systematic review was register in
the national norm (P<0.05); the scores of male occupational task PROSPERO and published in 2018 in BMJ Open. A systematic search
questionnaires and individual stress response questionnaires were strategy was conducted in seven databases: Medline, Embase, CINAHL,
higher than females (P<0.05); the scores of ethnic minorities’ over- Web of Science, PsycInfo, Sociological abstracts and IBSS. Following
weight tasks and working environment were higher than those of Han Preferred Reporting Items for Systematic Reviews and Meta-Analyses
nationality (P<0.05); and the scores of drilling workers’ occupational (PRISMA) recommendations, a multistep screening process by inde-
task questionnaire were higher than those of oil transportation and pendent reviewers was done for study selection. The search strategy
heat injection transportation (P< 0.05). The scores of occupational was first run in January 2017 and will be updated in February 2019.
task questionnaire and individual stress response questionnaire were Only quantitative, prospective studies evaluating the effect of at least
higher in the group of working age less than 10 years and the group of one psychosocial work factor from the validated theoretical models
working age 10-20 years than those in the group of working age more on certified absence from work for a diagnosed MHP was considered
than 20 years (P<0.05); the scores of occupational task questionnaire for inclusion. Extracted data was used for quantitative and qualitative
81 WORK, STRESS AND HEALTH
T H U R S D AY
evidence synthesis. Risk of bias was evaluated with the Risk of Bias in anxiety or negative emotion tend to increase participation in health-
Non-randomised Studies-Interventions (ROBINS-I) tool, specifically risky behaviors (e.g. drinking alcohol, illicit drug use). We refer to this
developed to assess bias in non-randomised studies. Meta-analyses as an anxiety-invoking mechanism.
were done to obtained risk ratio (RR) and 95% confidence intervals by We proposed that energy-depleting antecedents, including job
each psychosocial work factors. demands, strain, fatigue, and interrole conflict are more strongly related
Results. Overall, 21 561 citations were screened and, of those, 18 to health-promoting behaviors. Anxiety-invoking antecedents, includ-
studies meet the eligibility criteria representing 199 499 workers of ing negative affect at work, affective regulation motives, and tension
different countries. Nine studies evaluated the effect of psychosocial reduction motives are more strongly related to health-risky behaviors.
work factors from the DCS model, four from the ERI model, and two We argue that organizational norms represent a strong contextual
from the OJ model. Workers originated from Europe and Canada in factor especially for health-risky behavior. Moreover, distal factors such
majority, one study was from Japan. Population included blue and as job demands and resources may have stronger delayed relationships,
white-collar workers, health workers, manufactory workers, and whereas proximal factors such as affect and fatigue may have stronger
population-based sample. Nine studies were of moderate quality and short-term and immediate relationships with health behaviors.
the other nine of low quality. Workers exposed to both high psycho- Methods and Results
logical demand and low job control presented a risk of absence for a We searched on PsycInfo databases and major I-O psychology
MHP 42% higher than non-exposed workers (RR: 1.42 (1.20-1.68)); journals using pairs of keywords, each of which consists of a health
workers exposed to an imbalance between effort and reward at work behavior and a job indicator. Examples of the pairs of keywords are
presented a risk 49% higher than non-exposed workers (RR: 1.49 (1.16- “health behavior + job”, “exercise + work”, “smoking + job”. Ultimately,
1.91) respectively). Workers exposed to social support at work does not we included 110 primary studies. The organization of the variables is
presented a significantly higher risk of absence for a MHP (RR: 1.08 shown in Table 1.
(0.93-1.26)). Regarding the OJ model, the number of studies was not Bivariate Correlations
sufficient for meta-analysis. Of the two study retrieved, one observed To obtain sample-weighted mean correlations, we followed Hunter
a protective effect of exposure to a good organisational justice on and Schmidt’s (1990) procedures. Results are reported in Table 2 and
the risk of absence from work for a diagnosed MHP, while the other Table 3. Supporting hypotheses, energy-depleting antecedents, includ-
observed no effect. ing psychological strain, fatigue, interrole conflict and positive affect,
Conclusion. This systematic review showed that workers exposed were more strongly related to health-promoting behaviors than health-
to adverse work factors are more at risk of absence from work for a risky behaviors. On the other hand, anxiety-invoking antecedents such
diagnosed MHP. as negative affect had a stronger relationship with health-risky behav-
Implications. Given that these psychosocial works factors are iors than health-promoting behaviors. Organizational health norms
frequent and modifiable, these results may provide evidence to support showed a stronger relationship with health-risky than health-promoting
prevention strategies and help to reduce the burden associated with behaviors. Results of motivation variables showed that the motive of
absence from work for a MHP. Organisational interventions aim at becoming healthy was positively related to health-promoting behav-
reducing psychosocial work factors exposure might contribute to iors, whereas the motives of regulating one’s emotions and reducing
decreased incidence of MHP among workers of different type. tension were positively related to health-risky behaviors. Overall, job
resources and job demands explained little variances in the health
Meta-Analytic Relationships Between Work Factors and Health behaviors people do outside of work. Health behaviors were instead
Behaviors better explained by proximal experiences such as affect, fatigue, strain
and interrole conflict.
Yi-Ren Wang (University of Alabama)
Moderator Analysis. Timing of measurement was treated as a
A large body of research has suggested that work conditions are closely categorical sample-level moderator (1 = IV and health behavior were
related to health and well-being outcomes (Karasek, 1979). However, measured at the same time, 2 = IV was measured before the health
mechanisms that explain this relationship still remain unclear (Frone, behavior). Supporting our hypothesis that distal job factors have a
2008; Ng & Jeffery, 2003). In fact, previous research has shown mixed stronger delayed effect on health behaviors, we found that the rela-
findings on the relationship between work and health behaviors (Frone, tionships between job resources and both health behaviors, and
2008; Ng & Jeffery, 2003). Arguing that clearer distinctions are needed between job demands and health-risky behaviors were larger when
among the work-related antecedents of health behaviors, we provide the job antecedents were measured prior to health behaviors (Table
meta-analytic evidence on relationships between different work-re- 4). Consistent with our hypothesis that emotions tend to elicit imme-
lated antecedents and health behaviors outside of work. diate responses, we found positive affect was more strongly related to
Of particular interest of this project is to distinguish workplace health-promoting behaviors when both were measured at the same
energy-depleting mechanisms from anxiety-invoking mechanism time. Similarly, negative affect was more strongly related to health-risky
to better predict the type of health behaviors one engages in. The behaviors when both were measured at the same time.
Effort-Recovery Model suggests work stressors that consume energy Meta-Analytic Path Analysis. We constructed correlation matri-
or resources are often associated with a temporary physiological or ces as inputs to perform path analysis using Lisrel 9.30. Correlations
psychological cost (Meijman & Mulder, 1998). This cost demands a among the cells not computed in this project were drawn from existing
recovery process to return to the original state, during which active meta-analysis. Following Viswesvaran & Ones (1995), each correlation
participation in health-promoting behaviors (e.g. exercise, diet) may be was based on a harmonic mean sample size. Examples of path models
hindered. We refer to this as an energy-depleting mechanism. Tension are shown in Figure 1, 2 and 3. Examples of path models are shown in
Reduction (Conger, 1956) and Affect Regulation theories (Haedt- Figure 1, 2 and 3. Path coefficients suggested that energy-depleting
Matt & Keel, 2011) suggested that outcome expectations of reducing factors (e.g. fatigue, interrole conflict) and anxiety-invoking factors (e.g.
82 WORK, STRESS AND HEALTH
T H U R S D AY
negative affect) can explain the relationship between job factors and to the processing of knowledge, client-related work, work related to
health behaviors. Energy-depleting factors better explained the rela- production and transportation, and sales work) of the respondents.
tionships with health-promoting than health-risky behaviors, whereas Within each job group employees were randomly drawn from a national
anxiety-invoking factors better explained the relationships with health- register on income and labor market attachment for all persons in
risky behaviors than health-promoting behaviors. Denmark. The data collection took place from April to June 2015. We
Conclusion obtained responses from 4,340 individuals, yielding a 48.4 percent
With supportive evidence on the proposed energy-depleting and response rate (Clausen et al., 2018).
anxiety-invoking mechanisms, this research helps explain how work-re- A follow-up study was conducted with a six-month follow-up. 2,540
lated factors relate to one’s health behaviors outside of work. These of the 4,340 participants from the baseline study participated in the
findings have theoretical and practical implications for scholars and follow-up study, yielding a 58.5 percent response rate.
practitioners aiming to understand and promote healthy workforces. Analyses. We tested for non-linearity by fitting a non-linear spline
model against a linear model in R version 3.5.1. As the models are
Too much of a good thing? Investigating the linearity in the nested in this mode of analysis, we were able to compare model fit
association between influence at work and psychological well- directly.
being Cross-sectional analyses were conducted on the full study popula-
tion and in analyses where participants were stratified by type of work.
Thomas Clausen (The National Research Center for the Working
We also conducted longitudinal analyses on the full study populations
Environment, Denmark)
to assess the robustness of the findings.
Statement of the problem. The concept of influence at work (aka job Results. Overall, the results from the cross-sectional analysis do not
control and job autonomy) features prominently in central theories support the hypothesis of a non-linear association between influence at
of work and organizational psychology (Karasek, 1979; Hackman & work and psychological well-being. The cross-sectional analysis indi-
Oldham, 1976), and influence at work is an important determinant of cates that the non-linear spline models are not significantly associated
worker well-being. Several studies have provided evidence suggesting with psychological well-being when compared to a linear modelling
a clear association between low influence at work and increased risk of the association. Tendencies in the findings from the study suggest,
for mental and somatic health complaints, sickness absence, turnover however, that the strength of the association between influence at work
and disability retirement (Theorell et al., 2015; Madsen et al., 2017; and psychological well-being attenuates at high levels of influence at
Theorell et al., 2016; Clausen et al., 2014; Knardahl et al., 2017; Clausen work. Further results will be presented at the conference.
& Borg, 2010). Practical implications. The findings of the study do not support the
Influence at work can be characterized as a resource in the psycho- conceptualization of influence at work (job control) from the Vitamin
social work environment, and according to the Job Demands-Resources model. This implies that high levels of influence at work should not be
model, job resources reduce strain associated with job demands, considered harmful for the psychological well-being of workers. The
enhance capacity to achieve work goals and stimulate personal growth, findings of the study indicate that job redesign measures aiming at
learning and development (Schaufeli & Bakker, 2004; Demerouti & increasing influence at work (job control) may enhance the psycholog-
Bakker, 2011). Hence, influence at work is expected to be positively ical well-being of workers - especially among workers with low initial
associated with worker well-being. levels of influence at work.
However, according to Warr’s Vitamin model (Warr, 1987) it may Conclusions. Influence at work is positively associated with psycho-
well be expected that the association between influence at work and logical well-being and the patterns in the findings lend more support to
psychological well-being is non-linear. Indeed, according to the Vitamin an understanding of influence at work as a job resource within the Job
model, the association between influence at work (i.e. job control) and Demands-Resources model rather than to understanding influence at
psychological well-being may be positive but only until a certain level work within the perspective offered by the Vitamin model.
of influence has been reached. After this level, the association may
become negative implying that increases of influence after a certain
level may have harmful effects on the psychological well-being of the
worker. This phenomenon is labelled the ‘additional decrement’ in Salon 3 & 4
Warr’s conceptualization.
The aim of this study is, therefore, to investigate whether the asso-
Work Factors Associated With Worker
ciation between influence at work and psychological well-being is best Satisfaction and Happiness
characterized as a linear or a non-linear association - i.e. whether more
influence at work generally entails improved psychological well-being PAP E R S E SS I O N
or whether increasing levels of influence at work may indeed become
“too much of a good thing.” Associations between work factors and psychological distress in a
Moreover, the study will investigate if the association differs across convenience sample of commercial construction workers
workers in four types of work: 1) work related to the processing of
knowledge, 2) client-related work, 3) work related to production and Jack Dennerlein (Northeastern University)
transportation, and 4) work related to sales and marketing. Problem. Mental health and well-being among construction workers
Procedures. This study is based on a survey conducted in a strat- is a significant public health burden in the United States. While there
ified sample of 8,958 individuals employed in 14 different job groups. is little work examining the mental health of construction workers,
These job groups were selected to obtain stratification by educational our previous work indicates that mental distress (as measured by the
attainment (low, medium, high) and primary work-task (work related Hopkins Symptom Checklist–251) is higher (16%) among commercial
83 WORK, STRESS AND HEALTH
T H U R S D AY
construction workers, than among the general male population.2 factors (Table 2). Better safety climate and greater supervisor support
Construction workers have the second highest suicide rate compared scales were associated with lower K6 scores. Greater perceptions of
to all occupational groups, second only to workers in the farming, fish- job demands, on the job harassment, and work to family conflict were
ing, and forestry industry.3 The rate in 2016 was 53.3 suicides per associated with higher K6 scores. Those who reported they were likely
100,000 persons, which is sizably higher than the fatal occupational to lose their job also reported higher K6 scores. These associations
injury rate of 10.1 fatalities per 100,000 full-time construction work- remained significant in the models adjusted for age and trade.
ers.3 With the construction industry employing on average 7.1 million Practical Implications and Conclusions. Approaches to improving
workers, accounting for 5% of the working population, these high rates mental health and well-being among commercial construction workers
have a large impact on the U.S. general population. should consider the role of workplace factors. A novel outcome was
Based on this high prevalence in a given occupation, programs to the association with work to family conflict in a male population. Both
improve construction worker mental health and well-being should the qualitative and quantitative data describe this association. Another
probably target factors in the worksite environment within a Total factor was not knowing what the next commute would be like as well
Worker Health® Conceptual Framework.4.4 The construction indus- as nonflexible work hours typical of the industry making it difficult to
try has many different organizations that interact with the worker’s participate in family tasks and activities. Relational factors play an
safety, health, and well-being.5 More work is needed to understand important role, especially harassment. Production pressures were also
the workplace factors that contribute to the higher prevalence mental discussed intensifying work and adding stress to work.
health outcomes. This research is an important next step for identifying These factors indicate many points of potential interventions;
opportunities to best support construction workers mental health and however, these interventions addressing these factors need to be exam-
well-being in the workplace. ined to determine their feasibility and efficacy.
The goal of this abstract is to determine the associations of work-
place factors and mental distressed in a convivence sample of commer- Does Happiness Matter? Outcomes of a Participatory Intervention
cial construction safety and health stakeholders as well as workers in Program to Improve Workplace Stress May Differ by Happiness
the Boston metropolitan area through a sequential qualitative-quan- Levels Among University Hospital Nurses
titative mix-methods approach.
Tsukumi Tondokoro (International University of Health and Welfare,
Procedures. First, we conducted eight semi-structured interviews
Japan)
with key stakeholders and six focus groups of 4-12 construction work-
ers. The interviews consisted of ten questions about their experiences Problem: According to Japanese nursing association (2009), nearly
with the mental health and well-being of construction workers and the one in 23 nurses in Japan were in a high risk of Karoshi due to exces-
role of workplace factors. The stakeholders included construction proj- sive workloads and shortage of nursing staffs. Therefore, it is urgent
ect managers and health and safety directors. Participants in the focus for Japanese nurses to improve workplace environment. Organizational
groups included foremen, journeymen, and apprentices. Participants development programs at the workplace, i.e. a participatory program,
in all but one of the focus groups were recruited via the sites’ general have been used to improve employees’ health and safe working envi-
contracting or subcontracting organizations. For one group, partici- ronment. An employee participatory program identifies problems at
pants were recruited from a local union training facility. work and tackles them directly by feasible actions. It is employee- and
Second, we conducted a worker survey of 259 construction work- workplace-centered approach and it is well adapted in many coun-
ers from five commercial construction sites in the Boston metro- tries and in different work settings. To conduct better programs and
politan (Table 1).). The primary outcome in the survey was the to enhance the effect of them, in this study, we investigated whether
K6-psychological distress scale.6 outcomes from a participatory program differed with participants’
Other factors in the survey included work-related factors identified levels of happiness as exemplified by a group of hospital nurses. To
in the interviews and the focus groups that participants considered evaluate the outcomes of the intervention, our study introduced two
important for mental health and well-being. The survey used validated different objective markers such as blood inflammatory markers and
scales to measure these factors (Table 2). These factors included autonomic nerve balance.
safety climate, job demands, decision latitude coworker and supervisor Procedures. Participants were nurses working at a multiple-unit
support, work to family conflict and job security. All scripts, surveys hospital with 150 beds in the southern part of Japan. Through the nurs-
and procedures were approved by the Northeastern University Office ing department, all nurses in the hospital were recruited for this study.
for Human Subject Research Protection. A total of 36 nurses agreed to participate in this study. Excluding the
Analyses. We used thematic analysis to explore the qualitative ones who became pregnant and who were off from work due to illness
data collected from the key informant interviews and focus groups.7 or family issue at the time of measurements, a total of 31 participants
To examine quantitative associations among workplace factors and (all women) were submitted to final analysis. Upper tertile of partici-
mental health, crude and adjusted (age and position) rate ratios were pants in the answers regarding happiness from the questionnaire was
estimated using negative-binomial regression models. considered as a high happiness group in this study (n=10).
Results. The qualitative analysis identified three types of work Measurement. This study employed a self-administered question-
factors that were associated with mental health and well-being: 1) job naire, measurement of autonomic nerve balance and immunological
structure including work place hazards, job demands including produc- evaluation. The questionnaire contained questions regarding subjec-
tion pressures, and work-family conflict attributed to the working hours, tive happiness, occupation and psychosocial job stress, demograph-
2) relational factors including relationships with foremen, supervisors, ics, health status and lifestyle. Levels of happiness in general were
and coworkers as well as on the job harassment, and 3) job security. measured by a 10-point Likert scale; 1=not happy at all, to 10=very
The quantitative analysis of the survey data identified associa- much happy. Autonomic nerves balance [Sympathetic nerve; low
tions between K6 psychological distress scale and many of the work frequency/total frequency (stand), mean R-R interval/R-R interval
84 WORK, STRESS AND HEALTH
T H U R S D AY
per min (stand), mean R-R interval (supine-stand), Parasympathetic & van den Tooren, 2011), work engagement (Mauno, Kinnunen, &
nerve; mean R-R interval (supine), high frequency/total frequency Ruokolainen, 2007; Schaufeli & Bakker, 2010), work satisfaction (Saija
(supine), SDRR (supine), sympathetic nerve/parasympathetic nerve] Mauno et al., 2005), productivity (Dollard & Nesser, 2013; Jourdain &
was measured by an electrocardiograph device called Silmee🄬 (Toshiba, Vézina, 2014), operational quality (Longoni, Pagell, Johnston, & Veltri,
Japan). Interferon-gamma (IFN-γ), Interleukin-6 (IL-6), tumor necrosis 2013; Yang & Yang, 2013), and public health (Marmot et al., 2012).
factor-alpha (TNF-α), IL-12/23p40, IL-15, IL-27, and hs-CRP from blood With more research linking these variables to outcomes of rele-
sample were measured as inflammatory markers. Participants were vance to individual workers, employers, and society as a whole there is a
asked to fill out the questionnaire and to take evaluation of autonomic need to stimulate organizations to better manage psychosocial factors
nerve balance and blood test at three points; before the participatory (EC, 2014). However, there is limited research that has considered why
program (baseline, T1), immediately after (on average 1 week) the organizations attempt to manage psychosocial factors through inter-
program (T2), and three months after the program (T3). These data ventions. Several assessments of organizations throughout Europe
were collected between August 2017 and February 2018. suggest that the management of psychosocial factors still remains
Participatory Program . First, to identify problems at the workplace, unsatisfactory despite an increase of awareness of these issues in orga-
we asked all nurses at the hospital to fill out the paper with two ques- nizations (EC, 2015). The underlying context of this paper is therefore
tions; ‘Please share us your ideal workplace.’ and ‘What could you the same question that key stakeholders are faced with: how can orga-
do to achieve ideal workplace?’ anonymously. Based on the answers, nizations be motivated to better manage the psychosocial work envi-
focus groups were conducted to discuss the problems deeply and to ronment? The answer to this question no doubt comes from initially
find feasible actions for them. During the focus group interview, we understanding what it is that stimulates organizations to act in the first
obtained more than 50 ideas from the participants Finally, we held a instance. The latter is the key question the present paper concerns
vote on all nurses and three actions were selected; 1) to leave work on itself with.
time without overtime, 2) to give ‘Thanks cards’ to colleagues, and 3) Intervention to improve the psychosocial work environment can
to take action beforehand for patients and colleagues to carry the job be viewed as a form of organizational change (Giga et al., 2003;
smoothly. These three actions were carried out for two months. LaMontagne et al., 2007). McGuire and Hutchings (2006) make an
Statistical Analyses. Since the data showed non-normal distribution explicit distinction between factors which create the need for change
by Shapiro-Wilk test, Friedman test was used to compare difference in (drivers) and process factors which might facilitate (enablers) or restrict
psychosocial job stress, inflammatory markers, and autonomic nerves (inhibitors) the change process. It is the former that are of interest
balance at the time of measurement (T1, T2, T3) within high and low here, and the authors argue that drivers for change include economic,
happiness group, respectively. socio-political and legal forces. Senior and Swailes (2010) take a simi-
Results. In the high happiness group, support from a boss [median lar approach noting that the PEST factors (Political, Economic, Social,
at T1, T2, T3, respectively; 9, 8, 8 out of 12 (p=.010)], IFN-γ [2.775, and Technology) cover most relevant factors which would drive change.
1.435, 2.005 pg/mL (p=.002)], IL-6 [0.431, 0.368, 0.524 pg/mL This study therefore aims to examine which factors served as drivers
(p=.045)], mean R-R interval (supine-stand) [171.51, 190.89, 180.36 for the presence or absence of interventions (dichotomised in terms of
(p=.045)] had significant difference between, T1, T2, and T3. In low their target/focus: individual or organizational) to manage psychoso-
happiness group (n=21), IL-12/23p40 showed significance difference cial factors across European enterprises, using data from the European
[124.00, 103.00, 116.00 pg/mL (p=.013)]. survey of enterprises on new and emerging risks (ESENER 1 and 2 -
Strength and limitations: Strength of this study was that we used representative European surveys based on over 36,000 interviews with
subjective as well as objective measures to examine the effects of management representatives in each wave). The European context is
intervention program. Limitations of this study was that we could not particularly relevant largely due to two factors. Firstly, psychosocial
identify which specific actions were effective for alleviating stress as factors are salient in the overwhelming majority of jobs, and secondly
well as small sample size. In addition, since the hospital had multi-units there is heightened awareness of psychosocial risks from stakeholders
and operation varied by the unit, it leaves a question that three actions within Europe has existed for some time. The policy landscape is still
were truly suitable for each unit. in flux in this area and there is a general consensus that more needs to
Conclusions. Participants in the high happiness group had a larger be done (Leka & and Jain, 2017).
number of significant changes in the occupational related question- Due to the hierarchical structure of data (organizations nested
naire, autonomic nerve balance, and inflammatory markers than those within countries) multilevel logistic regression technique (using MPlus
in low happiness group after the participatory program. It is conceivable 7) was used for the analyses of the effect of covariates and control
that participants who were subjectively happy might be easily adapted variables on the outcome variables. Odds ratios and 95% confidence
to changes and have positive attitude toward the program even in such interval were estimated to determine which factors were related to
stressful working environment. the likelihood of an organization intervening as a means of managing
the psychosocial work environment, net of the potentially confound-
What Drives Organizational Action for a Positive Psychosocial ing effects of control variables (type of sector, type of ownership and
Work Environment? The Role of Political, Social, and Economic size of organization).
Factors Legislative pressure, requests from employees, concerns regard-
ing absenteeism and concerns over productivity were all found to be
Aditya Jain (University of Nottingham)
predictive of organizational change across European organizations
Psychosocial factors at work continue to be an important challenge for across both datasets. Taken together, the findings illustrate the impor-
management (Leka et al., 2017), and are linked to several important tance of taking a multidimensional approach to stimulating organiza-
outcomes. These include employee health and well-being (ILO, 2016; tions towards sustainable change in this manner. This serves as a useful
Leka & Jain, 2010), creativity (de Jonge, Spoor, Sonnentag, Dormann, indication for what practitioners at the policy or organizational level
85 WORK, STRESS AND HEALTH
T H U R S D AY
should target to promote better management of psychosocial factors. through the existence of ‘trust, openness, and collaborative climate’
Taking care of the workforce and developing its capacity (mentally, that can foster a positive working environment. ‘Clear organisational
socially, etc.) has strategic importance for organizations and society objectives and appropriate support for problem solving’, and ‘good
alike. Safe and sound jobs, secure and fair employment and decent communication processes and personal development’ factors where
working conditions provide financial security, social status, personal explicit in KM themes on ‘articulating and implementing KM policies
development, social relations and self-esteem, and protection from and strategies’ (leadership commitment), trust and openness (organ-
physical and psychosocial hazards—each important for health and isational culture) and ‘improving skills and competencies’ (organisa-
safety. The presentation will further discuss the implications of these tional learning).
findings within the policy context of the sustainable development The psychosocial factors relating to ‘job content’ dimension: ‘mean-
goals (SDGs), and ‘integrative’ initiatives to promote good practice ingful work’, ‘appropriate use of skills’, ‘work retaining employee inter-
in health and safety, such as the WHO Global Framework for Healthy est and engagement’, and ‘appropriate support’ where found in KM
Workplaces, the NIOSH Total Worker Health Approach, and the ISSA themes as ‘value generating capabilities’ (people empowerment),
Vision Zero, which link sustainability, business responsibility and health ‘promoting knowledge application’ (organisational learning), ‘work-
safety and well-being, both at the organizational and policy level. force engagement’ (leadership commitment) respectively. All KM
themes are required for ‘appropriate support’ in the organisation and
Exploring the complementarity between Knowledge Management management of working conditions and the work environment.
and Psychosocial Dimensions and Factors: Towards improving The ‘control’ dimension had ‘participation in control and decision
employee well-being and performance making at work’ as its factor. KM themes that covered this included
‘articulating and implementing KM policies and strategies’ (leadership
Tolulope Fadipe (Nottingham Trent University)
commitment) and ‘degree of knowledge influence facilitated by the
Background. Ever-changing work practices has caused the emergence level of authority’ (people empowerment). Also, the ‘environment and
of new risks resulting in challenges to people and work organisation and equipment’ dimension with ‘good physical working conditions accord-
management (Houtman et al. 2014), particularly in developing econ- ing to good practice guidance’ as its psychosocial factor was found in
omies (ILO, 2016). Hence, this study explored the complementarity KM themes as ‘physical design’ (socio-technical capabilities).
between Knowledge Management (KM) themes and the psychoso- The study found that ‘interpersonal relationships at work’ dimension
cial dimensions/factors proposed by (Leka et al., 2017) with the aim of included ‘good relationships at work’, ‘teamwork and social support’,
exploring the potential of KM to mitigate workplace risk by promoting and ‘appropriate policies and procedures to deal with conflicts’ were
positive psychosocial factors. covered by ‘trust and openness’ (organisational culture) and ‘harmon-
The adoption of KM practices has become popular in most organi- ising tacit knowledge’ (people empowerment) respectively. Also, ‘clear
sations as a result of its positive impact on organisational performance roles and responsibilities’, a factor associated with ‘role in organisation’
(Jashapara, 2011). However, using KM to improve working conditions dimension was found in ‘roles and responsibilities’ (organisational
and work environment is a recent and significant research area which culture) in KM theme. All KM themes provided ‘appropriate support
has not been explored extensively despite its importance (Alhawari to meet objectives’ which is a psychosocial factor indicated by Leka
et al. 2012). To effectively manage risk associated with work, hence and colleagues.
employee well-being, well-established KM must be at the core of the Finally, psychosocial factors under the ‘career development’ dimen-
Risk Management (RM) (ISO, 2018). sion which includes ‘appropriate career prospects and development
Method: This potential congruence was investigated through matching skills and performance’, ‘effort reward balance’, ‘valuable/
a framework analysis procedure involving the creation of thematic meaningful work’, and ‘job security’ were found to be covered by KM
groups into which data was coded. This method allowed for a system- themes that included ‘improving skills and competencies’ (organisa-
atic analysis of data management through to the development of tional learning), ‘motivation’ (organisational culture), and ‘value gener-
descriptive to explanatory interpretations through interconnected ating capabilities’ (people empowerment) respectively.
stages. Five iterative phases were adopted as follows: familiarisation, Implications and Conclusion. The implication of the potential relat-
identification of thematic framework, indexing, charting, and mapping edness of KM themes and psychosocial dimensions/factors makes
and interpretation (Srivastava and Thomson, 2009). the argument for Knowledge Risk Management (KRM) more tenable
Accordingly, the initial stage involved the familiarisation of the because the application of KM processes and drivers in promoting
researcher with both KM themes and PWE dimensions (including positive psychosocial factors has the potential to mitigate the proba-
psychosocial factors). This was followed by an index process that bility of risk occurrence, thereby raising the probability of successful
enabled the allocation of these factors to KM themes already identified. RM execution resulting in employees’ well-being.
In the charting phase, the KM themes were matched to corresponding
psychosocial factors based on best fit to their descriptors. The mapping
and interpretation process resulted in the final thematic grid which
showcased the extent of complementarity between KM themes and Independence Ballroom B
psychosocial factors. Prior to the provision of the final combination of
themes and factors, the validity of individual KM themes was carried
Ensuring a Good Fit Between Interventions
out through another review to establish the accuracy of pre-defined and Their Participants: Intervening to Improve
descriptors. Employee Well-being in Different National and
Results. Consequently, findings from data analysed showed that Occupational Contexts
‘good psychosocial safety climate’ factor (organisational culture and
Karina Nielsen (University of Sheffield)
function dimension) was not distinctly captured in KM, but was implied
86 WORK, STRESS AND HEALTH
T H U R S D AY
Participatory organisational interventions aim to improve working
conditions and employee well-being through changing the way work is Independence Ballroom CD
organised, designed and managed, and employees and managers jointly
develop and implement the changes to work practices and procedures Total Worker Health in Small Businesses
(Nielsen & Noblet, 2018). Although this type of interventions is gener-
PAP E R S E SS I O N
ally recommended as they address the sources of poor well-being, i.e.
working conditions (ILO, 2001; EU-OSHA, 2010), reviews have found
Evaluation of a small business Total Worker Health leadership
inconsistent effects (Richardson & Rothstein, 2010). It has been argued
program
that a one size fits all and a lack of understanding of the context and
the implementation processes may be one part of the explanation as to Natalie Schwatka (University of Colorado Denver)
why these interventions do not always achieve their intended outcomes
Introduction. Leadership is a critical component of how a business
(Nielsen & Miraglia, 2017; Nielsen & Noblet, 2018). Interventions are
develops and implements Total Worker Health (TWH) policies,
implemented in many different national and occupational context and it
programs, and practices. Business leaders are positioned to develop
is important to understand how interventions can be fitted to the orga-
and communicate their vision for TWH and allocate resources.
nizational context in order to develop an intervention process that takes
Ultimately, they are responsible for ensuring that business practices
into account the characteristics of the organization. When consider-
align with their vision. This is important, because several meta-anal-
ing the characteristics of the organizational context it is important to
yses demonstrate that leadership is associated with several health,
understand the national context and the specific organizational context,
safety, and well-being outcomes. However, workplace health and safety
i.e. whether we are trying to improve the characteristics of low-wage
leadership intervention research is in its infancy and few intervention
workers or university staff. This type of interventions relies on partici-
studies exist.
pants changing their behaviours and accepting the behaviour change
This presentation will describe a small business TWH leadership
of others and we need to understand how we can motivate and equip
development and evaluation study and discuss preliminary results. In
participants to change their behaviours and the behaviours of others.
the context of small business, our research shows that senior leaders
In the present symposium, we present three different examples
play a pivotal role in influencing TWH policies, programs, and practices,
of intervention-person fit. We focus on how lie managers and safety
but they lack key skills to be successful TWH leaders. It is important
representatives experience the intervention process and specifically
to develop TWH leadership training in the small business context
focus on how we may optimize the fit between the intervention and
because smaller firms have fewer TWH policies and programs, and
the skills and competencies of drivers of change: In the second presen-
their employees are at risk for poor health and safety outcomes. The
tation the focus is on ordinary employees as change agents and in the
aim of our study is to evaluate the following hypotheses:
second presentation, the focus is on line managers as change agents.
Hypothesis1: Leaders improve their TWH leadership practices from
Our first presenter will present the results of a study in the Norwegian
before to after the TWH leadership program.
context. The study takes place among university staff and although
Hypothesis2: Leaders meet their TWH leadership goals after partic-
such staff have high time pressures their flexibility for engaging in inter-
ipating in the TWH leadership program.
vention activities are greater. The intervention was developed to fulfil
Hypothesis3: H1 & H2 relationships are moderated by leaders’ read-
Norwegian legislation on psychosocial risk management. Key drivers
iness for change before the TWH leadership program such that leaders
of change are line managers and safety representatives, who in Norway
higher in readiness for change will observe greater improvements than
play a key role in psychosocial risk management included a strong role
leaders who are lower on readiness for change.
of safety representatives in the intervention process. Line managers
Methods. We developed the TWH leadership program as part of
and safety representatives were interviewed about the process and we
the Small+Safe+Well (SSWell). We are actively recruiting small busi-
will learn about their experiences with the intervention process. In an
nesses (<500 employees) from a variety of industries to participate.
extension of the third presentation focusing on the drivers of change,
This presentation will describe the TWH leadership program includ-
the next two presentations focus on the drivers of change.
ing training components, evaluation methods, and preliminary results.
The second presentation will focus on the implementation of an
Results from the larger SSWell study will not be discussed.
eHealth system in a Swedish hospital trust. In Sweden, ordinary work-
Program components. One owner/senior manager representing a
ers are often tasked with the role of change agents. In this case, work-
unique small business was invited to participate in the TWH leader-
ers were trained in the role of change agents. The study explores the
ship program. They were able to bring one other individual from their
impact of a good perceived fit to the role, i.e. the impact of change
organization (e.g., safety/wellness coordinator) if they wished. The
agents’ own well-being depending on whether they feel they have
10-hour program was spread out over four months and included in-per-
the required competencies to fulfil the role of change agent. In our
son and virtual components. First, leaders reviewed and reflected on
third presentation, the presenter will introduce us to a Danish inter-
TWH business- and employee-level TWH assessment results. Second,
vention. In a biotech company, Lean management was introduced
leaders participated in a 6-hour in-person training session with a small
to improve productivity. Lean management methods can both have
(~15-20) cohort of other small business leaders where they set at least
positive and negative impacts on worker well-being and in the present
three goals to work on over the next three months. Finally, for three
study, line managers, who had been identified as key drivers of change
months, leaders participated in an online, social goal-setting platform
were trained in implementing the change. The training methods were
and three virtual, one-on-one coaching sessions.
dialogue tools and board games and we will learn whether Lean was
Measures. We are evaluating the program using pre-post survey
implemented according to plan and whether training helped protect
data, website use data from the goal setting platform, and post-pro-
worker well-being.
gram qualitative interviews. Before the in-person training, leaders
87 WORK, STRESS AND HEALTH
T H U R S D AY
completed a survey containing questions about their TWH leadership among small business owners/operators and employees; (2) to under-
practices (developed by researchers) and change readiness– stage, stand perceptions of TWH among community organizations that serve
need, efficacy, and personal valence of change and training instru- small businesses; and (3) to explore methods for encouraging use of
mentality and motivation (developed by other researchers). After TWH approaches by small businesses. Study steps included: (1) iden-
they finished participating in the goal-setting platform and coaching tifying and recruiting intermediaries, (2) deciding the best approach
sessions, they were asked about their TWH leadership practices in a through discussions with the intermediaries, (3) small business recruit-
survey. We also collected goal success information from the online ment and baseline interviews with the owner or manager, (4) engag-
goal-setting platform. Finally, after completing the program, we inter- ing with small businesses via consultations and provided TWH-like
viewed each leader 1) to understand their reactions to the program and services, (5) using exit interviews to determine small business reac-
2) to learn about the ways in which they have changed their business’s tions to TWH, and (6) asking intermediaries to reflect on the experi-
TWH practices and culture as well as their own health. ence during a final debriefing.
Analysis. We will use linear mixed modeling with a random inter- Analyses. All interviews were recorded and transcribed. The tran-
cept for leader to compare self-reported TWH leadership practice scribed interviews were analyzed by an inductive approach with
responses from before to after the program (H1). We will evaluate thematic coding and a subsequent iterative process for further clar-
change readiness as a moderator of this change by including it in the ification of themes [Braun 2006; Gale et al. 2013]. First, the team
model as a covariate and as an interaction with time (H3). Goal attain- independently reviewed the transcripts and then together reached
ment (H2) will be evaluated by calculating the percent of successful consensus on important themes. Second, the team systematically
goals completed within the goal-setting platform. All qualitative inter- coded interesting features, direct quotations, and patterns across the
views will be content analyzed by two researchers to determine themes data set, reviewing coding differences until consensus was reached.
in leaders’ responses to each of our questions. Third, the data were reviewed, grouped, and collated into potential
Results. As of January 2018, we completed two cohorts of lead- themes. Fourth, the team used the constant comparison method to
ers and will complete two more cohorts by Summer 2019. In total, we examine and refine the themes by comparing and contrasting infor-
expect to be able to share results from 47 leaders from 30 organiza- mation within each interview and across all the interviews and focus
tions. The organizations represent service (50%), public administra- groups [Boeije 2002; Corbin and Strauss and Corbin 2014]. Finally, the
tion (17%), and retail (10%) industries and 20% of them are from team conducted ongoing analysis to refine each theme and condense
rural communities. The businesses have on average 45 employees into a cohesive narrative.
(Range=4-430). Results will be available to present by the time of Results. Small businesses in 3 Cincinnati communities and 4
the conference. Northern Kentucky sectors (i.e., construction, childcare, manufac-
Conclusions/practical implications. Our study contributes to the turing, municipalities) participated, resulting in a total of 49 baseline
TWH literature in several ways. First, it describes the first TWH lead- interviews, 3 focus groups (Cincinnati only), and 26 exit interviews.
ership program evaluated in the empirical literature. Second, it focuses Drivers to TWH varied from employers realizing the value of preven-
on underserved workplaces– small business. Third, we will be able tion to feeling that wellness and safety were the “right thing to do.”
to put our findings into context by evaluating leaders’ readiness for Employers described barriers to TWH that included lacking knowl-
change. In future research we plan to evaluate how the TWH leadership edge, financial resources, time, interest; and some viewed wellness as
program impacts business and employee outcomes such as changes an individual’s responsibility. Participants’ responses involved various
to TWH adoption and implementation, employee morale, retention, themes, including: available resources (e.g., lack awareness and acces-
and health/safety. sibility, matching needs, affordability), safety and wellness concerns
(e.g., stress/mental health/burnout, community safety, unhealthy
Introducing Total Worker Health to Small Businesses: A habits, health insurance cost, overall health), challenges implementing
Community-based Approach wellness initiatives (e.g., budget, time, staff interest, lack of leadership,
employee privacy), and crossover combination safety and wellness
Brenda Jacklitsch (CDC/NIOSH)
(e.g., makes sense, too jumbled). Study participants described some
PROBLEM STATEMENT: Small businesses deliver fewer workplace of the outcomes and benefits, including: healthy/happy employees,
health promotion and occupational safety and health activities than productive/energized employees, business benefits, feeling valued,
larger businesses [Linnan et al. 2008; Sims 2008], need more exter- better teamwork, and a safer work environment. Participants also were
nal assistance with integrated safety and employee health programs asked about what they planned to do about TWH moving forward and
such as Total Worker Health [Newman et al, 2015], and endure a higher themes included: individual responsibility, doing small things, motiva-
burden of occupational injuries and illnesses [Mendeloff et al. 2006]. tion, and very specific ideas. During the final focus group with inter-
Business size has also been shown to be one of the best predictors of mediaries, small business employers were described as caring for their
a small business’s involvement with workplace health promotion and employees and being receptive to the idea of TWH. Intermediaries
safety activities [Linnan et al. 2008; Sinclair and Cunningham 2014]. felt that wellness was harder to sell than safety and therefore needs
Many factors, such as these, affect small businesses’ lack of motivation to be framed as a business proposition, a benefit to the company’s
to engage in prevention: lack of resources, isolation, low probability of bottom line, and needs to be tailored to the individual business. Another
inspection, and inaccurate perceptions of illness and injury rates [De issue reported by intermediaries was that most small businesses lack
Kok 2005; Hasle and Limborg 2006; Lentz and Wenzl 2006; Parker et resources or organizational structures to sustain TWH.
al. 2007; Sinclair and Cunningham 2014]. PRACTICAL implications. This study demonstrated how intermedi-
Procedures. This study targeted two communities, Northern aries and a variety of small businesses perceived TWH and interacted
Kentucky and Greater Cincinnati. The goals of this study were (1) to with each other when implementing TWH practices. Similar driv-
understand perceptions of the cost and benefits of TWH approaches ers, barriers, and themes might be expected in non-research settings,
88 WORK, STRESS AND HEALTH
T H U R S D AY
therefore intermediaries can ready themselves to address or discuss (11 to 50 employees); 71 (19%) were medium sized businesses (51-200
these topics when working with small businesses. employees), and 100 (26%) were large businesses (> 200 employees).
CONCLUSIONS: For potential intermediaries wanting to intro- The six benchmark scores were statistically significant associated with
duce the concept of TWH to small businesses, it would be important business size. Larger businesses were more likely to score higher across
to describe how wellness and safety can be integrated, demonstrate each Health Links benchmark indicating they are implementing more
to employers the benefit to the business, provide access to financial TWH strategies. The mean score for each of the benchmarks were
resources for mitigating at least part of the initial cost of new program- significantly different among the four size categories: organizational
ming, and build a relationship with the business as you guide them support (p=0.003); workplace assessments (p <0.001); health policies
through the setup and implementation of a TWH program tailored for and practices (p<0.001); safety (p<0.001); engagement (p=0.004);
their specific needs. evaluation (p<0.001). Conclusions. While small businesses are imple-
menting TWH, the level of implementation differs by business size.
Assessment of Total Worker Health® Strategies as Indicators of The smaller the organization, the greater the opportunity to address
Organizational Behavior in Small Business safety as a priority. Practical interventions, as well as dissemination
and implementation research, should take business size into account
Liliana Tenney (University of Colorado Denver)
to ensure TWH is both effective and sustainable in meeting the needs
Introduction: Emerging evidence suggests that a more holistic of employees.
approach is needed to optimize worker health, safety, and well-being Discussion: Small businesses are implementing TWH, and the level
in businesses of all sizes. Job injuries and fatalities persist at unac- and type of implementation differs by business size. Interventions, as
ceptably high rates (Concha-Barrientos 2005). The workforce, like well as dissemination/implementation research, should take business
the rest of society, suffers from chronic health conditions that are both size into account to ensure TWH is both effective and sustainable
related to work-related and non-work factors, also at increasing rates in reaching employers and meeting the needs of employees. Future
(Sorensen 2011). Worker well-being is gaining traction as a unifying research is needed to understand what community, organizational,
central objective in the occupational safety and health field that can be and leadership factors drive the most change for improving employee
achieved by enhancing the physical workplace environment, including health, safety, and well-being outcomes.
organizational level policies and strategies that help shape a culture of
well-being the contributes to the nature of work and the work experi-
ence (Schill 2013). The National Institute for Occupational Safety and
Health’s (NIOSH) Total Worker Health® (TWH) approach is defined Independence Ballroom A
as policies, programs, and practices that integrate protection from
Work, Parenting, and Family Outcomes
work-related safety and health hazards with promotion of injury and
illness prevention efforts to advance worker well-being. While research PAP E R S E SS I O N
on TWH approaches hold promise for establishing new ways of meet-
ing the needs of workers in small businesses, most TWH intervention Work breaks and upper respiratory infections among hospital
studies to date have been conducted in large organizations, with little patient care workers
evidence to support the generalization of results to the small busi-
ness setting (McCoy 2014, Newman 2015) . Our understanding of the Erika Sabbath (Boston College)
current practices in small businesses and of the barriers to adoption, Background. Common colds are the epitome of a minor illness, but
effectiveness, and sustainability of TWH programs remain extremely they are miserable for many of the 72% of U.S. adults who suffer from
limited. them annually. Economists and business owners have long recog-
Objective: In order to identify potential opportunities to improve nized how costly colds, flu, and other upper respiratory infections are.
OSH solutions in small businesses, the current study characterizes Each year, the U.S. economy accrues $40B in direct and indirect costs
current TWH practices across multiple industrial sectors and across for colds and $27B for influenza. Psychosocial stress is one known
the spectrum of organization sizes. We hypothesized that larger busi- risk factor for cold and flu susceptibility, but very few studies have
nesses offer TWH programming than do smaller enterprises. In consid- tested whether stress from interpersonal or organizational aspects of
ering TWH integration, we hypothesized that businesses that address work are associated with susceptibility. We hypothesized that poorer
workplace safety would be more likely to also address health promo- break-taking practices would be associated with higher likelihood of
tion, regardless of business size. Our study objective was to conduct physician visits for upper respiratory infections in a cohort of hospital
a cross-sectional assessment of the adoption of Total Worker Health® patient care workers.
(TWH) policies and practices by business size and evaluate extent and Methods. Data are drawn from the Boston Hospital Workers Health
associations of their safety and health policies and programs. Study (BHWHS), a longitudinal cohort of 15,000 patient care workers
Methods. We conducted an analysis of 382 businesses that partic- at two large academic medical centers in Boston. We used data from
ipated in an assessment, advising, and certification program, Health a subset of BHWHS workers (n=979) who responded to a survey
Links™. We measured organizational adoption of policies, programs, (response rate=72%) and were members of the company’s group
and strategies to advance the health, safety, and well-being of workers. health plan. The survey was conducted in October 2012, shortly before
Organizations were scored on six benchmarks: organizational supports, the onset of cold and flu season. We linked participants’ responses to
workplace assessment, health policies and programs, safety policies questions about break-taking norms in their units and their own break
and programs, employee engagement, and evaluation. practices with health claims data for upper respiratory infections in the
Results. Among the 382 participating businesses, 78 (20%) were 12 months following the survey. We used logistic regression to test for
microbusiness (2 to 10 employees); 133 (35%) were small businesses differences in break practices observed between those with and without
89 WORK, STRESS AND HEALTH
T H U R S D AY
any upper respiratory infections, adjusting for known upper respiratory 13% (Zhou, Xueguang, & Moen, 1994) to over 25% (Moen & Sweet,
infection risk factors 2002) of the general workforce - and some expect this number to
Results. For all three break-taking variables, less frequent breaks rise (Halbesleben, Wheeler, & Rossi, 2012). More research is needed
were associated with greater odds of a visit for an upper respiratory to support the success, health, and well-being of coworking couples.
infection the following winter. For unit break-taking norms, in models Therefore, the goals of this paper are to (1) synthesize what we
adjusted for age, gender, race, job title, typical shifts worked, financial know about coworking couples, (2) integrate these findings within
distress, hospital site and having children under age 5, a culture of less a work-family theoretical framework, and (3) provide suggestions for
break-taking was associated with greater odds of an upper respiratory future research and practice.
infection visit (OR 1.34, 95% CI 0.99 to 1.81). Leaving the unit for breaks Theoretical Background. Clark’s (2000) work-family border theory
less often was associated with 1.17 greater adjusted odds (95% CI 1.03 attempts to explain when work-family conflict will arise (Masuda &
to 1.33) of an upper respiratory infection visit. Taking one’s full meal Visio, 2012) and posits that humans are border-crossers who make
break less often was associated with 1.22 greater adjusted odds (95% daily transitions between domains. Whereas conflict refers to incom-
CI 1.00 to 1.48) of an upper respiratory infection visit. patibility between role expectations, facilitation refers to instances
Discussion: Person-to-person transmission of upper respiratory in which resources gained in one role provide value in another role.
infections is a particular concern for health care workers, who risk In addition, three broad types of conflict exist including time-based,
transmitting the virus not only to their coworkers, but also to patients strain-based, and behavior-based conflict (Greenhaus & Beutell, 1985).
who are already ill and for whom even a minor virus could be cata- We ground our review using this theoretical framework, and pose ques-
strophic. This analysis suggests that factors within the work organiza- tions for future research.
tion around break-taking and recovery could increase worker—and thus Coworking Couples, Work-Linked Couples, and Dual-Career
patient—susceptibility to cold and flu. The study findings have implica- Couples. Coworking couples are a subset of work-linked couples (who
tions both for understanding of the role of recovery in the relationship may share either an occupation or workplace, or both), while work-
between stress and upper respiratory infection susceptibility, and also linked couples are a special case of the more general form, dual-career
for managers looking to reduce unplanned absences and associated couples (Halbesleben, Zellars, Carlson, Perrewé, & Rotondo, 2010).
costs in their workforces. Table 1. presents a breakdown each of type. Studying work-linked
Objective: To test whether year-over-year tightening of state-level subsets separately is appropriate since this literature is still emerging
firearm policies is associated with decreases in workplace homicide (Halbesleben et al., 2010), and there may be important differences
rates. in antecedents and processes - which inform our thinking on how we
Methods. This time-series ecological study of working people in all support these workers. While focusing primarily on the coworking
50 states used federal data on workplace homicides by state and year subset, the work-linked literature is integrated where relevant.
from 2011-2017, linked with an index of state-year firearm policies to Coworking couples experience family-work facilitation. As
characterize the regulatory environment (overall and within legisla- increased domain integration is thought to promote more permeable
tive categories). We used difference-in-difference GLM regression to boundaries, and more easily transferred resources (Halbesleben et
model associations between tightening firearm policies and workplace al., 2010; Park & Haun, 2017), work-linked couples are positioned to
homicide rates the following year. provide instrumental support due to their shared environment and
Results. From 2011-2017, over 3,000 people died of workplace enhanced understanding of work demands and work goals (Huffman,
homicide; 23 states tightened firearm regulations and 23 states weak- Dunbar, Klinefelter, & Howes, 2018). For example, Ferguson, Carlson,
ened them. We modeled the impact of states tightening policies within Kacmar, and Halbesleben (2016) found that work-linked partners
the interquartile range (IQR; equivalent to adding 20.5 firearm laws). derived greater benefit from spousal support, compared to non work-
This change was associated with a 3.7% reduction in workplace homi- linked partners.
cide rate (p=0.001), equivalent to preventing 17 workplace homicides Research findings support theory in this area. Across studies,
per year. A positive IQR change in specific legislative areas was asso- coworking couples were found to benefit from their understanding
ciated with significant reductions as well: concealed carry permit- of a shared organizational culture (Janning, 2006) and were found to
ting 5.79% (p=0.001), domestic violence-related restrictions 5.31% experience family-work facilitation in the form of information sharing,
(p<0.001), and background checks 5.07% (p=0.003). social support (Bryson, Bryson, Licht, & Licht, 1976), and help solving
Conclusions. Stronger state-level firearm policies may reduce the work problems (Heckman, et al., 1977; Smart & Smart, 1990). Such
population-level burden of disease posed by workplace homicide. advantages may reduce time-based conflict, as facilitation may help
save time otherwise spent looking for information or solving problems
Coworking Couples: How Partners who Work Together Manage alone. Additional research into the mechanisms and directional differ-
the Work-Family Interface ences of facilitation is needed. Is family facilitating work, or vice versa?
Coworking is also related to negative work-family spillover.
Erick Briggs (Saint Louis University)
Although increased domain integration may facilitate resource trans-
This review focuses on coworking couples (i.e. partners who share a fer, it may also facilitate the transfer of demands (Halbesleben et al.,
workplace), and how they navigate the work-family interface. More 2012). Specifically, work-linked partners may transfer stress and strain
than dual-career couples, coworking couples are uniquely positioned more easily when engaging in venting and sense-making (Fritz, Park,
to experience blurred role identities, spillover, facilitation, and conflict. & Shepard, 2018). For example, Fritz et al. (2018) found that incivility
However, very little is known, empirically, about their experiences. prompted negative spillover through increased rumination and insom-
Importantly, there is evidence to suggest that coworking couples are nia. Interestingly, crossover effects were only found among work-linked
not a marginal segment of workers. Although the true prevalence is couples, such that perceived incivility among respondents was related
unknown, estimates suggest that they account for anywhere from to partner insomnia (Fritz et al., 2018).
90 WORK, STRESS AND HEALTH
T H U R S D AY
Similarly, findings suggest that coworking couples report diffi- Laschinger & Nosko, 2015; Nielsen & Einarsen, 2012). However, the
culty maintaining separate identities across domains (Pingree et al., majority of studies to date on the consequences of workplace bully-
1978), taking work problems home, and an inability for partners to ing have been cross-sectional (Nielsen & Einarsen, 2012), although
use one domain to escape another (Moen & Sweet, 2002). However, the number of longitudinal studies is on the rise (Nielsen, Magerøy,
the workplace implications (e.g. engagement, commitment) have not Gjerstad, & Einarsen, 2014). Nevertheless, only a few researchers
been examined. Research on the conditions in which negative spillover (i.e., Rodríguez-Muñoz, Antino, & Sanz-Vergel, 2017; Tuckey & Neall,
occurs is also needed. Boundary management techniques or supervisor 2014) have examined the effects of bullying on employee well-being
support, for example, may be able to help buffer these negative effects. using a within-person approach. This is unfortunate given that this
Discussion. Our findings have both theoretical and practical impli- approach would allow a more in-depth investigation of the immediate
cations. It is clear that coworking presents both benefits and challenges. effects of bullying.
Family-work facilitation was consistently identified as a benefit, and Furthermore, according to recent cross-sectional and longitudinal
negative spillover was consistently identified as a challenge. Future findings (Trépanier, Fernet, & Austin, 2013, 2015, 2016), workplace
research may consider how family-work facilitation and negative bullying undermines employee well-being by eroding key psychologi-
spillover interact and affect important outcomes such as health and cal resources, namely feelings of autonomy, competence, and related-
well-being. Moreover, as coworking may present benefits, policies that ness (i.e., need frustration; Deci & Ryan, 2008; Vansteenkiste & Ryan,
prohibit partners from working together may prevent employees from 2013). This aligns with the Conservation of Resources Theory (COR;
using a viable career strategy to manage their demands and resources. Hobfoll, 1989), which states that people strive to retain, protect, and
Practitioners may want to more carefully consider policy implications, build resources and that stress (i.e., impaired well-being) occurs when
support systems for coworking couples, and the impact on attraction resources are lost or threatened. COR also stipulates that resource
and retention. gain leads to healthy functioning, even in the presence of stressors.
In this vein, research stemming from the organizational stress liter-
Pregnancy and Work: Occupational Health and Well-Being among ature (Bakker & Demerouti, 2017; Kahn & Byosiere, 1992) suggests
Expecting Parents that certain contextual factors, including social support, can attenu-
ate the adverse consequences of job stressors on employee well-be-
Gwen Fisher (Colorado State University)
ing (Sargent & Terry, 2000; Schreurs et al., 2012; Sukanlaya, 2012;
This presentation will report on the initial findings from the Working Viswesvaran, Sanchez, & Fisher, 1999). However, little is currently
Parent Study, a new longitudinal research study investigating the known about the buffering effect of social support in the context of
parental leave and return to work process among pregnant working bullying.
women. Our presentation will summarize participants’ knowledge This diary study aimed to fill these current gaps in the workplace
about and expectations regarding parental leave. We will also report bullying literature by investigating the role of psychological need frus-
results pertaining to work and family-related sources of stress and tration (i.e., perceptions of oppression, incompetence and stigmatiza-
support, and how work and non-work factors relate to whether and tion) in the daily relationship between exposure to bullying behaviors
when pregnant working women plan to take parental leave, and their and exhaustion in order to shed light on the psychological mechanisms
expectations about returning to work. We will discuss the research, responsible for the detrimental effects of bullying on a daily basis.
practical and policy implications of our results, including how to guide Furthermore, the moderating role of social support in the relation-
organizations about the establishment of parental leave policies and ship between workplace bullying, psychological need frustration and
human resources practices to assist expecting parents with planning exhaustion was studied through moderated mediation analyses in order
for new family responsibilities and taking parental leave. to identify the conditions in which bullying erodes employees’ psycho-
logical resources, leading to impaired well-being. This diary study was
conducted among Canadian nurses (n = 46). Participants were asked
to fill out an electronic diary at the end of each workday for a period of
Salon 5 & 6
14 days, an approach that allowed generalization about their day to day
Workplace Bullying life (Wheeler & Reis, 1991). Results from Bayesian multi-level analysis
show that distinctive workplace bullying behaviors have specific effects
PAPER SESSION on employees’ manifestations of exhaustion on a daily basis, and that
person-related behaviors that undermine the quality of one’s social
Workplace bullying and daily exhaustion: A diary study experiences at work (e.g., humiliation, social exclusion) are particularly
detrimental. Results also show that daily exposure to workplace bully-
Sarah-Geneviève Trépanier (Université du Québec à Trois-Rivières) ing behaviors results in greater exhaustion at the end of the workday
Workplace bullying, defined as prolonged and repeated exposure to by fueling need frustration, primarily perceptions of oppression (i.e.,
negative behaviours from others at work against which it is difficult to frustration of the need for autonomy) and incompetence (frustration of
defend oneself (Einarsen et al., 2010), is one of the most harmful social the need for competence). Furthermore, daily social support obtained
stressors at work (Hauge, Skogstad, & Einarsen, 2010). The number of at work buffers the negative effect of workplace bullying on employees’
studies investigating workplace bullying has significantly increased in psychological resources (needs). The theoretical and practical impli-
the last few years, which has provided researchers with a clear picture cations of these findings will be discussed.
of its detrimental effects. Employees exposed to bullying behaviors
experience important manifestations of ill-being, including depression, Bullying Behavior Does Not Support The Normal Standard Of Care
anxiety, burnout, psychosomatic health problems, sleep disorders, and
post-traumatic stress disorder (Hansen, Hogh, Garde, & Persson, 2014; Jillian Yarbrough (West Texas A&M University)
91 WORK, STRESS AND HEALTH
T H U R S D AY
Nurses across the United States describe experiencing challenging personality trait in the relationship between incivility in the work
work environments that include bullying behaviors such as belittling, place and work attitudes (job satisfaction and organisational commit-
being ignored, confrontations and harassment. While bullying behav- ment). Additionally, Khan, Sabri, and Nasir (2016) study revealed that
iors are not necessarily new to the profession, bullying behaviors are workplace spirituality moderated the effect of workplace bullying on
intensifying industry issues like retention. The purpose of this study employee productivity.
was to understand the lived experiences of nurses and how bullying The current study aimed at understanding participants’ sense
impacts their professional environments. A phenomenological research making and experience of coping with workplace bullying in the qual-
design was used to support an in-depth study of the nurses’ experi- itative study. Following from this, religiosity (i.e. a personal variable
ences and how these experiences influence the nurses’ current and identified as a coping resource) was empirically tested to explore the
future career choices. Interviews with a variety of types of nurses were mechanism by which it may moderate the effect of workplace bullying
conducted and based on the participant’s responses, the following four on psychological well-being for workers in Ghana’s oil and gas industry.
themes were identified, the definition of bullying is nuanced, bullying Methods. The study adopted a mixed-methods approach with
is facilitated through peer oppression, bullying silences the victim and the qualitative study preceding the quantitative one. Semi-structured
bullying affects the hospital environment and patient care. Based on in-depth interviews was used to collect data in the qualitative phase
the themes, the researchers propose four recommendations, to create from fifteen (15) participants who were conveniently sampled. In the
a clear industry specific definition of bullying, ending the culture of quantitative phase, three hundred and twenty six (326) questionnaires
silence, building a democratic power structures and recognizing the were fully completed and returned to the researcher (response rate:
financial value of retaining nursing professionals. 43.5%).
Results. An interesting finding concerning personal coping
Bullying and health at work: does religiosity play a role? resources in a bullying situation, from the qualitative study, is the
role of religiosity (Arnetz et al., 2013; Kutcher et al. 2010). Employees
Stephen Kumako (University of Nottingham)
indicated the use of positive religious coping including praying about
Background. Workplace bullying is viewed as a negative stressor that the situation, forgiveness of perpetrator, seeking support from clergy
has the potential to lead to consequences such as low psychologi- members and religious focus. This finding is consistent with the view
cal well-being and other negative outcomes for the bullied individual, that Ghanaians are generally very religious (Gyekye, 2003; Max-Wirth,
witnesses and the organisation (Nielsen & Einarsen, 2012). According 2018) especially in times of distress. As such, employees making sense
to Schaufeli and Taris (2014), personal resources may moderate the and dealing with their bullying situation by engaging in positive reli-
relationship between workplace bullying and psychological well-being. gious coping may results in better mental health (Ano & Vasconcelles,
Religiosity is the strength of religious faith (Plante, Vallaeys, Sherman & 2004). Other coping resources from the thematic data analysis include
Wallston, 2002). Koenig and Büssing (2010, p. 80) assert that intrinsic social support, recreational activities and the organisations’ bullying
religiosity is the “degree of personal religious commitment or motiva- policy.
tion…. involves pursuing religion as an ultimate end in itself”. Religiosity Multiple regression analysis of quantitative data indicated that
is an important aspect of Ghanaian society and may help explain the religiosity moderated the relationship between workplace bullying and
relationship between workplace bullying and psychological well-be- well-being. However, the nature of this interaction is quite interesting.
ing. In fact, Ghanaians are very religious people, as their belief in a Indeed, the simple slope analysis of the significant moderation effect
Supreme Being is central to every aspect of life with about 95% of indicated that whereas low to average religiosity buffered the negative
Ghanaians engaging in religious activity weekly. Indeed, for Ghanaians, effect of workplace bullying on employee psychological well-being, high
religious faith and beliefs as well as religious participation constitute religiosity did not buffer this relationship.
the fundamental source of their sense of social identity, destiny and Implications. Additionally, owing to the buffering role of religios-
values (Max-Wirth, 2018). As such, religiosity is signified by a personal ity in dealing with negative experiences at work including workplace
relationship with the Supreme Being and may serve as an additional bullying, managers in organisations in Ghana must not be seen to stifle
resource that may help deal with life’s challenges. expression of religious faith and practices that do not interfere with an
There has been increased interest in explaining the mechanism by employee’s output. By encouraging workplace spirituality and religi-
which religion buffers the experience, interpretation and response to osity, employees in largely religious settings like in Ghana are likely to
positive and negative life events and how this contributes to psycho- carry-over the positive effect of their religious belief system and the
logical adjustment and functioning. Indeed, there have been different discipline and commitment they engender into the work environment
schools of thought by psychologists with regards the specific role of leading to positive organisational outcomes. Furthermore, religiosity
religion in ensuring well-being. Allport (1950) and Jung (1993) argue may offer a needed coping resource when faced with adversity at work.
that religion improves psychological well-being by providing mean-
ing and permanence amid uncertainty. As such, religion may act as
a resource for managing and coping with potentially threatening or
stressful organisational events including workplace bullying. Other Salon 10
researchers (e.g., Ellis, 1965; Schreurs et al., 2014) found that religion
Stress at Work
acts as a demand exacerbating negative organisational experiences
and causing harm to psychological functioning. PAP E R S E SS I O N
With regards bullying, Azizan and Razlina (2015) found that reli-
gious individuals or people with religious personalities were more Defining Implementation: A process or an outcome? A systematic
likely to have positive job attitudes in the face of workplace incivil- literature review of preventive intervention studies
ity. The study showed a significant moderating effect of a religious
92 WORK, STRESS AND HEALTH
T H U R S D AY
Christine Ipsen ( Technical University of Denmark) Since there is still a lack of answers to what works in interventions
The term implementation is widely used, not only in stress interven- and under which conditions, it is important to determine the concept
tions, but also in related fields. Particular with the emergence of a rather of implementation to ensure that identified affecting factors are rele-
new research field, implementation science, the popularity of the term vant, that the “right” implementation process is evaluated and partici-
increased. Within implementation science there is a clear definition of pants know when an intervention is successful i.e. implemented. In our
implementation research: the scientific study of methods to promote coming analysis, we derive the papers’ perceptions of implementation
the systematic uptake of research findings and other evidence-based and define the construct of implementation.
practices into routine practice, and, hence, to improve the quality and
effectiveness of health services and care (Eccles & Mittman, 2006). The role of work intensification for stress at work. Risk groups and
With this definition, the underlying assumption about implementa- long-term effects
tion is that it is about the methods to promote the systematic uptake Christian Korunka (University of Vienna)
of research findings and other evidence-based practices into routine
The world of work has considerably changed over the last decades.
practice.
There is a widespread impression of many employees in the current
However, the definition is challenged by the claim that: implemen-
work force that there is evidence of an increased pressure at their
tation is defined as a purposefully designed set of actions for the appli-
work places leading to increases in strain. Public media support such
cation of a purposefully designed program or intervention to cause
personal impressions by publishing numerous popular reports on
change (Palinkas & Soydan, 2012: p. 10). Bridging the fields of imple-
increases in burnout, overwork and other themes related to the percep-
mentation science with clinical interventions, there has been a need to
tions of an intensification of work.
clarify the differences between clinical interventions and implemen-
Empirical data support at least to some degree these predictions
tation interventions and also grey areas in between (Eldh et al., 2017).
and the personal experiences of many workers. In their seminal studies
However, in stress preventive interventions, the term implementa-
on work intensification, Francis Green and his colleagues (e.g., Green,
tion is continuously used without a clear definition and there appears
2004) observed patterns of work intensification in Europe especially
to be several distinct meanings in the literature. Whereas the discus-
for the first half of the 1990s. Based on the analyses of representative
sion of concepts and theory is indeed at the heart of science the term
data sets, they empirically confirmed increases in work intensification.
implementation is used instrumentally seemingly without reflection.
For instance, the percentage of employees who strongly agreed that to
This causes problems for the scientific discussion as meanings which
the item “My job requires me to work very hard” increased from about
differ in both scope and content are used interchangeably. Not only
30% in 1992 to nearly 40% at the end of the 20th century.
is this limiting the development of the field; it may also hide a deeper
Besides the work of Francis Green on work intensification in the
more concerning problem: a general lack of understanding of imple-
1990s the research dealing with this important subject is spotty and
mentation in preventive intervention. There is therefore a need for
heterogeneous. A diverse pattern of empirical data add to quite a mixed
clarification and definition.
picture of the development of work intensification in the last decade.
The aim of this paper is to investigate the use of the term imple-
Different definitions of work intensification and measurement issues
mentation in preventive workplace interventions studies and how it is
further add to an inconsistent picture.
being defined, and if that is not the case what interpretation the paper
Our research group in Vienna developed the “Intensification of Job
applies to implementation. Further, this paper proposes a definition of
Demands (IDS)” instrument (Kubicek et al, 2014). The IDS subscale
implementation in preventive interventions.
“work intensification” consists of five items measuring perceptions of
The systematic study collated, summarized and reviewed preven-
the need to work at increasing speed, perform different tasks simulta-
tive worksite intervention studies that used the term implementation,
neously, or reduce idle time.
in order to investigate the different meanings of the term and propose
Using this instrument we collected data about work intensification
a definition. The study reviewed literature from 1990 until now, and
in a series of cross-sectional and longitudinal studies with different
started with 9379 articles, of which 2624 were duplicates. After screen-
samples of service work. The aim of the current presentation is to give
ing 6755 titles we found 2682 to still be relevant. Screening abstracts
an overview of the results of these studies with a focus on longitudinal
reduced the number of relevant papers to 43, which were read in detail
analyses and the analyses of risk groups.
further excluding 15 papers. The review therefore builds on 28 papers.
Using a longitudinal sample of eldercare workers (n=587) in our
The 33 papers report on studies from various context although most
first longitudinal study (Korunka et al., 2015) we found work intensifi-
studies are within healthcare and service work, but there are also
cation negatively related to future job satisfaction and positively related
studies within manufacturing, knowledge work and education. All the
to emotional exhaustion even when controlling the baseline values of
papers present findings from primary interventions. The majority only
work intensification.
focus on primary interventions. Some, however, also apply secondary
In another study in the field of office work (n=628) we found nega-
and/or tertiary approaches to the interventions.
tive effects of increases of work intensification even when controlling
The literature review shows that only three papers (11%) have a
for time pressure in the longitudinal sample (Kubicek et al., 2015).
clear definition of implementation. These papers builds upon either
Next, in a two-wave panel study we could confirm that cognitive
the RE-AIM evaluation framework (Glasgow, Vogt, & Boles, 1999) or
appraisal of work intensification mediates the observed relationships
Goldenhar and colleagues’ intervention phase framework (Goldenhar,
between work intensification and emotional exhaustion (Paskvan et
Lamontagne, Katz, Heaney, & Landsbergis, 2001). Further 7 % (2
al. 2016).
papers) refers to the intervention phase framework defined in the
In a recent study (Mauno et al., in press) we analyzed both in a
review by Nielsen ad colleagues (Nielsen, Randall, Holten, & Gonzalez,
large cross-sectional sample (n=4963) and in a longitudinal sample
2010), where implementation is the fourth phase which, however, does
(n=2055) the driving forces behind work intensification (demographic
not provide a clear definition.
93 WORK, STRESS AND HEALTH
T H U R S D AY
factors, work-related factors and personal resources). The results show
that work intensification remained fairly stable over time. The most
consistent antecedents of work intensification (found in cross-sec-
tional and longitudinal data) are schedule control, task variety, ICT use
at work, and personal initiative. While schedule control is associated
with lower levels of work intensification, all other antecedents are asso-
ciated with higher work intensification. On the other hand, supervisor
support and participate climate were found as protective factors for
work intensification.
All in all, our findings confirm that work intensification is an import-
ant and still somewhat underestimated stressor in the current world
of work. Certain developments in the current world of work, like the
increase of flexible working conditions and the intensified use of infor-
mation and communication technologies may further contribute to
increases in work intensification. On the other hand, we could clearly
show that well-known elements of good work and organizational design,
like job control, supervisory support and participative climate help to
protect employees from the negative effects of this new stressor.
94 WORK, STRESS AND HEALTH
T H U R S D AY
2:30–3:45 p.m.
Concurrent Sessions 3
Salon 3 & 4 and mental health services utilization. All questions and responses
were provided in English.
Qualitative Approaches to the Study of Stress Preliminary Results. While the data analyses are ongoing, prelim-
inary results showed that FSU immigrants working in high skilled
PAPER SESSION
professions believe that their background afforded them the ability to
integrate into the work environment and accounted for their excellent
Coping with Work-Related Stress Among Immigrants from the
work ethic. The majority of this sample envisions success as being
Former Soviet Union: A Qualitative Study
financially stable and having a rewarding career. A small number of
Mariya Narizhnaya (University of Hartford) participants indicated that success is measured through a balance of
personal (family relationships, self-care activities) and professional
According to the DOL (2018) report, in 2017, 27.4 million foreign-born
accomplishments.
employees constituted 17.1 percent of the total U.S. labor force. This is
Majority of these participants reported that although they enjoy
an increase from 16.9 percent in 2016.
multiple aspects of their job, such as competition, interacting with
The report also highlighted a number of disparities. Foreign-born
coworkers, and making a difference in their field, they experience work
workers were more likely than native-born to be employed in low-skilled
stress around deadlines, workload, patient care, and lack of support
occupations. Whereas native-born workers were more likely to be
from supervisors. Some disclosed that they felt mistreated by their
employed in management, professional, sales, and office occupations.
American colleagues and were passed for promotions due to having
Not surprisingly, in 2017, the median weekly earnings of foreign-born,
an accent, being culturally or ethnically different, or having difficulty
full-time workers ($730) were just 82.5 percent of the earnings of
with report writing.
their native-born counterparts (DOL, 2018). Moreover, foreign-born
Most of the participants reported coping with work-related stress
employees experience higher rates of certain work-related stressors,
by spending time with their family, talking to their significant others,
compared to their U.S.-born coworkers. Specifically, immigrants report
and exercising. Others reported meditating and listening to music as a
stress stemming from perceived discrimination at work, acculturation
way to manage stressful work-related events. A small number of partic-
level, job insecurity, downward mobility, and hazardous work condi-
ipants reported coping with stress by overeating sweats or drinking
tions (de Castro et al., 2006; Gans, 2009). Data show that difficulty
alcohol. With regard to utilizing mental health services, some partic-
with the acculturation is positively correlated with reports of stress and
ipants indicated that they have attended therapy sessions and found
depressive symptoms as well as substance abuse thus putting many
them helpful during difficult times, while others reported stigma and
immigrants at high risk for mental health problems (Nicholson et al.,
fear around engaging in mental health services. Those who reported
2013; Guarino et al., 2012). This study aims to understand the coping
successful outcomes related to mental health services indicated that
strategies used by immigrant workers who are facing unique challenges.
it has been difficult to open up to a stranger initially, but working with
We focus specifically on one under-researched group.
a competent therapist, who has been referred by a trusted source (e.g.,
Immigrants from the FSU
friend or physician) has helped assuage initial hesitation.
Since 1987, a significant number of immigrants from the former
In conclusion, our very preliminary analyses suggest that immi-
Soviet Union (FSU) composed of various ethnic groups, arrived at the
grants from the former Soviet Union experience some of the same
United States seeking political freedom and economic opportunities
occupational stressors that have been identified among other immi-
(Hundley & Lambie, 2007). Around 995,000 immigrants from the
grant groups. With regard to coping, this group tends to cope by
FSU were living and working in the United States between 2005 and
talking to their families and engaging in healthy activities, while a
2009 (U.S. Census Bureau, 2010). To our knowledge, there has been
small number of participants admitted that they engage in unhealthy
no research exploring coping strategies for work-related stress in this
coping. Results of this study can be used to understand, interpret, and
population and what can be done in order to improve the mental health
explain culture-specific coping strategies associated with occupational
service utilization rates. While being guided by the grounded theory
stress in immigrants from the FSU.
qualitative approach (Charmaz, 2015) we used open-ended questions
to explore work-related stressors among immigrants from FSU and to
Vicarious Trauma in Sign Language Interpreters: Exploring
extricate information relevant for mental health providers and public
Interpreters’ Experiences of Working in Trauma-Influenced
health professionals working with this population.
Environments
Sample and Method . Thirty-seven participants ages 18 to 73 were
recruited via Facebook and LinkedIn and through snowball sampling. Jesús Barreto Abrams (Gallaudet University)
All but nine participants were women. All participants have been born
There is limited empirical research investigating American Sign
in one of the republics of the former Soviet Union, have had at least one
Language (ASL) interpreters’ experiences of trauma in their role in
part-time or full-time job or internship in the U. S., and were fluent in
the typical interpreting dyadic or setting (Harvey, 2001). ASL inter-
English. The participants wrote responses to eight multi-faceted open-
preters play a major role in conveying information to Deaf individuals.
ended questions about immigration, meaning of success, stressful
Interpreters are responsible for conveying important and intimate
experiences in the work environment, coping with these experiences,
information, which may lead to long-term emotional experiences,
95 WORK, STRESS AND HEALTH
T H U R S D AY
sometimes putting the interpreter at risk. More specifically, vicarious Developing community-based health protection and promotion
traumatization is defined as the phenomenon that causes change in a programs to address occupational stressors of immigrant Latinx
professional experience and inner world as a result of being exposed to low-wage workers
a client’s traumatic material (Pearlman & Saaktvine, 1995). This experi-
Isabel Cuervo (Queens College, City University of New York)
ence results in impacting the individual’s physical, cognitive, and social
being (Baird & Kracen, 2006). Psychologists have long been assessing Background. Latino immigrants tend to be employed in low-wage
and treating distress, disturbances, and trauma, but limited research is occupations (BLS, 2017), are at higher risk for work-related injuries
available on the effects of vicarious trauma. Previous research in this and illnesses (Steege et al., 2014), and are currently underserved by
area has primarily focused on therapists’ experiences with clients who both occupational safety and health and workplace health promotion
were victims (McCann & Pearlman, 1990). With time, studies of vicar- programs (Linnan et al., 2008; Steil et al., 2017). Worker participa-
ious traumatization have been applied to various professions, such as tion through joint worker or union and management safety and health
nursing, social work, and practicing attorneys (e.g. Adams, Matto, & committees is associated with improved workplace safety (Punnett
Harrington, 2001; Levin & Greisberg, 2003; Sinclair & Hamill, 2007). et al., 2013). Nevertheless, common low-wage occupations, such as
However, there are limited studies investigating the effects of vicarious construction laborers and domestic workers, require frequently chang-
traumatization for ASL interpreters. ing worksites or work in solitary conditions, making the implementa-
Data was collected via three sources: interviews, a participant’s tion of worksite-based programs even more challenging (Baron et al.,
journals, and document analysis. Interviews were conducted with 2014). Therefore, there is a critical need to explore how to best reach
three hearing nationally certified interpreters. The three interpreters these workers for health protection and prevention. One approach is to
recruited were females who self-identified as Caucasian (i.e., European involve community-based organizations that are accessible and trusted
American, and Northern European) ranging from ages 38-years old to community resources. Our previous work demonstrated successful
58-years old with 17 - 30 years of experience. The document review community-level participation to establish programs that aim to reduce
was two-fold. The initial part consisted of asking the participants to work-based health and safety stressors for construction labors working
submit five journal entries after the interview. The researcher provided in disaster clean-up and recovery (Cuervo, Leopold, and Baron, 2017).
some guidance, but the participants decided if they were to follow the This paper presents findings about subsequent research aimed at iden-
prompt or to journal on what they wished for the day. The interpreters tifying similar community-based models to create responsive programs
journaled about their current experiences, past reflections, and some that address work stressors targeting immigrant Latinx workers.
even wrote letters to their younger selves. Four articles were used in the Methods. We conducted 12 focus groups (FGs) as part of two
document analysis (Carrick 2015; Hall 2017; Fontes, 2017; and Muller research studies targeting low-wage Latinx immigrant workers
2013). Two other sources were interview transcripts with interpreters between 2016 and 2018: a CDC-funded Workplace Health Research
talking about their experiences with vicarious trauma or about their Network (WHRN) pilot study and, a five-year NIH-funded “Safe and
experiences interpreting for trauma survivors. Other resources included Just Cleaners” study. The WHRN study held 5 focus groups with
consulted were articles written about interpreting with tips, challenges, domestic, construction, restaurant, home care and community health
and experiences on what it’s like to interpret for trauma survivors. workers (N=45) that explored perceptions about how work factors
The underlying research paradigm was a transformative paradigm might influence workers’ health and well-being and how these factors
using a qualitative approach. Mertens (2010) explains that transfor- might relate to healthy eating and active living intervention programs
mative research attempts to conceptualize research through social ideas, a programmatic interest of our community partner. The Safe
justice and human rights for the betterment of society. The data was and Just Cleaners study held 7 FGs with domestic cleaners (N=52)
analyzed using an interpretative phenomenological analysis (IPA). IPA to explore working conditions associated with the use of household
is an experiential analysis used to learn about each participant by look- cleaning products. These studies arose through partnerships between
ing at all states of the individual including, but not limited to, affective the City University of New York, the Icahn School of Medicine at Mount
and cognitive domains (Smith, Flowers, & Larkin, 2009). Thematic Sinai, and Make the Road New York, a large NYC community-based
analysis was used to discover patterns between participants to make service and advocacy organization. The partnerships collaboratively
sense of their experiences and find general commonalities (Braun & designed the research and co-interpreted data. Community members
Clarke, 2006). A peer debriefer was used to assist with organizing the also provided additional interpretation.
themes and to support the researcher in unpacking bias about the topic Results. Findings feature the step-wise approach that the partner-
of vicarious trauma. Seven major themes emerged during the analysis ships engaged to understand the conditions of low-wage immigrant
of the data: 1. Self-Care and Coping Strategies, 2. Interpreting strategy, Latinx workers in order to identify responsive programs that better
3. Emotional Reactivity, 4. Oppression and Inequality, 5. Support, 6. address their needs for health protection and promotion. Several major
Expectations, and 7. Empathic Interpreting. themes emerged in the WHRN study that feature the complexities of
This study contributed to cross-research between interpreting stud- work-based stressors. Workers reported well-recognized barriers such
ies, psychological sciences, and occupational health. This research as workplace food access, time constraints, high work demands and
allows for other clinicians, employers, and researchers to under- lack of workplace social support. Other emergent themes pointed to
stand the phenomenon of vicarious trauma in other fields not directly potential directions to incorporate into community-based intervention
working with patients. Supervisors and other interpreters may better projects. Workers emphasized the central role of communication in the
understand how to implement healthy coping strategies used by other workplace, both as stressors and as potential pathways to improve the
interpreters with the ultimate goal to assist in a healthier more produc- work environment and promote health. Additionally, they underscored
tive workplace and healthier lives. the importance of work being central to their own concept of health
by engendering a sense of purpose and pride, and how this related to
family and co-worker relationships. To varying degrees, these positive
96 WORK, STRESS AND HEALTH
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notions about work were experienced necessarily alongside negative
impacts. Philadelphia Ballroom South
Building on the interest of our community partner, we extended our
partnership model to design a community-driven program for domes- Labor’s Methods and Tools
tic cleaners through the Safe and Just Cleaners study. As expected,
SYM P OS I UM
findings feature adverse health effects that cleaners experience when
using cleaning products. However, factors such as cleaners’ and clients’
perception of product qualities (e.g. effectiveness), time pressure, may Chair: David Le Grande (Communications Workers of America,Retired)
be major influences on product choice and work practices. Most clean-
ers are unable to select the products they use and thus find it necessary Presenters: Marnie Dobson (University of California, Irvine), Peter
Schnall (University of California, Irvine), Peter Dooley (National Council
to use them in ways that they know will pose more risk. Additionally,
for Occupational Safety and Health), Jessica Martinez (National
findings suggest that with increasing job experience and self-confi- Council for Occupational Safety and Health), Marcy Goldstein-
dence, cleaners enact their agency as much as possible, advocating Gelb (National Council for Occupational Safety and Health), Paul
for themselves with or without client awareness. In its second year, Landsbergis (SUNY Downstate)
results have thus far led to the creation of a cleaner advisory commit-
For many years, labor organizations have been actively involved
tee whose goals are to assist in the interpretation of research findings,
identifying, resolving, and preventing safety, health, and organizational
provide input on recruitment strategies for a 400-cleaner survey to be
concerns related to work organization factors and negative health
fielded in Spring 2019, and generate ideas for educational initiatives.
outcomes. The majority of these efforts have been conducted within
Discussion: The academic and community partners committed
the collective bargaining system, i.e., contractually-negotiated agree-
to creating long-term participatory mechanisms in order to address
ments between employers and unions. This work has involved data
work-based stressors. The WHRN study provided a theoretical basis for
collection methods such as talking with represented workers and docu-
understanding the multiple pathways that work impacts the health of
menting collected information; observing workers during the perfor-
various kinds of low-wage immigrant Latinx workers. The Safe and Just
mance of their jobs; analyzing collected data and translating findings
Cleaners study extended this multi-faceted approach by more deeply
into proposals for change; introducing these proposals to employers;
exploring the stressors specific to domestic cleaners in order to design
and negotiating these proposals into the collective bargaining agree-
responsive intervention programs. Creating equitable and collaborative
ment. Examples include physical ergonomics (e.g., changes in work
processes in research and intervention design with a trusted commu-
equipment and tool design) and work organization (e.g., changes in
nity organization and worker participation allows health promoting and
work hours as well as how and when work is performed).
health protecting perspectives to emerge that could be used to better
Since the late 1970’s- early 1980’s, several U.S. labor unions have
address health and well-being of low-wage Latinx immigrant workers.
expanded their efforts to include the establishment of working relation-
ships with researchers within academic, government, and public health
Satisfying the Need for Diversity Training for Hispanic
communities to better identify relationships between poorly designed
Construction Workers and Their Supervisors at U.S. Construction
work organization factors and worker health outcomes. These efforts
Workplaces: A Case Study
have resulted in the conducting of many scientific investigations which
Ahmed Al-Bayati (Western Carolina University) have led to the identification of work organization factors associated
with negative worker health effects as well as decreased performance
The representation of the Hispanic construction workforce has substan-
and productivity. The first panel will feature presentations specific to
tially increased over the last fifteen years, and it continues to increase.
methods and tools used in conducting scientific investigations with
Because of this, the Hispanic construction workforce represents a
labor unions as well as the use of collected/analyzed data.
crucial segment of the U.S. construction workforce. Unfortunately, the
The translation of collected scientific data into substantial changes
safety performance of Hispanic workers has been documented as an
in work organization, i.e., changes that result in improved working
area requiring special attention due to the higher rates of fatalities and
conditions, decreased worker health effects, and increased perfor-
non-fatal injuries among Hispanic workers. Active cultural differences
mance and productivity, is necessary to advance the field of work orga-
(ACD) have been identified as one of the causes that negatively influ-
nization and worker health. Several unions and have been able to initiate
ence the performance of diverse construction crews. Therefore, the
such efforts with represented employers. The second panel will feature
construction industry strives to adopt novel management techniques
presentations specific to the implementation of research findings on
to better managing diverse crews. Accordingly, this study illustrates
work organization into the workplace and the manner in which the
a training module that provides the knowledge to help construction
work is performed.
firms overcome the undesirable influences of ACDs and strengthen
their desirable effects. The findings strongly suggest that the proposed
training is accepted by construction personnel. The proposed train-
ing would not only improve the overall safety performance of diverse
construction crews but also positively influence other project success
factors such as quality, productivity, and crew performance.
97 WORK, STRESS AND HEALTH
T H U R S D AY
locations. Participants were mostly male (66.3%) with ages ranging
Philadelphia Ballroom North from 20 to 60 years with the average age being 40 years (SD=8.73).
Results showed that role stress and job satisfaction were nega-
Organizational Influences on Worker Well- tively correlated (r= -.313, p<.05), while other relationships were not
being statistically significant. The researchers noted that stress and anger
management training was being done by the organization in an effort
PAPER SESSION to curb customer service related issues, which could influence how
they view their working environment in terms of the assessed vari-
Driving Satisfaction: Role Stress, Gender and Job Characteristics ables. These results however suggest other areas of study that may be
as predictors of Jamaican Bus Operators’ Job Satisfaction pursued such as looking at internal workplace job characteristics and
the influences of the individual types of role stress such as role conflict
B’Andra Haughton (The University of the West Indies)
and role ambiguity on not only job satisfaction. It also raises the ques-
Stressful events have become germane to the human experience. tion of effectiveness of stress management training on changing the
Although several definitions have been developed over the years. One perception of characteristics of their work environment. However, since
area in which stress of research in which the effects of stress continue the relationship between stress and job satisfaction was supported, it
to be explored is that of organizational psychology, particularly in gives insight that there are other areas for stress management training
avenues of job satisfaction. However, this area tends not to be well to cover, perhaps areas that we significant to the Jamaican experience.
explored when it comes to certain occupations such as bus operators. This has produced an avenue for upcoming studies as well as recom-
Bus operators have a high risk, high turnover occupation, which, mendations for moving forward.
though essential in society, may lead to job strain for many of the
employees as they face job characteristics not seen in the typical work Identifying Organizational Policies to Support Breastfeeding
place. They face perceived job strain from numerous factors such as Among Working Mothers
shift work, gender and bus route as well as many others that may lead
to role stress, in particular—role conflict, role ambiguity and role over- Drake Van Egdom (University of Houston)
load. While literature tends to show correlations between shift work, Breastfeeding benefits children, mothers, and organizations (Gartner
gender and stress; the focus tends to be on more saturated fields such et al., 2005). Breastfed children have lower rates of infectious diseases,
as nursing and policing. However, for the bus operator, these percep- diabetes, and obesity (Gartner et al., 2005). Breastfeeding mothers
tions of role stress may also lead to occupational stress and have a have decreased risk for breast cancer and osteoporosis (Gartner et
negative impact on job satisfaction. al., 2005). Healthier, breastfed children lower maternal illness absen-
This lack of research is particularly noted in small island nations teeism (Cohen, Mrtek, & Mrtek, 1995). The American Academy of
such as Jamaica. Operators in Jamaica face threat of violence, traffic Pediatrics (AAP) recommend at least six months of exclusive breast-
conditions due to bus route and abnormal sleep patterns due to shift feeding (Gartner et al., 2005). However, nearly 60% of women who
work. Along with these general issues, the national bus system, the worked during pregnancy return to work within three months of birth
Jamaica Urban Transport Company (JUTC), faces heavy competition (Laughlin, 2011).
from privately owned entities such as “mini-buses” and “coasters”. Working mothers must reconcile job demands with breastfeed-
High stress faced by Jamaican transport bus operators would repre- ing. In this study, we aim to elucidate if organizational policies buffer
sent a major personal and social issue as there are numerous potential mothers from occupational characteristics to support breastfeeding
consequences. Not only can stress affect the medical and psychological behaviors. We examine three breastfeeding behaviors: breastfeeding
health of the transport workers themselves, but this can lead to lack of initiation, breastfeeding duration and work affecting feeding.
focus, ailments on the job and other such occurrences, which can cause Based on job demands-resources theory, we first postulate that
accidents and road fatalities where the passengers, other motorists and job demands will negatively affect breastfeeding (Bakker & Demerouti,
pedestrians are the victims. 2017). We will investigate work hours, physical job conditions, and
The purpose of this study was therefore to understand the influ- other job demands that may decrease breastfeeding. Full-time work
ences of job characteristics, gender and role stress on each other as hours decrease breastfeeding behaviors (Mandal, Roe, & Fein, 2010).
well as on job satisfaction with regard to bus operators in Jamaica. Mothers with more hazardous work conditions are less likely to intend
Consistent exposure to these factors and perceived occupational stress to and initiate breastfeeding (Spitzmueller et al., 2018).
may affect job satisfaction and lead to dissatisfaction as an outcome Hypothesis 1: Job demands (hours/week managerial duties, phys-
for these operators. Against this conceptual background, which was ical conditions, and automation/repetition) will negatively relate to
primarily informed by Gutek’s (2001) Token dynamics, Zimbardo and breastfeeding behaviors.
Ruch’s (1980) occupational stress theory, we hypothesized that role Second, we postulate that the above relationships will be buffered
stress would mediate the relationship between job satisfaction and by company size—large companies can offer more family-friendly
other factors such as job characteristics and gender. resources (e.g. flextime, on-site childcare) that buffer against demands
To explore this hypothesis, a 53-item questionnaire was distributed and support breastfeeding (Adkins, Samaras, Gilfillan, & McWee, 2013).
to 96 bus operators of the Jamaica Urban Transit Company, who were Hypothesis 2a: Company size will positively relate to job resources
sampled from 3 depot locations. The questionnaire was comprised of (flextime, extended breaks, on-site childcare, facilities, paternity leave,
the Job Satisfaction Scale (Spector, 1997; Cronbach alpha = .77) and job autonomy, care work).
the Health and Safety Executive Management Standards Indicator tool Third, the mother’s job resources will moderate the relationship
(α=.87). The data collection was completed in batches at all 3 depot between job demands and the mother’s breastfeeding behaviors
(Spitzmueller et al., 2016; Spitzmueller et al., 2018). Mothers with
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T H U R S D AY
higher job autonomy are more likely to intend to and initiate breastfeed- demands on self-management, raising the risk for self-endangering
ing (Spitzmueller et al., 2018). This study will investigate the effective- behavior such as presenteeism (Dettmers, Deci, Baeriswyl, Berset, &
ness of job resources, especially family-friendly policies, for part-time Krause, 2016).
versus full-time employees on breastfeeding. As research focusing on this relationship is still scare, we make a
Hypothesis 2b: Job resources (flextime, extended breaks, on-site first step and investigate whether home-based teleworking is related
childcare, breastfeeding facilities, spouse’s paternity leave, job auton- to presenteeism. We base our analyses on a large European sample
omy, and care work) buffers the relationship between work hours and and make thus use of country-specific differences in the amount of tele-
breastfeeding. work (Messenger et al., 2017) to explore its association with presen-
Finally, we hypothesize that job resources will mediate company teeism. Further, we assess why the relationship between telework and
size’s moderation of the relationship between job demands and breast- presenteeism differs across countries, by focusing on country-specific
feeding. Company size is a distal moderator, whereas job resources conditions, such as the level of occupational safety and health regula-
more proximally moderates work hours and breastfeeding. We will tions or economic growth.
use mediated moderation to show larger companies have more job Procedures. We base our analyses on the 6th wave of the European
resources, which buffer job demands’ negative relationship with breast- Working Conditions Survey (EWCS) 2015. We restrict the sample to a
feeding (Appendix A). subgroup of about 27,000 employees aged 15-65 years and living in a
Hypothesis 2c: Company size mediates the moderating effect of job EU-28 country with valid data on the variables included in the analyses.
resources on the relationship between work hours and breastfeeding. As outcome, we apply two different measures indicating presen-
Method and Analyses. To test our hypotheses, we will use data teeism. Based on the question “Over the past 12 months did you work
from the UK Infant Feeding Survey, a three-stage panel study. The when you were sick?” we generated an indicator variable that equals 1
study sampled 30,760 births from all births from August-October 2010. if the respondent answered yes and 0 if the respondent answered no
10,768 mothers completed all three surveys at six weeks post-birth or wasn’t sick. The second measure focuses on the number of working
(T1), five months post-birth (T2), and nine months post-birth (T3). The days showing presenteeism, while those reported to have not worked
data collection process was completed, but data has not been analyzed. when sick were coded with a zero and individuals reporting not having
Occupation variables (e.g. job autonomy, care work, physical job condi- been sick were excluded. As main predictor, we focus on telework
tions, and automation/repetition) will be extracted by matching job captured by the question “Have you worked in each location during
titles to O*NET entries (Spitzmueller et al., 2018). Hypotheses will be the last 12 months - Your own home?” with a response scale taking
tested by applying the mediated moderation approach as suggested by the frequency into account: daily, several times a week, several times a
Liu, Zhang, & Wang (2012; for a similar approach see Liu et al., 2017). month, less often and never. In the main analyses, we include telework
Practical implications. This study will show the efficacy of job by dummy variables for each of the different categories, taking “never”
resources on addressing work hours, so that women can engage in as reference category. We include different sets of covariates: individual
more breastfeeding behaviors. With 60% of women returning to work characteristics (1) such as gender, age-group, country, educational level
within 12 weeks of birth, companies can use these results to understand (ISCED), occupational group (ISCO_08 2 digit), and industry sectors
how job characteristics and organizational policies can affect breast- (NACE_1), individual’s self-rated health status (2) and company-re-
feeding behaviors. Organizations can adapt their policies to ensure lated characteristics (3).
women can breastfeed when they return to work. Organizations can Analyses. In a first step, we explore the raw relationship and perform
disseminate information to pregnant women on the organizational descriptive univariate analyses by plotting the country-specific share
policies and the effect of occupational characteristics on breastfeeding. of telework and presenteeism. Second, we take the pooled sample and
perform multilevel regressions with random intercepts in order to take
Home-based telework and presenteeism in Europe: A multi-level the nested structure of the data into account. We include the different
study based on the European Working Conditions Survey sets of control variables and country-specific macro-variables.
Results. The descriptive analyses at the country level suggest
Sophie-Charlotte Meyer (Federal Institute for Occupational Safety and
that presenteeism is more common in countries with a high share of
Health, Germany)
employees working from home. Taking the country-differences into
Problem. Presenteeism, defined as working despite illness (Johns, account and controlling for different individual and company-related
2010), is a highly prevalent behavior associated with far-reaching characteristics, multilevel regressions indicate that home-based tele-
consequences for individuals and organizations. Research indicates work is strongly and significantly related to presenteeism: The prob-
that presenteeism results in enormous productivity loss and costs for ability of working when sick at least once is about 12-13 percentage
organizations (Collins et al., 2005; Goetzel et al., 2004) but is also points higher for those working at least once a month from home as
detrimental for individual health (Skagen & Collins, 2016). compared to those reporting to never work from home.
Societal, economic and technological developments lead to changes Analyses investigating the country-specific differences in the rela-
in employees’ working life. Especially, flexible work arrangements such tionship are currently in progress.
as working from home (home-based telework) are currently gaining Conclusions / practical implications. Our results show that home-
importance and increasingly entering the political debate, as improve- based telework is positively associated with presenteeism. On the
ments in information and communication technology facilitate their one hand, organizations as well as the social systems of a country
usage (Tavares, 2017). These changes may also affect presenteeism. might benefit from employees working at home instead of attending
Employees, working from home, do not have to travel to work and do work in cases of contagious diseases, mitigating the risk of contagion
not infect their colleagues in case of contagious illness (Irvine, 2011). (Rousculp et al., 2010). One the other hand, in most cases presentee-
Thus, telework may facilitate engaging in presenteeism. Furthermore, ism is detrimental for individual health in the long run (e.g. Skagen &
telework is often accompanied with greater responsibilities and higher
99 WORK, STRESS AND HEALTH
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Collins, 2016). Thus, it is important to design telework in a way that and demands in order to keep their driver ratings up. They were also
does not encourage self-exploitation. stressed by financial pressures, especially getting enough rides, which
was complicated by the very limited information the platforms share
Between Flexibility and Five-Star Ratings: A Qualitative Study of about how rides are assigned. They frequently described balancing driv-
the Work Health and Safety of On-Demand Drivers ing in situations in which they felt unsafe—nighttime driving or picking
up passengers in areas they felt to be dangerous—with getting enough
Molly Tran (Colorado School of Public Health)
work and keeping their ride acceptance rates high.
Problem “Gig” or “on-demand” work, a unique subset of contingent Among this population, sleep was not a major concern, with most
work, has grown markedly since the most recent recession (Bernhardt, saying driving did not affect their sleep. However, drivers did frequently
2014). In a nationally-representative survey conducted in July 2016, the refer to fatigue either explicitly or in the context of protecting their
Pew Research Center found 8% percent of respondents reported earn- health by trying to stay alert and vigilant while driving.
ing money using digital platforms to take on a job or task in the previous The most commonly mentioned positive aspect of the work was
year. One of the largest single groups of on-demand workers—2%—is flexibility. Drivers also liked not having a boss to report to and not
in driving and ridehailing services such as Uber and Lyft (Smith, 2016). having to work in an office setting. Drivers valued the conversations
While there are a variety of employment arrangements within the and socialization that came from interacting with passengers. Many
on-demand economy, most of workers are considered independent noted the importance of these interpersonal interactions for their own
contractors. The majority of these companies do not provide benefits well-being and the meaningfulness of their work.
such as health or workers’ compensation insurance to those providing Practical implications. As the gig work model and the use of algo-
the services under their name. rithmic management grows and spreads throughout disparate job
There is currently little systematically-collected information regard- sectors, a Total Worker Health that addresses the specific health and
ing the unique Total Worker Health aspects of on-demand work which safety issues associated with this model will be necessary to effectively
could guide regulation of this kind of work as well as health promotion promote and protect worker health and wellness.
efforts. Conclusions. Among this sample of on-demand drivers, on-de-
The objectives of this pilot were mand ridehailing work offered workers some characteristics which
• To provide new insights into factors affecting on-demand drivers’ promote Total Worker Health, including flexible hours and high levels
occupational health and safety. of perceived job control. However, there are also characteristics the
• To obtain information about what on-demand drivers consider their work—information asymmetry, lack of true job control, and passengers
most important occupational health-related concerns. performing a management function—which were sources of occupa-
Procedures. We conducted a qualitative study of the occupational tional stress.
health and safety-related experience and concerns of on-demand driv-
ers using semi-structured, open-ended, one-on-one interviews with Commenters as Co-workers: On-Demand Drivers’ Use of Online
on-demand drivers summoned by mobile phone app. After introducing Forums to Address Occupational Health and Safety
the study and obtaining verbal informed consent, the research assistant
asked 8-10 open-ended questions in a pre-set order, addressing demo- Molly Tran (Colorado School of Public Health)
graphics, occupational safety, injury and illness, and working conditions. Problem “Gig” or “on-demand” work, a unique subset of contingent
Analyses. Interviews were audio-recorded and transcribed verba- work, has grown markedly since the most recent recession (Bernhardt,
tim. Using standard qualitative analysis software three investigators 2014). In a nationally-representative survey conducted in July 2016,
independently analyzed the transcripts for recurring themes and the Pew Research Center found 8% percent of respondents reported
sub-themes related to the study topics using the constant compari- earning money using digital platforms to take on a job or task in the
son method (Glaser & Strauss, 1973). Drivers’ responses were coded previous year.
across five domains: (1) Health (2) Safety (3) Stress (4) Sleep (5) There is currently little systematically-collected information regard-
Positive Aspects of Job. ing the unique occupational health aspects of on-demand work which
Results. We interviewed 20 on-demand drivers. Three drivers could guide regulation of this kind of work as well as health promotion
declined to be interviewed. efforts.
Overall, drivers did not express much concern about the effect of The objectives of this pilot were
their work on their health. The most commonly mentioned concerns • To examine how on-demand drivers use the forums to and seek
were the sedentary nature of the work and the difficulty of eating support and occupational health information
healthily while working. Many also spoke of prolonged postures in • To obtain information about what on-demand workers in driving
the car either causing new or exacerbating preexisting musculoskel- and delivery services consider their most important occupational
etal pain. The drivers expressed a strong sense of having assumed health-related concerns.
responsibility for the health risks they face and for protecting their Procedures. We conducted a digital ethnography of online forums
own health and safety. frequented by workers for on-demand app-based platforms (E.g. Uber,
Regarding safety concerns, drivers most often mentioned the risk Lyft, Amazon Flex, UberEats). Forums were identified by Google and
of a motor vehicle crash or of assault by a passenger. In contrast to the Facebook search and two main sites were chosen based on forum topic
way they talked about their health, drivers revealed a passivity towards area focus and posting activity level. All thread titles for a 12-month
safety. Many viewed it as a present risk, but one against which they period were retrospectively reviewed for any
were powerless to do much to protect themselves Analyses. Threads were imported into MAXQDA software and
The most commonly-mentioned stressors were dealing with coded by the constant comparison method by two investigators.
passengers—locating them and meeting passenger expectations
100 WORK, STRESS AND HEALTH
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Investigators met regularly to discuss coding and to build codes into (Nielsen & Noblet, 2018). Although this type of interventions is gener-
subthemes and themes. ally recommended as they address the sources of poor well-being, i.e.
Results. We reviewed 1,271 threads on two websites. working conditions (ILO, 2001; EU-OSHA, 2010), reviews have found
Workers used the forums to seek support, self-declare their inten- inconsistent effects (Richardson & Rothstein, 2010). It has been argued
tions to make changes, and to seek medical and logistical advice. Health that a one size fits all and a lack of understanding of the context and
concerns were discussed largely in the context of advice-seeking about the implementation processes may be one part of the explanation as to
how to remedy them. Safety concerns were often couched in humor or why these interventions do not always achieve their intended outcomes
framed as a “crazy story.” (Nielsen & Miraglia, 2017; Nielsen & Noblet, 2018). Interventions are
The most significant occupational health concerns were included implemented in many different national and occupational context and it
musculoskeletal pain and exposures to sick passengers. Workers is important to understand how interventions can be fitted to the orga-
shared advice about accessing medical insurance and care, home nizational context in order to develop an intervention process that takes
remedies for injuries, modifications to footwear or seats and preven- into account the characteristics of the organization. When consider-
tive health measures. ing the characteristics of the organizational context it is important to
The most commonly-expressed safety concerns were risk of understand the national context and the specific organizational context,
assault and fatigued driving. These were mostly expressed through i.e. whether we are trying to improve the characteristics of low-wage
advice-seeking on how to defend against these risks. For safety, this workers or university staff. This type of interventions relies on partici-
included frequent discussions of self-defense tactics including talk, pants changing their behaviours and accepting the behaviour change
driving maneuvers and carrying lethal and non-lethal weapons. For of others and we need to understand how we can motivate and equip
fatigued driving, this included advice on how to stay awake spanning participants to change their behaviours and the behaviours of others.
from recommendations to stop driving to recommendations to use In the present symposium, we present three different examples of
substances including caffeine and legal and illicit pharmaceuticals. intervention fit, all with the focus on improving employee health and
Occupational stressors included financial stress and dealing with well-being but each conducted in different national and occupational
passenger demands. These were often expressed in terms of the work- settings. Our first presenter will present an intervention conducted in
ers’ relationship to the platforms. Concerns about getting enough work the US, in a small construction sub-contractor company. In this study,
were expressed in relation to the information asymmetry inherent in the constraints of the context play a particular challenge as workers
this work arrangement. Workers sought and shared information about on a given worksite are employed by different companies and move
how to get assignments and workarounds to the algorithms running from site to site. Also workers experienced under great time pressure
the apps to overcome this. Stressful passenger interactions were simi- which makes it difficult to develop participatory processes. Our second
larly placed in the context of the implied service expectations of the presenter will introduce us to another study conducted in another low
platforms inherent in the rating system, enforced by passengers, and wage industry in the US, i.e. in the food service industry. In this partic-
which controls workers access to work. Workers sought advice about ular setting, contextual constraints include high time pressure but
balancing safety concerns or dealing with sexual harassment with workers remain in the same location. To develop and in-depth under-
protecting their ratings. They also discussed their ambiguous legal standing of the constraints and opportunities for intervention in this
status in these situations and anticipated lack of support from the setting, formative research using focus groups and interviews was used
platforms as stressors. to identify three key areas of intervention activities. Through a partici-
Practical implications. Online forums are a source on-demand patory process, local canteens adapt and adjust intervention activities
workers rely on for information and may be a way for researchers and to the specific needs of their unit. In the third presentation, we will learn
advocates to further understand and intervene with this hard-to-reach about the experiences of developing an intervention aimed at reducing
occupational population. incivility in the hospital setting. Interventions are challenging in this
Conclusions. On-demand driving and delivery workers use online setting due to time pressures, demands for patient contact making it
forums to overcome their highly atomized workplaces and seek medi- difficult to take time out for work tasks and limited human resources
cal and logistical advice from fellow workers. They reveal the occupa- in terms of their experiences managing group processes.
tional health and safety concerns of a subset of workers who use these
forums and how they currently cope with these issues in the absence
of traditional institutional supports.
Salon 5 & 6
Economic Factors to Workplace Health
Independence Ballroom B Outcomes
Fitting the Intervention to the Context: PAP E R S E SS I O N
Intervening to Improve Employee Well-being in
I Can’t Afford to Relax: Relating Financial Adequacy to Recovery
Different National and Occupational Contexts
and Health
Karina Nielsen (University of Sheffield)
Kristen Black (The University of Tennessee at Chattanooga)
Participatory organisational interventions aim to improve working
conditions and employee well-being through changing the way work is Engaging in relaxation and recovery outside of work has been associ-
organised, designed and managed, and employees and managers jointly ated with benefits for employee health and well-being (Fritz et al., 2010;
develop and implement the changes to work practices and procedures Sonnentag & Fritz, 2007); however, some of the methods of recovery
may not be as accessible to workers in certain contexts. In particular,
101 WORK, STRESS AND HEALTH
T H U R S D AY
workers with low wages or those working multiple jobs may experience relationship between PIA and all health outcomes. Further, mastery and
difficulty with finding time for (or being able to truly enjoy) recovery control experiences helped explain some of the relationships between
experiences. Low income workers and those experiencing financial PIA and mental health outcomes. There was support for small, but
strain have been found to be at risk for experiencing higher rates of significant indirect effects in two of the three-path models, including
physical and mental health concerns (e.g., Baron et al., 2014; Penden, relaxation remorse as the first mediator and mastery and control as
Rayens, Hall, & Grant, 2004). Workers who feel their income is insuf- the second mediators.
ficient may experience reduced well-being for a variety of reasons. In The results provided evidence that perceiving one’s income from
the framework of Effort-Reward Imbalance (ERI; Siegrist et al., 1986), work as inadequate may be associated with fewer recovery experi-
stress results when those who invest heavily in their work feel that they ences and more remorse for relaxation that does occur. Both PIA and
are not sufficiently rewarded in proportion to their effort. Those who the recovery/relaxation remorse variables were associated with health
work multiple jobs or receive a low income could feel a heightened variables. Further, our results indicated that much of the relationship
sense of imbalance. Beyond ERI, Conservation of Resources (COR) between PIA and health outcomes may be attributed to individuals
Theory (Hobfoll, 1989) posits that individuals need resources in order feeling remorse when they do relax. The results of the present study
to cope with work demands. For those in difficult financial situations, highlight an area for further research, to determine how recovery efforts
finding time to replenish basic resources through recovery experiences may be difficult for those who are experiencing financial concerns.
may be difficult to impossible. Further, those workers may feel greater
remorse when they take time to relax if their financial resources are Are Values Valuable? Individual Difference Moderators on the
perceived as insufficient. Effects of Economic Stress on Job Satisfaction
The present study sought to explore: (1) whether one’s perceived
Elyssa Johnson (Clemson University)
financial situation was associated with recovery experiences and
remorse for relaxing, and (2) the mechanisms by which one’s finan- Description of the Problem. Income is perhaps the most critical
cial situation could be related to health outcomes, namely through resource that an individual gets from their job, as it is vital to acquire
relaxation remorse and recovery experiences. These questions were many other resources vital to contemporary living. Therefore, potential
addressed two studies of Mechanical Turk (MTurk) workers. In a pilot lack of income and financial resources is a source of stress for individ-
study, 248 MTurk workers responded to items assessing perceptions uals. In fact, the American Psychological Association reports that over
toward relaxation. These items were targeted at relaxation remorse, the past ten years the economy and money concerns have been a top
or feelings of guilt for not engaging in work-related demands during three source of stress for Americans, highlighting the importance of
off-work time (Jennings, 2017). Participants were also asked to research on economic stress (APA, 2017).
describe why they responded to the items in the way they did. In a A great deal of research has linked economic stress to health
nontrivial number of these responses, individuals expressed that they outcomes (Sears, 2008). However, there are some important remain-
did not relax because they must continue to work to earn more money ing gaps in the literature. First, few studies have examined organiza-
for themselves and/or their families, or they were fearful of financial tional outcomes of economic stress, leading to a call for research on
consequences if they chose to relax. how income relates to the workplace (Leana & Meuris, 2015). Second,
While these responses reflected a minority of the responses given, there is a need for more research on the theoretical mechanisms link-
the sentiments highlighted an important concern: some individuals ing economic stressors to any outcomes. Third, individual differences
work excessively and do not engage in recovery activities out of neces- related to money such as, materialism and equity sensitivity in the
sity, not preference. Following the results of the pilot study, a measure study at hand, have not received enough attention, especially in rela-
of perceived income adequacy (PIA; Sears, 2008) was included in a tion to occupational health (Sinclair & Cheung, 2016).
longitudinal data collection involving MTurk workers (Time 1 N = 1,077; Given these issues, this study contributes to the literature by exam-
Time 2 N = 751; separated by two months). PIA was included along with ining the relationship between economic stress and job satisfaction.
measures of relaxation remorse (Jennings, 2017) and recovery expe- Specifically, we study the mediating effects of financial strain on the
riences (Sonnentag & Fritz, 2007) at Time 1; measures of mental and relationship between economic stress and job satisfaction as well as
physical health were assessed at Time 2 (depression, Spitzer, Kroenke, the moderating effects of materialism and equity sensitivity on these
& Williams, 1999; anxiety, Spielberger, 1983; Physical Health symptoms, relationships. Further, this study uses a subjective measure of economic
Spector & Jex, 1998). stress, perceived income adequacy, at current, near future and distant
PIA was associated with lower relaxation remorse and more recov- future time points to assess the impact of time based perceptions of
ery activities at Time 1 (Table 1). A series of univariate and multivariate stress on organizational outcomes.
regressions were conducted examining PIA, relaxation remorse, and Procedure. This study utilized data collected from a longitudinal
recovery experiences as predictors of health outcomes at Time 2 (See study completed on Amazon’s Mechanical Turk that assessed partic-
Table 2). All variables were significant predictors of health outcomes, ipants on a variety of work, health, and economic-related items at two
though the relationships with physical health symptoms were opposite time points. A total of 1,541 participants from a variety of occupations
to expectations. PIA and relaxation remorse were unique predictors in completed the first round of data collection. Out of the Time 1 partic-
of all health outcomes in the multivariate models; mastery and control ipants, 686 returned for the second wave of data collection which
experiences were also unique predictors of the mental health outcomes. occurred three months after the first round of data collection. Using
We tested a series of mediated models where PIA was indirectly MTurk allowed for a diverse sample from a variety of career fields to
associated with health through two mediators of relaxation remorse best represent the overall population (Buhrmester, Kwang & Gosling,
and recovery experiences using PROCESS for SPSS (Hayes, 2012; See 2011).
Figure 1 for conceptual model). Table 3 summarize the bootstrapped As an incentive for completing each wave of the data collection,
confidence intervals. Relaxation remorse partially mediated the each participant received $4 upon successful completion of the survey.
102 WORK, STRESS AND HEALTH
T H U R S D AY
At time one, measures assessing perceived income adequacy, equity stress, exhaustion and uncertainty may lead to the coping behavior of
sensitivity and materialism were completed (Cheung, 2014; King & substance use. Our hypothesis that performance pay should be asso-
Miles 1994; Richins & Dawson, 1992). At time two, measures assess- ciated with greater substance use receives support in our pooled data
ing financial strain and job satisfaction (MOAQ-JSS) were completed. from the National Longitudinal Survey of Youth (1997 cohort). Yet, we
Additionally, at both time points demographic questions such as age, recognize that this association may reflect sorting by workers into both
gender, marital status and number of dependents were administered. performance pay and substance use and not reflect causation. Thus, we
Results. Bivariate correlations (Table 1) showed that current, near first include proxies for the two primary sources of anticipated sorting;
future and distant future perceived income adequacy were all nega- ability and risk preferences. This leaves the association in place. We
tively related to financial strain. In addition, all three time points of then estimate worker fixed effect models that also confirm the asso-
perceived income adequacy were all positively related to job satis- ciation. These models hold constant the time invariant worker char-
faction. Mediation results (Table 2) showed support for the partially acteristics that might cause sorting (potentially including ability and
mediated relationship between current, near future and distant future risk preferences among others). We recognize that there may still be
perceived income adequacy and job satisfaction as the direct and indi- sorting based on time varying characteristics and so estimate match
rect pathways were both significant (employer-employee) fixed effects models. The variation in these
We used moderated regression analyses to test whether material- models is driven by the employer changing performance pay receipt for
ism moderated the relationship between perceived income adequacy on-going employees. This removes a potentially important element of
(all three time points) and job satisfaction (Table 3). In addition, to worker sorting. Critically, the large and statically significant influence
determine whether equity sensitivity moderates the relationships of performance pay remains.
between perceived income adequacy and both financial strain and We undertake a series of robustness checks. First, we divide the
job satisfaction, we performed moderated multiple regressions for the sample by race and gender. We confirm that the influence of perfor-
interaction between equity sensitivity and each time point of perceived mance pay persists for women and for white men. The results are
income adequacy (Table 4). None of these results were significant. attenuated or even absent for black men. We speculate that the asso-
Conclusions. The purpose of the proposed study was twofold; it ciation between performance pay and workplace stress may differ
both investigated the effects of perceived income adequacy at three for black men because the relative strength of stress associated with
time points and examined whether materialism and equity sensitiv- performance pay is smaller and because performance pay may reduce
ity changed the relationships between income adequacy and finan- perceptions of discrimination. Yet, we recognize that these are only
cial strain on job satisfaction. Additionally, this study furthers the speculations. This clearly remains an area for further research: both to
way perceived income adequacy and other subjective measures of confirm the heterogeneity in other data sources and to explain its cause.
economic stress are understood and the impact of subjective economic Second, we grew concerned by earlier evidence from the
stress on both financial strain and organizational-related outcomes. Netherlands that isolated a strong relationship between performance
The present study sought to address gaps in the economic stress pay and SSRI antidepressants. We do not have such data but we have
literature and answer calls for research on how income impacts work- self-reported mood data. Our estimates with these data suggest that
place behaviors and cognitions. Going beyond just showing that subjec- self-reported depressive moods are clearly associated with increased
tive measures of economic stress are relevant at the current time point, substance use. Despite the smaller data set that includes the mood
this study shows that future perceptions of income can be important data, the role of performance pay is essentially unaltered by includ-
as well when considering levels of financial strain and job satisfaction. ing the mood indicators. Indeed, we confirm that the mood indicators
Further, this study showed that financial strain acts as a mediator are largely uncorrelated with performance pay. Thus, we continue to
between perceived income adequacy and job satisfaction. In this find- stress the situation role of exhaustion, stress and work-home conflict
ing, the affective response of financial stress is reliant on perceived as a likely source of coping through substance use.
income adequacy to be salient enough to lower feelings of job satis- Finally, we show that the results are unchanged by removing bar
faction. Last, while not significant, this study used equity sensitivity and restaurant workers. These workers often receive large tip incomes
and materialism as moderators of the relationship between perceived (a form of performance pay) and work in environments often uniquely
income adequacy and job satisfaction. oriented toward consumption of alcohol. It is reassuring that they are
not driving the results.
The Influence of Performance Pay on Alcohol and Drug Use We reiterate in closing that we do not show that performance pay
is harmful to workers, firms or society. Instead, we suggest that any
Benjamin Artz (University of Wisconsin Oshkosh)
balancing of benefit and harm should likely include the elevated use
Performance pay can serve to align the interests of workers and their of alcohol and illicit drugs. We recognize that even this elevation may
firms. This can improve profits to the firm and earnings to the worker. make for complicated welfare judgements. Thus, Bray (2005) shows
Yet, performance pay has also been associated with a long list of unin- that moderate alcohol use does not reduce returns to education and
tended negative consequences. These unintended consequences are Ullman (2014) argues that absences due to sickness actually decline
particularly important when they impact those outside the employment following the legalization of medical marijuana in several US states. Yet,
relationship. As substance use generates enormous costs to society the overall consequences of substance use have been associated with
that are not fully borne by the worker or the firm, we examine the influ- enormous societal costs and those costs, like those associated with
ence of performance pay on substance use. risk of injuries and health deterioration should be kept in mind when
Following the literature, we assume that performance pay creates evaluating performance pay.
incentives to exert effort, minimize breaks, take risks and work longer.
It also inherently generates earnings uncertainty that is borne by
the worker. We appeal to the medical literature to argue that this
103 WORK, STRESS AND HEALTH
T H U R S D AY
Measurement. Caregivers were asked policy-related questions
Independence Ballroom A about workplace discrimination—“Would you support banning work-
place discrimination against workers who have caregiving responsi-
The Importance of Work-Family Support for bilities?” (yes, no, not sure, refused by not selecting an answer)—and
Caregivers about policies to support caregivers financially—“Below are some
ways that people are proposing to help caregivers financially. Which
PAPER SESSION one would you find/have found most helpful?”…(An income tax credit
to caregivers, to help offset the cost of care; a partially paid leave of
Financial and Employment Policy Preferences among Employed absence from work, for caregivers who are employed; a program where
Cancer and Non-Cancer Caregivers caregivers could be paid for at least some of the hours they provide
care; not sure; refused by not selecting an answer).
Margaret Longacre (Arcadia University)
Analyses. Analyses are descriptive in nature, including frequencies
The many Americans (1.7 million) expected to receive a cancer diagno- and bivariate comparisons. The bivariate comparisons included t-tests
sis in 2018 (Siegel, Miller, & Jemal, 2017) will experience physical and for means with equal variances and independent z-tests for propor-
psychosocial impairments (Fodeh et al., 2013; Lazenby, Dixon, Bai, & tions (unpooled) were used. Statistical significance was set at p < .05.
McCorkle, 2014). As such, these patients will likely require assistance Weights were applied for analyses.
from relatives or friends—family caregivers—who perform varied roles, Results. Most (83%) of the employed cancer caregivers indicated
such as providing nursing-related care, monitoring symptoms, and supporting banning workplace discrimination against workers who
advocating for patient needs (Hunt, Longacre, Kent, & Weber-Raley, have caregiving responsibilities. The employed cancer caregivers indi-
2016). Cancer caregivers provide 33 hours of care per week on aver- cated that the following would have been most helpful for them: A
age, and for some (32%) the time spent providing care within a week program where caregivers could be paid for at least some of the hours
equates to a full-time job (Hunt et al., 2016). they provide care (29%); an income tax credit to caregivers, to help
Many caregivers are also employed while providing care and expe- offset the cost of care (26%); a partially paid leave of absence from
rience disruption in employment. Caregivers might work fewer hours work (17%); and 29% answered not sure. 36% of all caregivers (cancer
or retire early (de Moor et al., 2017; Longacre, Valdmanis, Handorf, and non-cancer) who were employed were most in favor of an income
& Fang, 2017), especially if providing high burden care or assisting tax credit, which was significantly higher than the non-employed care-
the patient with many Activities of Daily Living (ADLs) (Longacre givers (cancer and non-cancer caregivers).
et al., 2017; Paulson, Bassett, Kitsmiller, Luther, & Conner, 2017; Van Conclusions. To enable adequate financial support for caregivers,
Houtven, Coe, & Skira, 2013). In the U.S., the Family Medical Leave Act provide choice in care, and possibly reduce burden while providing care
(FMLA) remains the only federal law allowing caregivers who wish to must consider caregiver preferences. These findings suggest a need for
temporarily leave work to provide care to a relative with cancer (i.e., a options to access financial support while caregiving.
spouse/partner, child, or parent). However, this policy lacks universal-
ity for all workers and leaves states to modify or supplement the policy Shifting the Burden: A Study of the Effects of Care-recipient Age
to address shortcomings (e.g., unpaid leave) (Yang & Gimm, 2013). on Caregivers
State governments or employers are left to institute policies to assist
employees, while discussion about other forms of support (tax cred- Kyle Page (South Dakota State University)
its) have been increasing. Few studies indicate cancer caregivers’ pref- Although there is literature focusing on the experience of caregiv-
erences for policy support to maintain employment or be supported ers (e.g., Lilly, Laporte, & Coyte, 2007), there is a dearth of research
financially. Thus, this proposed paper will highlight the current state examining the effects that caring for different types of recipients has
of policy support for caregivers and present data characterizing cancer on caregivers. It is estimated that 43.5 million adults in the United
caregivers’ and non-cancer caregivers’ preferences for policy support. States provide unpaid care (National Alliance for Caregiving, 2015),
Procedures/Methods. This secondary analysis is drawn from the which is likely to increase as advances in medicine continually increase
National Alliance for Caregiving’s (NAC) Caregiving in the U.S. data- life expectancy (DePasquale et al., 2015). The landscape of who
set, a nationally-representative online probability-based panel study of provides care has also changed as women’s labor force participa-
unpaid adult (i.e., age 18 and older) U.S. caregivers. These data were the tion has expanded significantly since the 1970s (U.S. Department of
basis for their “Caregiving in the U.S. 2105” report as well as their 2016 Labor, 2017), balancing caregiving roles between males and females.
report entitled “Cancer Caregiving in the U.S.: An Intense, Episodic, Research to this point has only suggested the possibility that caregiving
and Challenging Care Experience.” The data were collected late 2014 experiences may differ depending on the age of the care-recipient, so
using GfK’s probability-based online KnowledgePanel®. Additional the primary aim of this study is to examine the relationship between
information about the “Caregiving in the U.S.” study and methodology care-recipient age and caregiver burden, work-family conflict, fami-
is available at: http://www.caregiving.org/caregiving2015/. This study ly-work conflict, job satisfaction, and turnover intentions.
examines the responses of 111 caregivers who indicated that cancer When considering that individuals of different ages require different
was the main problem or illness underlying why their family member degrees of care, it is likely that burden-related differences will be found
or friend needed care, with study weights applied. We compare these by care-recipient age groups (i.e., childcare, adultcare, eldercare, and
cancer caregivers to those of “non-cancer caregivers” or those who mixed-care). For example, following mortality salience literature (e.g.,
reported providing care to an adult family member or friend for a Martens, Greenberg, Schimel, & Landau, 2004), emotional burden may
primary reason other than cancer. Thus, the total sample includes 111 be higher for those caring for the elderly as a fear of losing that person
cancer caregivers and 1,164 non-cancer caregivers. For this purposes of in the near future may be more prevalent. The role reversal of caring
this study, we stratify based on employment status while providing care. for someone who once provided the caregiving may be emotionally
104 WORK, STRESS AND HEALTH
T H U R S D AY
taxing, watching loved ones lose both physical and mental capabilities
that they once had (Albert & Brody, 1996; Scharlach, 1994). Physical Caregiver Burden, Work-Family Conflict, Family-work Conflict and
burden may be less for those caring for adults as higher levels of self- Mental Health of Caregivers. A Mediational Longitudinal Study
care or independence may be prevalent, whereas time dependence
Alper Kayaalp (South Dakota State University)
burden may be higher for those caring for children who are unable to
yet care for themselves in most capacities. In a survey conducted by the As an increasing number of employees become caregivers (DePasquale
National Caregiving Alliance and AARP (2015), six out of ten employ- et al., 2015), the constructs related to the caregivers has begun to
ees reported that caregiving responsibilities affected their work and attract the attention of organizational researchers as well as employers
created a need to adjust their work schedule, take a leave of absence, and policymakers. Caregiver burden, which refers to the overall impact
pass up a promotion, or retire earlier than planned. A large body of of the demands associated with caregiving such as physical, psycho-
research has shown the negative impact of caregiving at the indi- logical, social, and financial demands (George and Gwyther, 1986)
vidual (i.e., diminished physical well-being) and organizational (i.e., has been linked with mental and physical health problems (Clipp and
increased absenteeism) level (National Alliance for Caregiving, 2009; George 1990; Lieberman and Fisher 1995; Skaff and Pearlin 1992) and
Scharlach & Fredrisken, 1994). Based on the Conservation of Resources unhealthy behaviors, such as alcohol misuse (Rospenda et al. 2010).
theory (COR; Halbesleben, Neveu, Paustian-Underdahl, & Westmas, In a survey conducted by the National Caregiving Alliance and AARP
2014; Hobfoll, 1989), high caregiving demands may deplete employee (2015), six out of ten employees reported that their caregiving respon-
psychological resources, which can lead to poorer work outcomes sibilities affected their work and created a need to adjust their work
(Zacher, Jimmieson, & Winter, 2012). COR theory proposes that schedule, take a leave of absence, pass up a promotion, or retire earlier
important resources (e.g., time, energy) are lost when individuals have than planned. As such, a large body of research has shown the negative
to juggle work and family roles (Hobfoll, 1989). As such, higher caregiv- impact of caregiving at the individual (i.e., diminished physical well-be-
ing demands lessen employees’ psychological resources to successfully ing) and organizational (i.e., increased absenteeism) level (National
invest in work-related responsibilities (Stephens, Townsend, Martire, Alliance for Caregiving 2009; Scharlach and Fredriksen 1994).
& Druley, 2001). The work-family conflict has been argued to represent a key contrib-
A sample of 1,007 unpaid caregivers were categorized into seven utory factor in explaining the poorer health of caregivers (Marks 1998;
groups: childcare (0-2 years; 3-5 years; 6-12 years; and 13-17 years), Hill et al. 2014; Schieman and Young 2011; Voydanoff 2005). Currently,
adultcare (18-49 years), eldercare (50+ years), or those with multiple work-family conflict is defined as, “a form of interrole conflict in which
care-recipients. One-way ANOVA with Tukey post-hocs and Cohen’s the role pressures from the work and family domains are mutually
D were used to examine differences in caregiver outcomes for men and incompatible in some respect” (Greenhaus and Beutell, 1985, p. 77)
women separately. Group differences were found in all five types of and is broken down into work-into-family conflict (WFC) and family-in-
caregiver burden and work-family conflict (time). Differences for men to-work conflict (FWC) (e.g., Netermeyer, Boles, & McMurrian, 1996).
were found in three of five types of caregiving burden and differences Given that WFC/FWC are based off interrole conflict (Kahn, Wolfe,
for women were found in four of five types of caregiving burden. Further, Quinn, Snoek, and Rosenthal, 1964), it makes sense that increasing
differences in turnover intentions were found for women. Additional the responsibilities in the family domain may exasperate the problems
T-tests revealed gender differences. Men experienced lower levels of: commonly observed between domains.
(1) time-dependence burden for childcare: 0-2 years, eldercare, and According to role strain theory, work-family conflict is experienced
mixed-care; (2) developmental burden for mixed-care; (3) physical as a result of the finite amount of time and energy that individuals
burden for childcare: 6-12 years and mixed-care; (4) social burden possess to devote to each role domain (Coser and Rokoff 1971). Glavin
for mixed-care; (5) FWC-time for childcare: 6-12 years; and (6) turn- and Peters (2014) argued that caregivers are likely especially prone to
over intentions for mixed-care. Men experienced higher levels of: (1) this conflict, since they must also fulfill an additional set of caregiver
WFC-strain for adultcare; and (2) turnover intentions for adultcare. role responsibilities alongside their paid work and immediate family
Then analyses were tested with control variables which include responsibilities. Several studies examined work-family conflict in care-
care-recipient disability/illness, use of flex-time, comparative care- givers (Marks, 1998; Duxbury & Higgins, 2009; Glavin & Peters, 2014).
giver hours, age, hours worked, marital status, household income, and Glavin and Peters (2014) found that caregivers experience higher levels
ethnicity. For men, emotional burden and WFC-time became non-sig- of WFC/FWC such that both men and women who have caregiving
nificant however FWC-time became significant. For women, emotional, responsibilities have higher psychological distress than non-caregiv-
physical, social, and emotional burden, as well as turnover intentions, ers and reported higher levels of WFC and FWC. Based on a sample
became non-significant. Further, WFC-time went from marginally of middle age American workers, Marks (1998) found that caregivers
significant to non-significant. reported higher levels of FWC compared to non-caregivers; however,
Overall, the present study serves as an initial investigation into there was only weak evidence that WFC was higher among caregivers.
the nature of the associations between different caregiver types and Given that a substantial body of research has established that
caregiver burden, WFC, FWC, job satisfaction, and turnover inten- work-family conflict represents a prominent and pervasive stressor
tions. While the mechanisms behind some of these differences (or with deleterious health consequences (Bellavia and Frone 2005; Byron
lack of differences) are not yet clear, it is clear there are differences 2005; Mullen et al. 2008) and taking into account that, to our knowl-
between care-recipient type groups, in terms of burden. Although edge, there has been no research that has examined the mediating
future research is needed to further explore the underlying nature role of WFC on the relationship between caregiver burden and mental
of these relationships, the present study sheds light on one of many health, we expect that part of the association between caregiver burden
demographic variables associated with differences in proximal and and mental health should be explained by WFC/FWC.
distal outcomes. Collectively, these results provide a foundation for Data was collected in a three-wave, two-year survey of employed
future research studies. adults through purchasing random numbers randomly selected from
105 WORK, STRESS AND HEALTH
T H U R S D AY
block groups in the Chicago area in 2006-2008. All contacted partici- higher self-perceived life and work stress than other workers. In terms
pants were screened for eligibility (≥ 20 hours/week in past 12 months, of work stress measures, workers in these professions reported higher
≥ 18 years, and having unpaid caregiver responsibilities). A total of 1,007 job security and higher job control (measures of job discretion and job
returned the wave 1 questionnaire, 713 participated in wave 2, and 689 authority), but they reported higher psychological demands compared
responded at wave 3. Participants received a $30 American Express to their non-professional counterparts. Also, they were almost twice
gift card incentive to complete each questionnaire. as likely to experience work absences as non-professional workers.
Using hierarchical linear regression, after controlling for number Among workers in the selected professions, women showed signifi-
of care recipients, hours worked, gender, age, race, household income, cantly higher physical exertion and lower job authority than men.
whether the care-recipient had a disability or illness, and the depen- Conclusions. Better understanding the unique workplace mental
dent variable (i.e., WFC, FWC, depression, anxiety) at Wave 1, care- health challenges faced by male and female professional workers
giver burden at Wave 1 predicted WFC, FWC, depression, and anxiety across a range of service sectors will help to improve target interven-
at Wave 2 and FWC and depression at Wave 3. Using model 4 of the tions that foster enhanced workplace wellness and in turn professional
PROCESS MACRO (Hayes, 2017), while treating the previous control services to clients, students and patients.
variables as covariates, WFC-strain and FWC (time and strain) at Wave
2 mediated the relationship between caregiver burden (Wave 1) and Short and long work hours as risk factors for suicidal ideation in
anxiety (Wave 3). Additionally, WFC-strain and FWC-strain (Wave US workers during the Great Recession (2009-2012): Interaction
2) mediated the relationship between caregiver burden (Wave 1) and with socioeconomic status and sex
depression (Wave 3).
Bongkyoo Choi (University of California Irvine)
Overall, the present study serves as an initial investigation into the
nature of the associations between caregiver burden, WFC, FWC and Background. In the US, the population suicide mortality rate increased
mental health. The results underline that informal caregiving along by 24% from 1999 (10.5 per 100,000) to 2014 (13.0 per 100,000),
with WFC/FWC has tangible costs for caregivers’ mental health. particularly among middle-aged adults. The suicide mortality rate in
Collectively, these results provide a foundation for future research US working populations has been also on the rise (1). For the primary
studies and should help to inform practice and policy for individuals prevention of suicide in working populations, it is essential to iden-
who make up this unique population. tify the important work-related risk factors for suicidal ideation that
is a strong predictor for suicide attempt within 1 or 2 years (2). Long
work hours have been implied as an important risk factor for suicide
mortality case studies or for suicidal ideation in some cross-sectional
Salon 10 and longitudinal studies (1, 3). On the other hand, a recent study high-
lighted enforced short work hours (a former full-time worker became a
Diversity and Health Disparities non-voluntary part-time worker) as a risk factor for suicide ideation in
PAPER SESSION South Korea (4). However, few studies have examined both short and
long work hours as risk factors for suicidal ideation in a study. Also, little
Healthy Professional Workers in Canada: A Gendered Analysis of is known about whether the association will differ by socioeconomic
Mental Health and Workplace Stressors status and sex, particularly in the context of an economic crisis (i.e., the
Great Recession in the United States during 2007-2012).
Jungwee Park (University of Ottawa) Methods. The NHANES data (2007-2012) in line with the US Great
Background. This paper examines the workplace mental health Recession period were used for analysis. In total, 4,812 workers (2,616
experiences of professional workers in Canada from a gender lens. men and 2,196 women) who aged 20 or older and also reported 1 or
Professional workers are a particularly interesting set of workers to more work hours in the past month were chosen for this cross-sec-
examine the experience of mental health issues because of the mental tional study. Work hours were self-reported by the survey partici-
acuity required for their job, the professional service work they provided pants. For analysis, the work hours were grouped into the following
and the threat of their disclosure of mental health issues to their license five groups: 1-20 hours (short work hours), 21-40 hours (the reference
to practice. Links between professional acuity, mental health and group), 41-48 hours, 49-56 hours, and 57+ hours (long work hours).
gender are rarely documented in the literature. Suicide ideation was measured with the single item of the Patient
Approach: Quantitative analyses from two population-based data Health Questionnaire. Age, sex, marital status, and race/ethnicity,
sources: the 2013/14 Canadian Community Health Survey (N = 62,000 and socioeconomic status (SES) (a ratio of household income to the
representing 18 million Canadian workers) and the 2012 CCHS Mental poverty level; 3 categories, high, middle, and low) were considered as
Health and Well-being (N = 14,000 representing 18 million workers) covariates in analyses.
were conducted with a focus on selected professions including account- Results. The weighted prevalence of suicidal ideation was 2.5 %
ing, academia, dentistry, medicine, nursing and teaching (primary and (2.4% in men and 2.6% in women). The means of the work hours were
secondary). The workers we focus on represent a mix of sex and gender 42.4 hours (SD, 15.0 hours) in men and 37.3 hours (SD, 14.0 hours) in
composition and work context features that the literature suggests are women. There was a significant interaction of work hours with SES and
important to the experiences of workplace mental health. sex on suicidal ideation. In women, there was a very strong gradient
Results. Compared to non-professional workers, the selected in the suicidal ideation risk by SES in women (that is, suicide ideation
professions were more likely to include women (69% vs. 41%) with a was most prevalent in the low SES group), while work hours were not
higher than average age (43 vs. 41). As a group, they reported higher associated with suicidal ideation. However, in the male low SES workers,
self-perceived general health, better mental health, higher job satis- both short and long work hours increased the risk for suicidal ideation:
faction, and a lower prevalence of mental disorders, but they reported ORs (95% CIs) = 4.72 (1.02-21.93) and 3.86 (1.02-14.59), respectively,
106 WORK, STRESS AND HEALTH
T H U R S D AY
compared to the reference work hours (21-40 hours). However, in the empirical research (Few, Stephens, & Rouse-Arnett, 2003). The theo-
male high SES workers, only short work hours were associated with retical framework was black feminist theory and work life border theory.
suicidal ideation (no association with long work hours): OR (95% CI), Participants consisted of married African American women (11) who
4.56 (1.03-20.27). worked full time outside of their home. Data from interviews consist-
Conclusions. This is the first study that tested and demonstrated ing of open-ended questions were analyzed for common themes and
both short and long work hours as risk factors for suicide ideation, meanings. Findings reinforce the importance of having a flexible job
although it was observed only in the male SES workers. This study and a supportive spouse. Having a supportive spouse was an import-
suggests that the association between work hours and suicide ideation ant aspect in successfully navigating between the spheres of work
in working populations should be examined in the full contexts of and family. Spouses were there as partners to provide assistance
economic cycle/crisis, SES, and sex. This study implies the importance when participants had to work late or had a last-minute work demand.
of social and work policies for optimal work hours (neither short, nor Women reported that their spouses supported their careers by helping
long work hours) and income equity as an important strategy for the with some household duties and being emotionally present when they
prevention of suicide in US workers, particularly during economic crisis. were stressed because of their jobs. A supportive spouse was also help-
More longitudinal studies are warranted in US workers for work hours ful when there was “spillover” between the spheres of work and home
and suicide behaviors. such as a sick child or an emergency session after hours with a client.
A flexible work schedule and time management skills also helped
A Phenomenological Study of African-American Women Seeking a participants to navigate easily between both spheres. They were able
Work Life Balance to move their job responsibilities around as necessary in order to
accommodate unexpected events with their children or family emer-
Alisha Powell (Walden University)
gencies. Women talked about the things they did to leave work respon-
The experience of African American women is a complicated one. sibilities at work so that it would not interfere with their family life.
African American women experience high levels of stress in their inter- Participants in this study were clear about how a spouse contributed
personal relationships and are more likely to experience depression and to their quality of life and it would be research appropriate to discover
anxiety in their lifetime. Work life balance has been a crucial part of the if African American men had a similar sentiment. Additional research
discussion about self-care as the number of women in the workplace in this area would increase cultural competence with social psychol-
continue to rise. Women can be more inclined to stay on the job when ogy and mental health professionals in other disciplines around the
they are satisfied and when they feel that their employers genuinely unique challenges of African American men. Using study findings,
care about their welfare. Researchers have found that women experi- social psychologists, employers, and the general public may be more
ence the stress of obtaining a work- life balance in a different way than culturally competent in their knowledge of the specific challenges
men, as their work commitments are valued less (Walia, 2015). As a facing African American women, which may lead to potential positive
result, women are more likely than men to report a conflict between social change. For instance, employers may be better able to meet the
work and home responsibilities as they typically complete the majority needs of their African American female employees, which may help
of household duties (Walia, 2015). to promote greater WLB, better emotional health, and increased life
Daily life for many working women in the United States consists of satisfaction for these women.
attempting to maintain a delicate balance between their jobs and their
families. Women often find themselves in dual roles that include work
responsibilities, household duties, childcare, and emotional support
for a spouse (Walia, 2015). They are more likely to perceive a conflict Independence Ballroom CD
between their work and personal lives than men due to competing
Economics of Outpatient Prescription Opioids
responsibilities (Evans, Carney & Wilkinson, 2013). Men often work
longer hours outside of the home when family responsibilities increase, in U.S. Workers
leaving women to pick up the slack (Evans, Carney & Wilkinson, 2013;
SYM P OS I UM
Sirajunisa & Panchanatham, 2010).
African American women are less likely to marry and more likely
to experience high rates of marital instability. They are more likely to Chair: Rene Pana-Cryan (NIOSH)
experience racism, classism, and sexism in the workplace and many Problem statement: Research and surveillance conducted by members
find themselves hitting a glass ceiling as they try to advance their of the NIOSH Healthy Work Design and Well-Being (HWD) program
career (Hamm, 2014). Oftentimes, African American women are pulled focuses on how work affects overall health and well-being, including
in multiple directions as they attempt to successfully manage the physical, psychological, social, and economic aspects. Although a
responsibilities of work and home. Attending to the emotional needs growing literature addresses the prevalence of drug overdose, partic-
of a spouse while seeking to advance within the workplace is a feat ularly opioid overdose, little is known about the prevalence of prescrip-
that can take a toll on their emotional well-being. They are the most tion opioid use among the working population. Information on the
educated group in the United States, and, yet, they make up less than prevalence of opioid use among U.S. workers, along with factors asso-
2% of the existing leadership positions (Osborne, 2016). The purpose ciated with their use, is critically needed. The issue of opioid use among
of this qualitative phenomenological study was to better understand workers is both a health issue and a safety issue. Prescription opioids
the experiences of married African American women and how they may be both a personal risk factor for work-related injury, and a conse-
manage the demands of both work and family. There is an existing quence of work exposures. Several studies have found that workers
gap in the literature related African American women and work-life employed in industries in which the rate of work-related injury is high
balance. African American women as a group are understudied in such as mining and construction were more likely than other workers
107 WORK, STRESS AND HEALTH
T H U R S D AY
to receive prescription opioids, and to die from opioid overdose. Jobs for work-related injury and a consequence of work exposures. Several
prone to injury and illness have higher proportions of workers with studies have found that workers employed in industries in which the
substance misuse and overdose death. Nationally representative data rate of occupational injury is high such as mining and construction
and other large datasets on prescribed opioid medications can provide were more likely than other workers to receive prescription opioids,
useful information to discuss the use and expense of prescription and to die from opioid overdose. Jobs prone to injury and illness have
opioids among U.S. workers. higher proportions of workers with substance misuse and overdose
Objective: The papers in this session include analyses of two data- death. Workplace ergonomic challenges, occupational injury, muscu-
sets, the Medical Expenditure Panel Survey (MEPS) and the Truven loskeletal conditions and disability have been shown to impact opioid
Healthcare MarketScan Research Database. The MEPS is a set of use or misuse. Opioid use may affect the performance of safety-sen-
large-scale surveys of families and individuals, their medical providers, sitive tasks and increase the risk of workplace injuries by decreas-
and employers across the United States. MEPS is a panel survey that ing muscle strength and reaction time, as well as affecting judgment,
contains data on the expense and use of health care and health insur- coordination, attention, and memory. Understanding factors that are
ance coverage. The MarketScan® Research Databases are a family of associated with opioid use by workers may help identify potential
research data sets that fully integrate de-identified patient-level health work- and non-work-related risk factors for prevention of opioid-re-
data which consist of data contributed by large employers, managed lated health issues. Objective: Our objective was to examine the prev-
care organizations, hospital, electronic medical record providers, and alence and expense of outpatient prescription opioid use, along with
Medicare and Medicaid. associated sociodemographic, economic, and work characteristics, in
Together these papers examined: a national sample of U.S. workers. Method: We used the 2007–2016
• Sociodemographic factors, employment characteristics and occu- Medical Expenditure Panel Survey (MEPS) data to estimate preva-
pation, along with the expense of obtaining opioids in U.S. workers lence, expenses, and associations of outpatient prescription opioid
for 10 years of MEPS data (2007-2016) (Alterman) use among the U.S. working population. MEPS is the most complete
• Opioid prescribing patterns for work-related and non-work-related nationally representative longitudinal survey that collects information
injuries in 5 years of MEPS data (2010-2014) (Quay) on health service use and expenses in the United States. We pooled
• The impact of workplace injury on opioid use from MarketScan ten years of MEPS data to reduce standard errors of estimates. We
group health insurance data using a quasi-experimental frame- used the prescription drug and yearly consolidated files of MEPS for
work (Asfaw). this study. The MEPS prescribed medicine file has information on all
Analyses. Weighted prevalence estimates, multivariate logistic types of prescription drugs purchased or obtained during each year of
regression, and difference-in-differences methods were used. the survey. This information was collected directly from the respon-
Results. Prevalence and expenses for outpatient prescription dents, during a recall period of 3–6 months. Then, for each medication
opioids varied by sociodemographic factors, type of health insurance, reported by the respondent, MEPS contacted the dispensing pharmacy
and occupation in a nationally representative sample of U.S. workers. to collect detailed information. MEPS collects data only on prescrip-
Work-related injuries were more likely to result in at least one opioid tions purchased or obtained in an outpatient setting; it does not include
prescription, more opioid prescription days and higher expenses than drugs administered within an inpatient setting. We used more than
non-work-related injuries. Most data on work-related injury has relied 13,000 National Drug Code (NDC) codes. We linked the prescription
on workers compensation data, which limits the scope of analysis files to the yearly consolidated files to get detailed information on MEPS
because injured workers might use other sources of payment to obtain respondents. We identified two main outcomes of interest for this
opioid prescriptions. By using the Difference-in-Differences method, study: prevalence of opioid use and total opioid expenses. Prevalence
researchers demonstrated the utility of using group health insurance of opioid use was defined as the percentage of workers who purchased
data using a quasi-experimental framework for examining the impact or obtained one or more outpatient prescription opioids within a given
of workplace injury on opioid use. survey year. Total opioid expenses were defined as the sum of payments
Implications and Conclusion. These studies provide information for opioid prescriptions within a year. Using multivariable analysis, we
on opioid prescription use and expense in nationally representative examined associations of opioid use with sociodemographic, economic,
samples of U.S. workers and in a large group insurance database. and work characteristics. We included 170,009 respondents between
Prevention and intervention activities should be targeted to worker 2007 and 2016, aged 16 years and older, who reported working in at
groups with higher prevalences of opioid use, and those at higher risk least one of the three rounds of interviews within a year. We excluded
of work-related injuries. These results make a strong case for investing respondents with military occupations (722 respondents). Our sample
in worker safety and health. represented a population of 167.2 million workers per year. Results.
An estimated 21 million workers (12.6% of workers) aged 16 years or
Prevalence and expense of outpatient prescription opioid use older used one or more outpatient prescription opioid medications, at
among workers an expense of $2.81 billion per year, during the study period. Private
health insurance covered half of the total opioid expenses for workers.
Toni Alterman (NIOSH)
The prevalence of opioid use was higher for women than for men, but
Introduction: Although a growing literature addresses the incidence men spent more money on opioids. In addition, the prevalence of opioid
of drug overdose, particularly opioid overdose, little is known about use was higher for older; non-Hispanic white; divorced, separated,
the prevalence of prescription opioid use among the working popu- or widowed; and non-college-educated workers. There is an inverse
lation. Information on the prevalence of opioid use among U.S. work- relationship between family income and the likelihood of a worker
ers, along with factors associated with their use, is critically needed. using opioids. Compared to workers with private insurance, workers
The issue of opioid use among workers is both a health issue and a with public health insurance were more likely to use and spend more
safety issue. Prescription opioids may be both a personal risk factor on opioid prescriptions. During the study period, both the prevalence
108 WORK, STRESS AND HEALTH
T H U R S D AY
and expense of opioid prescriptions were the lowest in 2016. Finally, Method: We used logistic regression to assess whether an opioid
workers in construction and extraction; farming, fishing, and forestry; was prescribed following the incidence of injuries. We used a two-part
service; and production, transportation, and material moving occu- regression model to assess the number of days for which opioids were
pations had the highest prevalence of using opioids. Conclusion. We prescribed and the associated costs. In the first part, we estimated
present national prevalence estimates and expenses for prescription the probability that an injury results in a non-zero number of days of
opioid use in a national sample of U.S. workers over a 10-year period. prescribed opioids, and in the second part, we estimated the number
We identified sociodemographic, economic, and work characteristics of days and costs of the prescribed opioids, conditional on non-zero
associated with prescription opioid use. Attention to these risk factors days of prescribed opioids.
may help identify industries and occupations to focus on, as well as Results. Of all injuries reported, 23.7% occurred at work. Controlling
groups of workers toward whom opioid misuse prevention and inter- for covariates, occupational injuries were 29% [95% CI: 1.14 -1.45]
vention activities should be targeted. more likely to result in at least one opioid prescription than non-oc-
cupational injuries. The two-part regression results showed that,
The impact of occupational injuries on the incidence and cost of controlling for covariates, occupational injuries resulted in 4.15 [95%
opioids CI: 2.58-5.73] more opioid prescription days and a $19 [95% CI: $11 -
$27] higher cost of opioids per injury compared with non-occupational
Brian Quay (NIOSH)
injuries. The study has some limitations. First, prescribed medicine are
Background. The United States is currently experiencing an opioid over- not always used by patients. Second, our follow-up period after injury
dose epidemic. Assessing opioid prescribing patterns continues to be may vary from a full year for injuries occurring at the beginning of the
important to help understand risk for potential harm, such as misuse or survey year to less than a month for injuries occurring at the end of
overdose. Although there is literature describing prescription opioid use the survey year.
within the general population as well as within workers’ compensation Conclusion. We found that occupational injuries resulted in a
systems, little research has been done to compare opioid prescribing greater likelihood of receiving an opioid prescription, a higher number
patterns between occupational and non-occupational Injuries. It is of opioid prescription days, and higher opioid costs than non-occu-
possible that occupational injuries lead to more pain and more opioid pational injuries. These results make a case for investing in worker
prescriptions, if post-injury avoidance of activities that led to the inju- safety and health.
ries is sometimes more difficult because they are work activities.
Objectives. We compared opioid prescribing patterns for occu- Impact of workplace injury on outpatient prescription opioid use
pational and non-occupational injuries, comparing the percentage of from private group health insurance
injuries followed by an opioid prescription within the survey year of the
injury, the number of days of supply, and the total medication cost. We Abay Asfaw (NIOSH)
hypothesized that occupational injuries were more likely to result in Problem. Opioid misuse has been identified as a major public health
opioid prescription, more days of prescribed opioids, and higher total problem in the United States. Despite research on the relationship
opioid costs than non-occupational injuries. Data: We used data from among workplace injury, workers’ compensation, and opioid use, little is
the Medical Expenditure Panel Survey (MEPS), a nationally repre- known about the impact of workplace injury on prescription opioid use
sentative survey designed to collect information on healthcare use outside the workers’ compensation system. Limiting the scope of opioid
and expenditure. We used the medical condition (including injury), use by injured workers to the workers’ compensation system likely
prescribed medicine, and full year consolidated data files of MEPS . In underestimates the impact of workplace injury on opioid use because
the medical condition files, 24,893 injuries were reported from 2010 injured workers might use other sources to obtain opioid prescriptions.
to 2014. Respondents aged 16 and older who reported an injury or The objective of this study was to bridge this gap by examining the
accident (terms presented as defined in MEPS) were asked a follow up impact of workplace injury on opioid use from the employer-sponsored
question on whether the injury or accident occurred at work. We used private group health insurance (GHI) system.
this information to classify injuries as occupational and non-occupa- Method. We used a difference-in-differences (DiD) method to
tional. We linked the injuries from the medical condition files with infor- examine the impact of workplace injury on the use of outpatient
mation from the prescribed medicine and full year consolidated files. prescription opioids from the GHI two months before and two months
The prescribed medicine files include information on national drug code after injury by injured workers compared with non-injured workers,
(NDC), number of days prescribed, dates filled and payments made the control group. Because dates of injury are not available for the
by different sources for each medicine. The full year consolidated files non-injured workers, they were randomly assigned an index date or
contain demographic, health insurance coverage, and economic data. a ‘pseudo injury date’ (hereafter injury date) that corresponded to
Measurement of variables: We identified opioids using the NDC of each the date of injury of the pool of injured workers. We identified two
prescribed medicine as a result of a reported injury condition. We used outcome variables as proxies for outpatient prescription opioid use
more than 13,000 NDCs provided by the Centers for Disease Control from the GHI: receiving one or more outpatient opioid prescriptions
and Prevention to identify opioids. Then, we created three dependent (hereafter opioid prescriptions) and total number of outpatient opioid
variables: presence vs. absence of filled opioid prescription, number prescriptions (hereafter number of opioid prescriptions). We also used
of days of supply, and cost of prescribed opioids (paid by patients, logistic and negative binomial regression models for multivariate anal-
insurers, and other third parties). Our main explanatory variable was ysis. The data source for this study was the MarketScan database. We
whether the injury was occupational or non-occupational. Our covari- created a cohort of workers (ages 18 to 65 years) who were continu-
ates included sex, age (4 categories), race (5 categories), education ously enrolled both in the workers’ compensation and GHI system from
(4 categories), access to any health insurance, poverty status (4 cate- 2013 to 2015. The intervention event was incidence of a workplace
gories), and number of comorbidities (5 categories). injury that occurred between January 1st and December 31st 2014.
109 WORK, STRESS AND HEALTH
T H U R S D AY
We considered 19,246 workers who were injured only once in 2014
and not injured in 2013 and 2015. From the total of 759,942 workers
who were not injured from 2013 to 2015, we randomly selected 96,230
non-injured workers—five times of the number of injured workers—as
a control group. Overall, 115,476 workers were included in the study.
We controlled for age, sex, health insurance type, hourly/salary status,
and region in adjusted analyses.
Results. The results show parallel trends were observed in all
outcome variables across the injured and non-injured workers before
injury. This indicates that in the absence of injury, the differences in
opioid prescriptions between injured and non-injured workers were
constant over time. Within two months before injury, 6.3% and 8.1%
of non-injured and injured workers, respectively, received one or more
opioid prescriptions. Two months after injury, the percentage of non-in-
jured workers who received prescription opioids increased by one
percentage point to 6.4% (χ2-test = 0.55, p= 0.459) while the percent-
age of injured workers received prescription opioids increased by 10.3
percentage points to 18.4% (χ2-test = 890.01, p < 0.01). The DiD
between the two cohorts was 10.2 percentage points (95% CI: 9.7-10.7,
p <0.01). Within two months of an injury, the percentage of injured
workers who received opioid prescriptions jumped by 126% from the
baseline period and by 160.8% from the percentage of non-injured
workers who received opioids within two months after injury. In the
multivariate analysis, we included baseline covariates in the model
and we estimated a random-effects logistic regression. The odds of
injured workers to receive opioid prescriptions within two months
after injury were 4.6 [95% CI: 4.2-5.1] times higher than non-injured
workers. Within two months before injury the average number of opioid
prescriptions received was 0.13 for non-injured workers and remained
the same within two months after injury (t-test= 0.4512, p= 0.774). For
injured workers the average number of opioid prescriptions increased
from 0.18 within two months before injury to 0.37 within two months
after injury (t-test= 14.14, p< 0.01). The DiD between the two cohorts
was 0.19 [95% CI: 0.17-0.21, p <0.01). For injured workers, the aver-
age number of opioid prescriptions increased by 103% (0.19/0.18) and
140.8% (0.19/0.13) compared to their pre-injury level and the average
number of opioid prescriptions for non-injured workers within two
months after injury, respectively. The regression results showed that
the incidence rate of opioid prescription for injured workers within two
months after injury was 2.5 times the incidence rate for non-injured
workers holding the other variables constant.
Conclusion. To our knowledge, this is the first study that exam-
ined the impact of workplace injury on opioid use from the GHI using
a robust quasi-experimental framework. Among a cohort of workers
with GHI, there were statistically significant differences in opioid use
(percentage of workers and number of opioid prescriptions) from the
GHI for injured workers compared to non-injured workers. Reducing
workplace injury rates can have a significant impact on reducing the
use of prescription opioids.
110 WORK, STRESS AND HEALTH
T H U R S D AY
4:00–5:30 p.m.
Concurrent Sessions 4
Salon 5 & 6 coaching. Additionally, a communications professional will explain how
to connect with reporters, the rules of engagement, and insider tips for
Going Public: Sharing Our Work Through the becoming an expert source the media will want to return to again and
Media again, while maintaining your professional integrity and scientific rigor.
Fueling the inspiration for this panel is the conviction that those
PANEL associated with conferences such as this one are engaged in research,
analysis, commentary, and best practices that merit greater public
Chair: David Ballard (American Psychological Association) exposure via general and specialized media. Hopefully we can help
reporters and other media sources do their jobs better by informing
How can scholars, researchers, and practitioners in fields relevant to
their content with sound research and insights. This, in turn, can infuse
worker well-being and organizational performance engage the media,
employee relations stakeholders with information and ideas to create
serve as subject matter experts, and help inform public understand-
better workplaces. The various realms may include, among others:
ing? How can we better translate research for the general public and
Organizational management, leadership, and human resources; Labor
promote our work in ethical and professionally appropriate ways? How
unions and worker advocacy; Occupational safety and health and
can we build relationships with reporters that lead to being sought out
worker well-being; Consulting and coaching practices; Mental health
as the experts of choice and how do we prepare for those opportuni-
and clinical psychology; Law and public policy development.
ties when they arise?
The application of this content can also serve as an important reality
Working with the media requires analytical and communications
check on its usefulness. Ideally, this fosters ongoing feedback loops to
skills that translate technical language and research into understand-
inform further research.
able, digestible prose for the general public and soundbites that fit the
PANELISTS:
needs of current media formats. Knowledge translation can be a chal-
David Yamada (Suffolk College of Law)
lenging task, especially when dealing with complicated, multi-layered
The presenter’s remarks will share personal experiences in doing media
topics laden with nuance. It often requires balancing detail vs. simplicity,
outreach and integrating social and mainstream media approaches,
data vs. storytelling, and breadth vs. depth, while thinking through how
with an emphasis on sharing advice and lessons learned. This work
to boil down complex ideas and information for public consumption. It
has included interviews, blogging, and op-ed pieces on topics such
necessitates respecting what a particular reporter or editor is looking
as workplace bullying and abuse, the legal issues surrounding unpaid
for in terms of content. It also calls for an understanding of the types
internships, and employment discrimination. Media have included
of media outlets and their respective audiences.
local, national, and international general sources (e.g. NYT, WaPo, WSJ,
This interactive discussion will examine how we can share our work
Boston Globe, NPR, MSNBC) and specialized sources (e.g., Bloomberg,
through the media to benefit the public, improve our organizations
ProPublica, Conference Board).
and institutions, and advance our fields. The interdisciplinary panel of
Lisa Kath (San Diego State University)
experts includes individuals who are directly involved in the intersec-
The presenter will share experiences and insights drawn from sharing
tion of research, analysis, public education, and advocacy on matters
the results of her research on women and minorities in the workplace
related to creating better, healthier workplaces and working conditions.
and workplace mistreatment with the media. Her story includes start-
This session will cover, among other things: Planning for interviews
ing from an initial place of hesitation to do media outreach and moving
and other media opportunities, including advice for those who are
toward a much greater willingness to engage media sources.
early in their careers and new to working with the media; Translating
Carrie Bulger (Quinnipiac University)
research into messages the public and key decision makers will under-
The presenter is an I-O psychologist and Professor of Psychology. She
stand, understanding what professional writers and editors look for
has been interviewed by multiple print, radio, and television outlets on
from experts, crafting effective messages, communicating with a lay
topics including workplace violence, sexual harassment, presenteeism,
audience, and honoring ethical obligations when working with the
commuting stress, among others. She works closely with the public
media; Integrating social media into communication efforts and best
relations office at her university to ensure that they are familiar with
practices for engaging the public, building significant, sustainable rela-
her areas of expertise. She approaches interaction with the media from
tionships, and promoting employee and organizational health.
the perspective of George Miller’s 1969 argument that psychologists
During this fast-paced, interactive session, panelists with varying
should “give psychology away.” In 2017, she wrote an article for the
degrees of media experience will share their experiences and lessons
online management news outlet Quartz at Work offering advice for
learned from: Doing media interviews for print, digital, radio, and televi-
how to use smartphones to navigate work and home demands, which
sion audiences; Writing letters to the editor, op-eds, and invited bylined
was an interesting and rewarding experience. She will talk about the
articles for business, political, and popular press; Using social media
process of working with a popular media outlet, as well as when she
commentary to attract interview opportunities; Learning when to say
decided to ban a reporter from any future interviews. She also has a lot
yes or no to media opportunities, and avoiding temptations that can
of positive experiences to relay.
lead to bloviating rather than sharing informed expertise.
Gary Namie (Workplace Bullying Institute)
Panel participants cover a wide range of relevant backgrounds
The presenter-advocates share lessons gleaned from educating the
from academe and practice, including I/O psychology, organizational
public about a social justice and public health “cause”—workplace
behavior and leadership, law and public policy, and counseling and
111 WORK, STRESS AND HEALTH
T H U R S D AY
bullying—primarily using mainstream print and broadcast media inter- have led to the identification of work organization factors associated
views for over two decades. Suggestions can be adopted by academic with negative worker health effects as well as decreased performance
researchers in order to communicate the relevance and benefits of their and productivity. The first panel will feature presentations specific to
work to public non-academic audiences. The media play an import- methods and tools used in conducting scientific investigations with
ant role in achieving societal literacy in, and appreciation for, science. labor unions as well as the use of collected/analyzed data.
Our remarks will include: (1) Emphasizing counterintuitive and vivid The translation of collected scientific data into substantial changes
facts that grab headlines; (2) mastering the 2.5 minute segment; (3) in work organization, i.e., changes that result in improved working
conforming to the angle of the reporter’s story; (4) understanding the conditions, decreased worker health effects, and increased perfor-
fickleness of television; (5) working with specialty media and their audi- mance and productivity, is necessary to advance the field of work orga-
ences; and (6) recognizing ideal media opportunities, while holding to nization and worker health. Several unions and have been able to initiate
core objectives of clarity, vividness and novelty. such efforts with represented employers. The second panel will feature
Angel Brownawell (American Psychological Association) presentations specific to the implementation of research findings on
The presenter, who brings a background in journalism and public rela- work organization into the workplace and the manner in which the
tions to her work, will explain how to connect with reporters, the rules of work is performed.
engagement, and insider tips for becoming an expert source the media
will want to return to again and again, while maintaining professional
integrity and scientific rigor.
Salon 3 & 4
Employees as a Resource for Organizational
Philadelphia Ballroom South Interventions
Labor’s Research to Practice PAP E R S E SS I O N
SYMPOSIUM Safety Champions: effectiveness of a peer-led safe patient
handling pilot program
Chair: David Le Grande (Communications Workers of America (Retired)
David Hurtado (Oregon Health & Science University)
Presenters: Mazen El Ghaziri (The Center for the Promotion of Health
Problem. Overexertion resulting from patient handling is a prominent
in the New England Workplace), Alicia Kurowski (The Center for the
risk factor for musculoskeletal disorders and injuries among health-
Promotion of Health in the New England Workplace), Laura Punnett
care workers (Dressner, 2017), and it is an issue that increases the risk
(The Center for the Promotion of Health in the New England Workplace),
of disability (Jensen, Ryom, Christensen, & Andersen, 2012), and that
Martin Cherniack (The Center for the Promotion of Health in the New
also inflicts significant financial burden to organizations (Occupational
England Workplace), Serena Rice (The Center for the Promotion of
Health and Safety Association, 2013). Safe patient handling and mobil-
Health in the New England Workplace), Nate Hunsicker (The Center
ity programs that include environmental (e.g., lifts) administrative
for the Promotion of Health in the New England Workplace), Matthew
(e.g., protocols) and educational (e.g., training) components are effec-
Brennan (The Center for the Promotion of Health in the New England
tive in reducing musculoskeletal outcomes, albeit with a broad range
Workplace), Sara Namazi (The Center for the Promotion of Health in
of success (Adamczyk, 2018; Risor, Casper, Andersen, & Sorensen,
the New England Workplace), Scott Schneider (Laborers’ Health &
2017; Teeple et al., 2017). Program guidelines recommend instituting of
Safety Fund of North America), Ted Scharf (NIOSH)
champions (e.g., a group of workers who promote safe patient handling
For many years, labor organizations have been actively involved
at their units) as a critical component (Nelson, 2005) however, less
identifying, resolving, and preventing safety, health, and organizational
is known about strategies to maximize champions’ effectiveness in
concerns related to work organization factors and negative health
reducing adverse musculoskeletal outcomes. This presentation aims
outcomes. The majority of these efforts have been conducted within
to discuss the design, implementation, and effectiveness of a Safety
the collective bargaining system, i.e., contractually-negotiated agree-
Champions program piloted at a critical access hospital as a strategy
ments between employers and unions. This work has involved data
to reduce adverse musculoskeletal outcomes.
collection methods such as talking with represented workers and docu-
Procedures. Our pilot program was implemented at a rural critical
menting collected information; observing workers during the perfor-
access hospital in Oregon. The program had a quasi-experimental, pre/
mance of their jobs; analyzing collected data and translating findings
post design, and was developed in the following four stages:
into proposals for change; introducing these proposals to employers;
Stage 1: Baseline assessments and identification of safety cham-
and negotiating these proposals into the collective bargaining agree-
pions. Registered Nurses and Certified Nursing Assistants in in-pa-
ment. Examples include physical ergonomics (e.g., changes in work
tient units were eligible to complete a baseline (2016) survey (n=38,
equipment and tool design) and work organization (e.g., changes in
response rate 77.5%). Participants were asked to nominate as many
work hours as well as how and when work is performed).
peers whom they considered a source of safe patient handling advice.
Since the late 1970’s- early 1980’s, several U.S. labor unions have
Peer nominations were examined with Social Network Analysis (SNA)
expanded their efforts to include the establishment of working relation-
to identify outstanding workers with the highest potential to maximize
ships with researchers within academic, government, and public health
safety advice at their units (Hurtado, Dumet, Greenspan, Rodríguez, &
communities to better identify relationships between poorly designed
Heinonen, 2018).
work organization factors and worker health outcomes. These efforts
Stage 2: Recruitment, training, and deployment of Safety
have resulted in the conducting of many scientific investigations which
Champions. SNA identified six potential champions who were then
112 WORK, STRESS AND HEALTH
T H U R S D AY
invited through a personalized letter to volunteer as Safety Champions. refer to high stress levels, absenteeism (Maranda, Viviers & Deslauriers,
The letter indicated the expected commitment, roles and program 2014) and a high percentage of profession dropout, up to 50% in
activities, and incentives ($100 gift card and workplace social recog- certain contexts (Karsenti, Collin & Dumouchel, 2013). Social support
nition). Four candidates accepted the invitation to become champions. is one of the most frequently mentioned factors to promote well-be-
These workers completed two 120-minute practical training modules ing at work (Chi et al., 2014; Liu et al., 2016). Therefore, it is relevant
on ergonomics/safe patient handling as well as on communication to revisit this factor by taking into consideration the particular social
and leadership techniques. These training complemented the regular, environment of teaching, including colleagues, students, parents, prin-
mandatory annual training on similar topics. cipals and other school actors.
Stage 3: Quarterly meetings with hospital leaders. Champions To promote well-being at school, collective activities can be orga-
attended quarterly meetings with hospital leaders to generate and nized to break the isolation and foster social support among teachers
review safety goals. These meetings were informed by the Plan-Do- (Lafortune et al., 2011). Research on these activities highlights the
Study-Act cycle (Langley et al., 2009), a quality improvement method relevance of these kinds of actions in a school environment, but few
for improving healthcare practices (Agency for Healthcare Research address the link between social support and well-being in this context.
and Quality, 2015). These meetings had the objective of sharing Even less research details the very concept of social support and its
successes and challenges regarding safe patient handling, developing attributes. Hence, we have led a qualitative research to study social
and implementing plans to address barriers, and monitoring progress. support in a collective activity designed and conducted to promote
Stage 4: Program evaluation. Post-survey data were collected one the well-being of teachers.
year after completion of champion training modules (n=54, 75.3% Given it’s conceptual rigor and relevance for Quebec workers, we
response rate). Secondary data supplied by the hospital such as chose Dagenais-Desmarais’ definition of well-being at work (Dagenais-
patient-assist injury events, and safety incidents reports (i.e., Good Desmarais, 2010). This definition combines the hedonic and eude-
Catch) were also analyzed to determine program effectiveness. monic perspectives and distinguishes five dimensions related to
Analysis: Bivariate statistics (per Cohen’s d) and Generalized Linear well-being at work: interpersonal adequacy at work, development in
Regression Models adjusted for gender, tenure, shift, and unit exam- work, sense of competence at work, recognition at work and commit-
ined the average changes on relevant safety outcomes (e.g., use of ment to work. For social support, we retain the definition of Vaux which
equipment, safety participation, safety compliance) and interpersonal defines this concept as a complex transactional process that involves an
outcomes (e.g., peer support, team effectiveness before and after the interactive relationship between the individual and his support network
program was implemented. (Vaux, 1988). According to Vaux (1988; 1990), three dimensions are
Results. Large effect sizes (d > .8) were observed in equipment use, associated with social support: the social support network, support
safety participation, and safety compliance. Medium effect sizes (.4 < behaviors and the subjective support appraisal (Vaux, 1990).
d < .8) were observed for team effectiveness and peer support. Good The collective activity proposed to our participants was a discus-
catch number of reports related to safe patient handling increased from sion group. This activity differs from psychotherapy, its framework does
7 to 37 entries in one year. Musculoskeletal injuries from patient assist not aim to “cure”, but to group individuals around common questions
transfers changed from eight events in 2016 to one event in 2018 after (Bouville, 2005).
the program was implemented. The data from this research was collected in two steps. Firstly, in
Conclusion. A pilot champions program that applied SNA to identify two semi-structured interviews, one before and one after the eight
influential workers improved several safety outcomes and reduced inju- meetings of the discussion group offered to high school teachers of
ries in 12 months. We argue that the observed changes were the driven a school in the Greater Montreal. These interviews were designed
by champions’ actions; champions leveraged their social influence on to collect data on teachers’ well-being at work. The questions were
peer relations to promote safety (van Laere & Aggestam, 2016) and based on Dagenais-Desmarais’ (2010) conception of well-being and
to model safety behaviors (Gusenius, Decker, & Weidemann, 2018). their experience in the discussion group. Secondly, in addition to these
Champions also reported safety concerns to supervisors and hospi- interviews, exchanges from eight discussion groups, conducted from
tals leaders (Krill, Staffileno, & Raven, 2012) and contributed to the January to June 2018, were recorded. In those data, three dimensions
generation of quality improvement plans (Olinski & Norton, 2017). of social support were studied (based on Vaux’s 1988; 1990). Eight
Study limitations include small sample size, lack of a control group. teachers participated in these meetings, during which themes were
Future studies should build on this preliminary data using more units not imposed. Teachers could talk about all the subjects they wanted
and experimental design. (professional or personal). These discussion groups were led by a
Practical implications. Safety champions, identified with peer-based psychologist. This professional ensured the activity went smoothly,
nominations, are effective in improving safety outcomes if they are maintaining a non-judgmental attitude among participants and assur-
equipped with additional skills and resources that boost their social ing the confidentiality of the elements discussed. Besides the interviews
influence, and if they regularly convene with hospital leaders to address and the recordings of these discussions, we took field notes in order
safety issues. to gather the contextual elements that could have had an influence on
the exchanges between participants. Our data was analyzed with the
Enhancing well-being among teachers: the contribution of a NVivo qualitative data processing software.
collective activity promoting social support We are still in the analysis of our research data. We plan to complete
this step before summer 2019. Thus, we will be able to present the
Caterina Mamprin (University of Montreal)
results of our analysis in detail next November for the APA conference.
Teaching can be described as a heavy and demanding job by some According to our preliminary results, the teachers appreciated the
(Maranda, Viviers & Deslauriers, 2014), as shown by several studies discussion groups and they highlighted the contribution of the social
portraying the discomforts experienced by teachers. These studies support they received. This support can be referred to as the links they
113 WORK, STRESS AND HEALTH
T H U R S D AY
have created with their colleagues and how the exchange on the chal- competences the in-house facilitators require to facilitate the inter-
lenges they encountered with students has been beneficial to them. vention activities.
They also mention how the discussion groups became for them a priv- We conducted the intervention and data collection in four SMEs in
ileged symbolic space which gave them the feeling of being supported Denmark, two Information Technology (IT) companies and two manu-
by the principal who initiated this activity. We will be able, in November, facturing companies. As part of the intervention program PoWRS, we
to add to these results the type of social support that was mainly used applied a mixed method including survey, observations, interviews
by teachers, the profile (well-being, social support perceived and given) and chronicle workshops to examine eight in-house facilitators in the
of each participant and the influence of the discussion groups on each four SMEs.
dimension of social support. Our results show that it is possible to find and appoint employees as
These results can have important practical implications. For in-house facilitators in SMEs, though the facilitators did not receive any
instance, they provide a better understanding of the influence of social formal training in connection with the intervention program. The study
support and discussion groups on teachers’ well-being. These results also showed that the appointed facilitators draw on their own resources
also highlight a simple activity to set in a school context that offers a and experiences for example from earlier jobs and engagements to
time of discussion between colleagues who are not usually a priority perform their role as facilitators and acts as bricoleurs. In the analysis
in this work environment. we also studied the experiences from three perspectives: the employee,
the in-house facilitator and the managers. The three perspectives
Appointing in-house employee facilitators in organizational level make different emphasis on the identified facilitator competences, but
interventions in SMEs: Experiences of bricoleurs together they highlight project management, communication, rela-
tional practice skills, cognitive skills and being trustworthy, as import-
Christine Ipsen (DTU, Technical University of Denmark)
ant competences. The study furthermore contributes with two new
Facilitation of interventions play a key role in successful interventions insights. The first insight is that suitable in-house facilitators are sensi-
and typically are conducted by people with professional facilitator tive to the context they operate in—we call this contextual sensitivity.
competences. Therefore, facilitation is a priority for any workplace The other insight is that it is possible to appoint employees as in-house
implementing organizational level changes. In practice, however, devel- facilitators although they have not received formal facilitator training
oping effective and sustainable interventions and integrating facilita- prior implementing the intervention program.
tors as part of the process has been challenging and a low priority for The study also offers practical implications for managers in charge
small and medium sized enterprises (SMEs). One reason is that they of selecting the in-house facilitators. Since SMEs often do not have
do not have professional facilitators in-house like larger corporations organisational units with process competence or resources for external
nor do they have the resources to employ them. While large compa- consultants, we advocate that the construct of the in-house facilitator
nies often have the financial means and structures to effectively initi- is a practical solution to utilize internal resources and gain from the
ate and implement such interventions, SMEs on the other hand lack employees’ detailed knowledge about their workplace.
the proper knowledge and resources, including calling on external
expertise, to manage organizational level interventions and thus need A model of cascading change: Successful change and improved
support mechanisms tailored to their specific circumstances (González, relational coordination
Cockburn, & Irastorza, 2010).
Studies of in-house facilitators are scarce in the field of organisa- Kasper Edwards (DTU, Technical University of Denmark)
tional-level interventions. Existing studies focus on external consultants Understanding how and why changes succeeds is paramount as
e.g. Kompier et al. (1998) report than out of ten intervention cases they most organizational changes fail or do not deliver the expected
reviewed, seven had an external consultant involved. A reported advan- results (Hughes, 2011). Achieving change is particularly challeng-
tage of using external consultants in interventions is that the person ing in Professional service firms (PSF)—spanning industries such as
is neutral, which can make it easier for employees to express their universities, accounting, law, advertising, banking, IT, consulting, and
opinions and concerns (Saksvik, Nytrø, & Dahl-Jørgensen, 2002). The hospitals—as this type of firm primarily depend on complex tech-
disadvantages of using external consultants are that participants risk nical expertise and the knowledge of their workforce to transform
to lack ownership of the intervention, it can be difficult to sustain the inputs into outputs (Von Nordenflycht, 2010). The PSF known to exhibit
changes after the consultant has left and external consultants can be particular challenging change processes are hospitals (Heldal, 2015;
expensive (Dahl-Jorgensen & Saksvik, 2005). Seen in this light, using Ramanujam & Rousseau, 2006) because strong professional identities
in-house facilitators is an advantage with respect to involve employ- and autonomy clash with managerial logics of change and efficiency
ees and sustain changes when the intervention ends. A disadvantage (Garman, Leach, & Spector, 2006; Mintzberg, 1989; Pool, 1982; Powell
could be that the in-house facilitators do presumable not have the same & Davies, 2012; Strauss, Fagerhaugh, Suczek, & Wiener, 1997). Another
neutrality as an external consultant. reason behind change skepticism within hospitals is that changes
Given that the costs are high for external consultants, an in-house often produce more problems than they solve (Ackroyd, Kirkpatrick, &
appointed facilitator has the potential to bring savings to the SMEs. But Walker, 2007). Thus, finding ways to manage hospital change success-
also to support a higher implementation success. Addressing the facil- fully is paramount because the need to change is a basic condition to
itation process during an organizational level intervention can impact meet patient and public demands for cost efficient, safe and high qual-
the implementation of the changes and thus a chain of benefits for ity care (Institute of Medicine, 2013).
employers and employees of SMEs. Using a case study approach, we examine a change process in a
Consequently, the purpose of this study was to explore the expe- within a large world-leading cardiology department in Denmark. The
riences of appointing employees as facilitators, i.e .being bricolours case is intriguing because post-project evaluation showed that 27
(Weick, 2001) in organizational level interventions in SMEs and the of 28 proposed improvements were completed successfully. Even
114 WORK, STRESS AND HEALTH
T H U R S D AY
more interesting is it that the project resulted in a large and significant
increase in relational coordination (cf. Gittell, 2002). Independence Ballroom B
Methodologically the study was based in organisational devel-
opment tradition of action research (e.g. Coghlan, 2011). The first Sleep, Fatigue and Stress
author served as consultant researcher and part of the steering group
PAP E R S E SS I O N
in the project and was allowed to document the project. This dual role
provides a deeper understand (Eady, Drew and Smith, 2015) of the
Sleep quality in relation to subjective and physiological stress at a
change process. Workshops, meetings and internal document such a
daily level: The role of vigor and mindfulness
meeting minutes and project plans were collected. Relational coordi-
nation was measured before and after implementation using Gittell’s Michelle Van Laethem (University of Amsterdam)
(2002) 7 item instrument.
The stress-sleep relationship has been well-researched in the occu-
We argue that the successful implementation as well as improved
pational context and previous studies consistently demonstrate a
well-being at work (relational coordination) was a direct consequence
negative effect of stress on sleep (see for a review Linton et al., 2015).
of the change process. We have named this a ‘cascading model of
More recently, attention has shifted towards longitudinal relations
change’. This a hybrid change model that incorporates elements of
and some support was found for a reciprocal relationship between
the top-down planned formal and the bottom-up emergent approach
stress and sleep. Stress does not only seem to have an impact on sleep,
to change. The cascading model refer to the finding that each involved
but sleep in turn may have an effect on subsequent stress (e.g., Van
group (team leaders, surgical teams and employees in general) goes
Laethem et al., 2015). This reverse relationship may be explained by
through the same Lewinian process of unfreeze, refreeze. The cascades
the ‘gloomy perception mechanism’, which posits experiencing poor
of change refer to the finding that the process of identifying problems,
sleep may alter one’s perception of the work environment and conse-
developing solutions and deciding happened through a sequence of
quently increase stress levels (de Lange et al., 2005). As this reverse
steps. The result of one step was documented and distributed to all
relation has often been overlooked and previous study designs have
employees. The next group would then use the results in their work
almost exclusively focused on long-term effects and used long-time
creating a chain. This created a transparent process where employees
lags, the aim of the present study was to examine daily fluctuations in
had access to data, analysis and result.
sleep quality and subjective and physiological stress (i.e., cortisol and
The initial process of defining the scope of the project was done by
blood pressure). Moreover, experiencing poor sleep quality has been
the top management team (TMT). The TMT believed productivity was
previously negatively related to work engagement (Barber, Grawitch, &
not sufficient and a recent survey had shown that well-being at work
Munz, 2013). Poor sleep quality may predict how vigorous an employee
was low. However, as the top management team was uncertain of the
feels to attend work, which in turn may predict how he or she experi-
nature of the problems and underlying causes the project started by
ences subsequent stress. Thus, a second aim of the present study was
collecting data. Surgery was observed and work diaries were distributed
to examine daily vigor as an underlying mechanism in the sleep-stress
to collect employees’ descriptions of problems at work. 402 notes were
relationship. Finally, being mindful has been shown to reduce stress
collected from the work diaries, sorted in themes and transcribed. The
levels and improve overall sleep quality (e.g. Hülsheger, Feinholdt, &
transcriptions were email to all staff to ensure transparency. Problems
Nübold, 2015; Khoury et al., 2015). Employees who are acting with
were identified and solutions were developed at three workshops each
more awareness and are more accepting of their surroundings may be
with a full surgical team and each lasting two days. The workshops
able to benefit more from sleeping well compared to employees who
produced 28 suggestions for change, which were distributed to all staff
report to be less mindful. Therefore, in the present study we investi-
to ensure transparency.
gated whether mindfulness plays a role in the relationship between
All staff the participated in a deliberation process where the 28
sleep quality and subsequent daily stress.
suggestions for change were discussed and commented on. It was the
Data collection took place as part of a larger intervention study
decided that all 28 suggestions some related to layout, some to rela-
attempting to improve lunch break recovery (De Bloom et al., 2017).
tions and the tone among staff and yet others related to equipment
Participants were 153 Finnish knowledge workers, who filled in a daily
and surgical processes. The deliberation concluded that all 28 sugges-
survey booklet twice a week for five weeks. Sleep quality and vigor were
tions were relevant, and it was agreed by the TMT that they should be
assessed with the daily booklet. In addition, participants were asked to
implemented. Implementation was uneventful at the 28 suggestions
rate their stress level during the afternoon via SMS. Lastly, physiolog-
was implemented over 1.5 years.
ical stress measures (i.e., cortisol and blood pressure) were collected
We argue that the improved relational coordination was a conse-
in the morning, in the afternoon, and in the evening. In this study, we
quence of the employee driven cascading change model. Several
use systolic blood pressure measured in the afternoon and the corti-
change proposals directly influenced working practice and the tone
sol decline during the day (CDD) to assess daily physiological stress.
i.e. how staff addressed each other and for instance a change proposal
Mindfulness (i.e., acting with awareness, acceptance) was assessed
directly specified that outbursts were only permitted when there was
with a general questionnaire at the beginning of the study. Data were
a real medical emergency.
analyzed with multilevel path analysis, controlling for gender, age, and
intervention group.
Preliminary results show that sleep quality was not directly related
to subsequent subjective or physiological stress. Better sleep quality
did predict increased vigor, which in turn predicted lower subjective
stress. Multilevel mediation analyses supported vigor as an underly-
ing mechanism in the negative relationship between sleep quality and
115 WORK, STRESS AND HEALTH
T H U R S D AY
stress. Vigor was not related to any of the physiological stress indica- Results. The proportion of those with 0 to ≤1 hour, 1< to ≤2 hours,
tors. In addition, subjective stress did positively correlate with systolic 2< to ≤3 hours, and 3+ hours of social jetlag were 57.6%, 31.1%, 9.5%,
blood pressure in the afternoon, but CDD, which reflects the decline in and 1.8%, respectively. Greater social jetlag was significantly associ-
cortisol from morning to evening, was not correlated with either after- ated with an increased likelihood of reduced work engagement. The
noon subjective stress or systolic blood pressure. Regarding mindful- multivariable adjusted odds ratio (aOR) with 95% confidence intervals
ness, preliminary results show that both acting with awareness and for 3+ hours, 2< to ≤3 hours, 1< to ≤2 hours of social jetlag for ‘not feel-
acceptance negatively influence the relationship between sleep quality ing a sense of accomplishment against my work’ was 1.16 (1.02–1.33),
and subjective stress. Only for employees reporting high levels of acting 1.08 (1.01-1.14) and 1.04 (1.00-1.08), compared to those with 0 to ≤1
and awareness and acceptance the relationship between sleep quality hours (reference group) of social jetlag, respectively. Similarly, aOR for
and subsequent subjective stress was negative. For these employees, 3+ hours, 2< to ≤3 hours, 1< to ≤2 hours of social jetlag for ‘not feeling
sleeping well was related to decreased stress levels during the same worthwhile working’ was 1.11 (0.93–1.31), 1.18 (1.09-1.29) and 1.07 (1.02-
day. For employees reporting low levels of acting and awareness and 1.13), compared to those with the reference group, respectively; aOR for
acceptance, no relationship between sleep quality and subsequent 3+ hours, 2< to ≤3 hours, 1< to ≤2 hours of social jetlag for ‘not feeling
stress was found. Data analysis will be completed before the confer- positively engaged at work’ was 1.22 (1.08–1.38), 1.09 (1.03-1.16) and
ence. Our results shed light on the short-term relationship between 1.06 (1.02-1.10), compared to those with the reference group, respec-
sleep quality and subjective stress and provide support for the gloomy tively. Moreover, aOR for 3+ hours, 2< to ≤3 hours, 1< to ≤2 hours of
perception mechanism (de Lange et al., 2005). Experiencing good social jetlag for ‘not feeling like going to work in the morning’ was 1.63
sleep quality predicted lower subjective daily stress through increased (1.41–1.89), 1.40 (1.31-1.49) and 1.21 (1.16-1.25), compared to those with
vigor but did not predict physiological stress indicators. Finally, acting the reference group, respectively.
with awareness and being accepting of one’s circumstances has an Practical implications. Past studies have suggested that short sleep
influence on the sleep quality-stress relationship. As acting with aware- or poor sleep is a risk factor for poor work performance and work atti-
ness and acceptance can be improved with training, this finding is espe- tude. However, the results of this study implies that how the work-
cially relevant for occupational health psychology. Teaching employees day (weekday) vs. non-workday (weekend) sleep timing/patterns are
to be more mindful (e.g., Hülsheger et al., 2015) may maximize the controlled for could be a potential risk factor as well. Thus, reducing
positive effects of sleep quality on lowered daily stress. social jetlag may contribute to improve attitude/performance against
work.
Beyond sleep duration: Association of social jetlag with work Conclusions. In this large population-based cross-sectional study,
engagement in a large population of Japanese daytime workers employees with high social jetlag had a significantly higher odds
for poor work engagement in a dose-dependent manner. The study
Akinori Nakata (International University of Health and Welfare
suggests that poor work engagement is not only associated with poor
Problem: Social jetlag1), the misalignment between the internal clock sleep or short sleep duration as reported in past studies, but also with
and socially required timing of activities, has been implicated to be how the weekday-weekend sleep are controlled. The results raise the
associated with various health issues including depression2) and importance to provide sleep training program aiming to enhance levels
diabetes3). Some studies have proposed that social jetlag is associ- of work engagement.
ated with reduced work ability4) and poor academic performance5).
However, to date, no studies have specifically focused on the positive Mind-wandering at work: Attention failure as a consequence of
attitudes against work, i.e., work engagement and its association with workplace fatigue
social jetlag. The purpose of this study was to clarify the relation-
ship between social jetlag and work engagement in a large sample of Mahima Saxena (Illinois Institute of Technology)
Japanese daytime employees. Problem Statement. Successful performance at work rests on the ability
Procedures. A total of 69,721 non-shift daytime employees (51,846 to focus attention on-task. Mind-wandering can distract one away from
men and 17,875 women), aged 18-70 (mean 40) years, in 227 different the task at hand and lead to declines in work performance (Smallwood,
organizations representing various industries and occupations were Fishman, Schooler, 2007; Smallwood & Schooler, 2006). This phenom-
surveyed by means of a self-administrated questionnaire between enon is directly impacted by individual ability to suppress extraneous
2007 and 2012. In the questionnaire, participants answered ques- thoughts in order to prevent the mind from wandering (Smallwood,
tions regarding bedtime and wake-up times on weekdays (workday) McSpadden, & Schooler, 2007; Smallwood, Nind, & O”Connor, 2009).
and weekends (non-workday) as well as various occupational factors In the face of safety critical roles, where on-task attention is fundamen-
including work engagement components (feel a sense of accomplish- tal to avoiding accident and injury, attentional lapses due to mind-wan-
ment against my work, feel worthwhile working, feel positively engaged dering can have serious and often extremely adverse consequences.
at work, feel like going to work in the morning) as well as sociodemo- Although decades of research in organizational psychology have
graphic and health-related factors. Study-defined social jetlag was sought to improve performance, this phenomenon has only recently
calculated as the difference in hours of midpoint of sleep times between come under the investigative lens in organizational psychology. The
weekdays and weekends. overarching goal of this study was to understand the nature and
Statistical Analyses. Multivariable logistic regression was used to causes of mind-wandering at work. Thus, we explored the nature and
examine the association between social jetlag and work engagement frequency of mind-wandering at work. To further evaluate inner experi-
items with adjustment for potential confounders (age, sex, smoking, ence, this study evaluated the extent to which individuals mind-wander
alcohol consumption, exercise, body mass index, year of survey, season, intentionally by deliberately spacing out or allowing the mind to wander.
social support, quantitative workload, job control, overtime, job type, The experience of fatigue and tiredness is a common phenomenon.
industry type, number of chronic disorders, and insomnia symptoms). Using theoretical models of resource allocation and self-regulation, we
116 WORK, STRESS AND HEALTH
T H U R S D AY
proposed that under conditions of fatigue, individuals would lack the experience tiredness. Thus, restructuring work and scheduling breaks,
resources necessary to clear consciousness of its “clutter” (off-task especially for safety critical jobs, where errors due to attention failures
cognitions) and focus on the task in hand (Kahneman, 1973), such that may lead to accidents and injury, is important to consider in organi-
when an individual experiences fatigue they will be more inclined to zational policies for structuring work, scheduling breaks, and shifts.
mind-wander. Specifically, it was hypothesized that over time within
individuals, fatigue will be positively related to mind-wandering, diffi- Testing Recovery versus Accumulation Effects of Time Pressure on
culty in attention control, and task focus. Fatigue in Daily Diary Studies
Procedures. Data was collected using dense ecological momen-
Anita Keller (University of Groningen)
tary assessment (EMA) from Monday to Friday for two work-weeks.
EMA allows data to collected by alerting participants in real-time, More and more studies are using diary designs to investigate temporal
as the phenomena of interest unfold naturally in ecologically valid dynamics of stress processes (Podsakoff, Spoelma, Chawla, & Gabriel,
settings. Self-reported fatigue and mind-wandering was assessed five 2019). Typically, these studies are interested in the within-person
times daily at work, such that no response occurred within the same fluctuations in stressors predicting strain outcomes on the same day.
90 minute time-block. Participants were 63 full-time employees (51 However, this approach does not account for the possibility of short-
female) working in a broad range of administrative jobs in mid-western term accumulation of stressors such as time pressure. In this paper,
United States. Average age was 37.17 years (SD = 10.67). The sample we will compare different theoretical perspectives of how the stress-
consisted of middle and upper level positions. On average, participants or-strain relationship may evolve over a few days and therewith contrib-
had spent between 1 to 5 years at their current position, and worked ute to our understanding how the stressor – strain relationship unfolds
between 40 to 50 hours every week. over short time periods.
Fatigue. Fatigue was assessed using four items adapted from the There are two competing perspectives on how the stressor – strain
Profile of Mood Scales (McNair, Lorr, & Droppleman, 1981) for EMA relationship may evolve over short time periods. Some theories such as
on a 5-point Likert scale (α = .937). the initial impact model or allostatic load model assume that employ-
Mind-wandering. Mind-wandering using a single item, “Right now, ees immediately react to stressors with heightened levels of strain. As
just before the signal, did your thoughts wander away from the activ- soon as the stressor is removed, strain levels and activation return to
ity before you?” on a “Yes” or a “No” response. On occasions that their base level (Frese & Zapf, 1988; McEwen, 1998). These models
participants were mind-wandering, they answered further questions imply that there are concurrent positive relationships between job
after branching related to deliberate mind-wandering, task focus, and stressors and strain, but not necessarily lagged relationships (e.g., from
attention control difficulty. morning job stressors to end-of-work strain or from previous days to
Analyses and Results. Data was analyzed using hierarchical linear current strain). Other theoretical positions assume that exposure to
modeling (HLM; Raudenbush & Bryk, 2002). All hypotheses tested stressors may accumulate over time. For example, Meijman and Mulder
within-person Level-1 relationship. ICC revealed substantial with- (1998) assume that exposure to high time pressure leads to insuffi-
in-and-between person variance in mind-wandering. cient time to recover which may increase the intensity of subsequent
Participants reported mind-wandering at roughly 42% of the ESM load reactions. This implies that we may observe lagged relationships
signals. The mean rate of mind-wandering at work was consistent between job stressors and strain, but more importantly, that the expo-
with findings from existing studies (for example, Christoff, Gordon, sure to job stressors on previous days accumulates and amplifies the
Smallwood, Smith, & Schooler, 2009). Of note is that the mean rate reaction to job stressors.
of purposeful disengagement from work (M = 2.49, SD = 1.47) was In the current study, we investigate the temporal dynamics using
close to findings from previous studies (for example, Kane et al., 2007). time pressure as a prime example for job stressors and fatigue as a
About 71% variance in purposeful workplace mind-wandering, 83% typical strain reaction to time pressure. We used four diary studies
variance in attentional control, and 79% of the variance in attentional with participants (mean N = 166; mean observations = 1,406) from
focus over the last hour was found to be within-person. diverse occupational backgrounds. The samples had a mean age of 34
Overall, mind-wandering displayed a substantial amount of with- years and balanced gender distributions (cf. Table 1). Time pressure
in-person variance (86%) and fatigue had a significant positive asso- was assessed using three items (e.g., “Today, a fast pace of work was
ciation with mind-wandering within individuals (β10 = 0.017, p < .001). required”; Semmer, Zapf, & Dunckel, 1999) as was fatigue (e.g., “This
The study investigated the relationship between fatigue and deliber- evening, to what extent do you feel mentally exhausted?”, Cranford,
ate disengagement via purposeful mind-wandering. Results suggest Shrout, Iida, Rafaeli, Yip, & Bolger, 2006; Frone & Tidwell, 2015).
that under conditions of fatigue individuals deliberately “space-out” To account for the nested data structure, we analyzed data using
by mind-wandering “on-purpose” (β10 = 0.297, p < .001). In addi- multilevel models in Mplus 8.0 (Muthén & Muthén, 1998-2017). First,
tion, fatigue was also found to be significantly positively related to we investigated the concurrent effects of time pressure on fatigue (both
felt perceptions of difficulty in preventing mind-wandering. In other reported in the evening), second, the lagged effects of time pressure
words, when individuals experienced fatigue, they also found it difficult reported before lunch on fatigue in the evening, and third, the cumula-
to control their stream of thought and focus attention on-task (β10 = tion effects by including a moderator of previous days’ time pressure
0.409, p < .001). Fatigue was found to be positively associated with assessments.
difficulty in focusing attention on-task over the last hour (β10 = 0.462, In all four studies, positive concurrent effects from time pressure on
p < .001). Results will be discussed based on existing theories and elab- fatigue were observed (unstandardized estimates ranging from 0.16 (SE
orate on the phenomenology of mind-wandering at work. = 0.04) to 0.24 (SE = 0.03), all ps < . 001). In three out of four studies
Practical Implications/Conclusions. Employees are more likely a positive lagged effect from time pressure on fatigue within one day
to engage in attention failures at work when they are tired. Of note is was observed as well (unstandardized estimates for study 1: 0.18 (SE
that deliberate mind-wandering or “spacing out” occurs when people = 0.04), p < .001; study 2: 0.05 (SE = 0.03), p = .14; study 3: 0.11 (SE =
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0.03), p < .001; study 4: 0.09 (SE = 0.03), p < .01). To test for cumula- (b) Generic Intervention Condition – Participants were given access
tive effects over the work week, we predicted fatigue by time pressure to generic sleep information provided on the organisations intranet
on the same day, time pressure on the previous day, and their interac- along with a sleep tracker;
tion term. In all studies, the direct effect from previous day’s time pres- (c) Bespoke Intervention Condition – Participants were provided
sure on fatigue was not significant (unstandardized estimates ranging with bespoke material and a 30min telephone call to a sleep coach
from -0.26 (SE = 0.21) to 0.04 (SE = 0.03), all ps > .05). We also did along with a sleep tracker.
not find significant interaction terms in any of the studies (-0.03 (SE = The study comprised three time phases, with each phase consisting
0.03) to 0.07 (SE = 0.05), all ps > . 05). These findings do not support of a set of seven psychometrics for participants to complete, measuring
the idea of short-term accumulation effects. job satisfaction (BIAJS), happiness (OHQ), subjective sleepiness (ESS),
In sum, our findings tend to support initial impact and recovery metal and physical health (SF36) resilience (CD-RISC) perceived stress
models over accumulation models over the work week. In three out of (PSS) and sleep quality (PSQI), . At Time 1, participants completed the
four studies we found lagged effects within one day, implying that some psychometrics and began to wear their sleep tracker. At Time 2, one
of the strain reactions may be delayed in their recovery. However, we month later, participants were asked to repeat the psychometrics and
did not find a lagged effect from time pressure on previous days nor did stop wearing the sleep tracker, and three months after this, participants
our results imply that higher levels of time pressure on the previous day completed the psychometrics for the final time (Time 3).
would intensify the effect of time pressure on fatigue within one day. The study found that daytime sleepiness and perceived stress
Our findings imply that employees manage to recover from demanding significantly decreased between Time 1 and Time 2, with this decrease
work over night and may benefit from activities that further help them remaining at Time 3. In addition, vitality and happiness significantly
to detach such as exercising. The rigorous test of the two competing increased between Time 1 and Time 2, with these significant and posi-
theoretical positions across four studies also comes with some limita- tive improvements remaining at Time 3. However, for both decreases
tions such as the sole reliance on self-report. In addition, we only tested in daytime sleepiness and perceived stress, and increases in vitality
short-term accumulation in this study. Future research may investigate and happiness, there was no effect of experimental condition. For the
accumulation over different time frames such as weeks as well. remaining psychometrics there was no significant improvement across
time, nor across experimental condition.
The Role of Sleep Trackers and Work-Supported Sleep When examining sleep, as measured by the sleep tracker (at one
Interventions in Improving Physical and Mental Health week intervals during the one month tracking period) there was an
overall significant reduction across time in the amount of deep sleep,
Vicki Culpin (Hult International Business School)
a corresponding significant increase in REM sleep, and no change in
Busy professionals experience many pressures that impede their ability the overall sleep duration of participants, regardless of experimental
to obtain optimal amounts of sleep, and the negative consequences condition. However, subjective ratings of sleep duration increased
of poor sleep should be of particular concern to organisations. This is significantly between Time 1 and Time 2, and reported time awake and
not only because of the effects on more general cognitive, social and time to fall asleep decreased significantly in the same period. As before,
emotional and physical well-being, but also due to the effects of sleep there was no difference between experimental conditions.
reduction and fragmentation on behaviours particularly pertinent to Whilst the results are complex, particularly the relationship
organisational life such as job satisfaction (Scott and Judge, 2006), between the objective and subjective measures of sleep, this study
workplace deviance (Christian and Ellis, 2011), motivation at work has found that by creating an awareness of individuals sleep patterns,
(Baranski et al, 1998) and unethical behaviour (Barnes et al, 2011). through use of a sleep tracker, participants reduced their daytime
In addition, sleep deprivation has been correlated with absenteeism, sleepiness, and perceived stress, and increased their levels of energy
presenteeism (Akerstedt et al, 2007; RAND, 2016) and the prevalence and happiness within a one-month period, which was sustainable
and severity of workplace injuries and accidents (Salminen et al, 2010). over at least three months. In addition, critical for practitioners, raising
One of the most effective ways of improving sleep quality and awareness of sleep quality and quantity, through use of a sleep tracker
quantity in individuals suffering from insomnia has been to encourage was sufficient to create the environment for these positive health and
and promote sleep hygiene, with research consistently finding signifi- well-being changes, with tools, techniques and advice being welcomed
cantly improved sleep measures in this population, and yet the effec- by participants, but not creating any additional benefit beyond that of
tiveness of sleep hygiene practices as a method for improving sleep wearing the sleep tracker.
in non-clinical working populations is somewhat sparse. In addition,
research has found success in short-term usage of activity trackers to
promote positive health behaviours, but the effects disappear after 3-6
months (Shih et al, 2015). There are currently no studies that examine Philadelphia Ballroom North
the effectiveness of activity trackers in improving sleep quality and
The National Research Agenda on Healthy
quantity in working populations, particularly when compared to and/or
combined with sleep hygiene measures. This study, therefore, sought Work Design: A Town Hall Informational and
to examine the role of sleep trackers and two levels of work-supported Interactive Forum
sleep interventions in improving physical and mental health amongst Moderator: Jeannie Nigam (NIOSH)
a working population.
170 employees from a large multi-national organisation were allo- Panelists: Naomi Swanson (NIOSH), Rene Pana-Cryan (NIOSH), David
cated to one of three experimental conditions: DeJoy (University of Georgia), L. Casey Chosewood (NIOSH)
(a) No Intervention Condition - Participants were provided with a Background. The NORA for HWD was developed to help iden-
sleep tracker; tify the knowledge and actions most urgently needed to both
118 WORK, STRESS AND HEALTH
T H U R S D AY
identify occupational risk factors and prevent avoidable adverse health
outcomes among workers. This Agenda provides a vehicle for stake- Independence Ballroom CD
holders to describe the most relevant issues, research gaps, and safety
and health needs for the cross-sector. It also helps prioritize these Reading Between the (APA Guide)lines:
issues and gaps. It attempts to inspire work across the entire country, A Discussion of Ethical Dilemmas
to include all of its research and development entities, whether govern-
ment, higher education, or industry. NIOSH will use this and other PAN E L
sector and cross-sector agendas to develop the full NIOSH Strategic
Plan. Chairs: Rebecca Brossoit (Colorado State University), Jacqueline Wong
The audience for the Agenda and this session within the confer- (Colorado State University)
ence is broad. It includes researchers, health and safety professionals,
Background. This interactive panel session focuses on ethical dilem-
practitioners, and human resources professionals in industry, labor,
mas that researchers, mentors, and graduate students have experi-
academia, and government.
enced professionally. Each of the six panelists will describe up to three
The objectives were developed to assist in setting priorities around
ethical dilemmas they have encountered, discuss how they responded,
occupational health and safety research and produce information that
describe what they learned, and provide practical recommendations
can help inform workplace practices. The session will review the seven
to others in similar situations.
broad goals that make up the national research priorities comprising
Ethical Dilemmas Experienced by Panelists. The presented ethi-
the Agenda. Panelists will describe each, give information related to the
cal dilemmas align with three main themes: working with vulnerable
burden and need associated with each goal, and suggest areas where
populations, coercion of participants, and the use of specific research
related, additional work by stakeholders and partners will be of great
methodologies. Three panelists will focus on ethical dilemmas they
value. The seven goal areas of the Agenda strive to:
have experienced when working with vulnerable populations. One
• Address the safety and health implications of advancing technology
panelist will describe their work with low-income workers and families
• Decrease the burden of shift work, long hours of work, and sleep
and the challenges involved in balancing research integrity and support-
deficiency
ing members of the community. This panelist also describes concerns
• Promote a sustainable work and non-work interface
related to privacy and conducting health research on populations that
• Identify and examine the impact of changes in worker demograph-
have poorer physical and mental health compared to workers who
ics on worker safety, health, and well-being
earn higher wages. Another panelist will describe ethical dilemmas
• Improve the safety, health, and well-being of workers with non-stan-
they have encountered in their research on mental health problems in
dard work arrangements
high stress working populations, such as how to intervene and provide
• Reduce work organization-related chronic health conditions among
treatment options and resources to anonymous participants. Finally, a
workers
third panelist will describe their Master’s thesis project, in which they
• Improve the safety, health, and well-being of workers through
interviewed pregnant working women about their parental leave and
healthier work design and better organizational practices
return to work decisions.
The timing of this panel is ideal given the recent release of the
Three panelists will describe ethical concerns regarding poten-
Agenda document and the recent formation of a new External Council
tial coercion of participants. One describes how low-income popula-
dedicated to advancing the Agenda. The new Agenda was published
tions may be motivated to participate when monetary compensation
in March 2019 and will be widely disseminated and publicized in
is provided, and another describes how soldiers may feel pressured
advance of WSH 2019. It should be a topic many meeting attendees
to participate when encouraged by their leaders and when data
will have some baseline knowledge of and interest in, supporting a
collections occur during their work shifts. Relatedly, another panelist
robust discussion.
describes an experience in which an IRB complaint was filed against
Discussion. After each presenter has delivered their overview of
them for “the appearance of coercion” in how they recruited partici-
the topic, the moderator will invite comments and questions from
pants for a research study. This panelist’s experiences are each framed
the audience. To allow for wide participation, remarks from audience
around their work as an advisor and mentor to graduate students, and
members will be limited to 2 minutes, unless additional time is avail-
they will describe how they have sought guidance and resources within
able for lengthier input. The moderator will have prepared questions for
the university system when responding to student-related concerns.
panelists should the number from the audience be limited. Discussion
Regarding research methods, one panelist will discuss methods
may include: ways to promote the new Agenda; identification of part-
for sleep research, one will discuss a work-family intervention, and
ners, stakeholders and populations of concern; surveillance issues
another will discuss qualitative research methods. The first will identify
related to this work; intervention development and evaluation; and
a number of ethical dilemmas they have encountered when conducting
novel approaches to more holistic research.
laboratory-based research on sleep and the effects of sleep restric-
tion. They will describe a specific quasi-experimental study which
included a “minor” sleep restriction (i.e., 1-1.5 hours) component that
they believe had the potential to negatively impact participants. They
discuss the insight they gained from this experience and how they strive
to conduct sleep research in more ethical ways in future projects. The
last two panelists will provide a graduate student perspective as they
describe ethical questions they encountered in their Master’s thesis
projects. The first graduate student will discuss how they responded
119 WORK, STRESS AND HEALTH
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to unanticipated emotional reactions from audience members in a speakers. An additional ethical challenge emerged when studying
work-family intervention workshop. They also describe how their young low-income workers and health outcomes. The population of low-in-
age and status as a student presented unique challenges related to their come workers has higher rates of physical and mental illness, worse
credibility when administering the intervention. The second graduate cardiac health, and higher morbidity and mortality rates on several key
student describes dilemmas they experienced when learning how to health outcomes. Unfortunately, the same individuals do not have the
collect and analyze qualitative data. They identify ethical dilemmas resources to get necessary medical treatment. While collecting health
that they faced when deciding on an appropriate study design, identi- data (e.g., blood pressure, BMI, stress, physical activities, etc.), our
fying how the research team’s assumptions could present biases, and team was faced with the possibility of unintentionally raising individual
learning how to appropriately analyze and summarize qualitative data concerns about their own health, but without the resources to provide
in a discipline that is primarily focused on quantitative data techniques. medical advice or treatment, and with the recognition that participants
Purpose of the Interactive Panel. Our goal for the proposed inter- were not likely to be able to get such treatment on their own. Finally,
active panel is for the audience to learn from experts in the field and the population of low-wage workers includes many sub-populations
current graduate students about the reality and frequency of ethi- of individuals, including higher rates of individuals who have criminal
cal dilemmas that can occur when conducting research, mentoring backgrounds or who are in the country undocumented. Consequently,
students, or working as a student. We believe that the presenting these were individuals who had a heightened concern for privacy. It was
panelists will provide relevant and helpful insight and practical recom- important for us to be inclusive in our recruitment such that partici-
mendations to others who may find themselves facing similar ethical pants from such populations were represented. At the same time, there
dilemmas. was heightened concern with protecting this information from being
Format of the Panel. Given that this is an interactive panel with a revealed, particularly during group discussions with participants. In
large discussion component, questions will be prepared by the chairs the context of discussing work-life issues, participants often become
and solicited from the audience. For example, the chairs will ask the more open and we more likely to inadvertently reveal information
panelists whether professional ethics guidelines (e.g., the APA Ethical they wished to remain private. The dilemma derived from separating
Principles and Standards) helped them in navigating and responding research and advocacy was perhaps more subtle, but was substantially
to the ethical dilemmas they have faced. Additionally, panelists will be more persistent. As researchers focused on a population of individuals
asked how they believe graduate programs can better prepare students identified as disadvantaged and at-risk, we have faced real pressure of
to respond to ethical dilemmas like the ones they discussed. In line with the need for advocacy. These pressures came via external sources and
the theme of the conference, panelists will also be asked to identify partners in the community, for example, who wanted to make sure that
unique ethical dilemmas that they foresee arising in the next 10 years. the data we collected via interview captured what they believed to be
In addition, audience involvement will be facilitated by asking audience the real and most critical “needs” of low-income workers. In addition,
members to share their own professional ethical dilemmas, providing perhaps more nefariously, these pressures emerge internally from a
an opportunity for audience members to solicit advice from the panel- desire to have a positive social impact and to care for a population in
ists and other audience members. There will also be time allocated for need. The nature of community-based research naturally creates some
a more general question-and-answer discussion. of these challenges, but I believe the risk is greater when working with
groups of individuals who have extreme real-life challenges that come
Studying Low-income Workers and Families to the forefront during the research process. So it was a tricky ethical
dilemma to maintain the integrity of the research process, while alter-
Mark Agars (California State University, San Bernardino)
natively caring for and supporting members of the community. The
This presentation discusses some of the critical ethical dilemmas I ethical dilemmas I will be speaking to, span the research process from
have encountered in my research studying low-income workers and the very ideas we identify and formulate to pursue, through the data
families. For nearly ten years, my research team has studied the chal- collection and gathering process, all the way to the delivery of findings
lenges of managing the work-family interface as experienced by low-in- and the impact of our work. It is my experience that studying disadvan-
come workers. Our approach has included survey methodology, focus taged groups (i.e., low-income workers) who are afforded no special
groups, and interviews with varying degrees of structure. In all, we have protections, yet maintain clear vulnerabilities, can lead to interesting
gathered data from thousands of low-wage workers, supervisors, and ethical dilemmas, and I look forward to sharing our experiences, chal-
family members. In sharing these experiences, I will highlight ethical lenges, successes, and struggles.
dilemmas that emerged due to unique vulnerabilities inherent in the
low-income worker population, and due to conflation of research and Ethical Dilemmas Involving Graduate Students
advocacy motives. A broad challenge in targeting participants who live
below poverty level, is that there are unstated but likely vulnerabilities Tammy Allen (University of South Florida)
among members of the population. For example, poverty motives may This presentation addresses ethical dilemmas that include graduate
drive participation when compensation is available because even small students. As faculty members we are responsible for advising and
awards (e.g., $10 gift card) have a significant impact. This raised for us mentoring graduate students. Faculty responsibilities include role
concerns about coercion. These same motives are further problematic modeling and exhibiting ethical behavior for their trainees. Although
when using selective recruiting to target subgroups at locations where there are various ethical principles and guidelines in existence (e.g.,
other low-income workers are present. We found potential participants American Psychological Association Ethical Principles of Psychologists
had an increased motive to misrepresent characteristics in order to and Code of Conduct) and universities often have offices devoted to
receive compensation, raising questions about the honesty of the data. ethics and integrity, handling issues that involve ethics is often fraught
One example of this were individuals who falsely represented being with challenges. In this presentation I will touch on three topics that
English fluent, on a particular study that was not open to non-English involve ethical dilemmas and some of the lessons learned. The first
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is a research project specific ethical dilemma that involved collect- when compared to national baseline percentages. In our research with
ing data from faculty from my own university. This research project these employees we ask them about the traumatic events they have
involved examining work design and career development among faculty. experienced and questions surrounding the mental health problems
I secured support from the office of the provost to collect data from USF that can result from these events (e.g. post-traumatic stress disorder,
faculty. I included my own department, psychology, in the invitations to depression, and anxiety. We also ask employees whether they have
participate. Data collection included a longitudinal survey. My protocol received mental health treatment to address any problems they may
and recruitment strategy had been approved by the IRB. A few weeks be experiencing as a result of these problems. Our research typically
into year 1 data collection, an anonymous ethics complaint was filed shows up to 30% of participants indicating the presence of some form
against me (as the PI) to the university IRB based on the “appearance of mental health problem, and also that a minority of these individuals
of coercion” in the recruitment methods for the study given that I am a report treatment for these problems. As someone who cares about
Full Professor and involved in tenure and promotion decisions within my the mental health of employees in high stress occupations, I want
department. Students in my lab were involved in the research, so how I those suffering with problems to get the mental health treatment they
responded to this ethics complaint had to be a model for the students need. However, because the survey responses are anonymous, I cannot
and involve discussions with them as we worked through the issues. I identify those employees suffering from mental health problems.
had to better educate myself on research ethics and dual roles. I had to Furthermore, even if I could identify those employees suffering from
tell myself not to take the complaint as personal. This was hard because mental health problems, it is unclear whether I am in the best position
I questioned why someone would file an anonymous complaint versus to intervene in order to encourage them to get treatment. Responding
talking with me or talking with the department chair. We resolved the to the Dilemma: Our primary method of dealing with this issue is to be
issues at Year 1 via changes in language to the consent form, but after sure to prominently display the contact information for the local behav-
launching Year 2, the same complaint was made. As a result at vari- ioral health clinics and online resources that are available for employees
ous points in the process, the data collected for the project became in dealing with mental health problems. In addition, we have developed
jeopardy and I had to make a case for why data should not be “thrown unit training to encourage military personnel to support others who
out.” I had to make a case for keeping the data. The entire experience need to get mental health treatment. What I learned/recommendations
became a teachable moment for myself and for my students. Some key for others: One of my strategies for coping with the inability to inter-
lessons learned involve the importance of sound record-keeping, open vene as I would like is to realize that by responding to the assessments
communication with IRB personnel and perspective-taking. The second and being exposed to resources available for treatment, personnel may
topic is the more general case of students bringing issues to discuss be more likely to ultimately get help for any mental health problems
that involve the behavior of other faculty (e.g., research authorship). that have been developed. I recommend that researchers always be
For example, how does one respond when a student feels like another aware of local mental health resources whenever doing an assessment
faculty member has not given the student proper credit on a publi- involving mental health problems among employees who are exposed
cation? I suspect that few of us who publish research have escaped to traumatic events. Ethical Dilemma #2: Encouraging participation in
controversies that involve authorship. Authorship issues are not triv- research while not being coercive. Description of Dilemma: Collecting
ial matters and disagreements can have long lasting impact, including data from employees working in high stress occupations such as the
damage to relationships. Although we mentor students on the research military often requires employees being surveyed in groups. In order to
and publication process, addressing how to negotiate authorship issues ensure higher levels of participation, I have worked with military leaders
is often neglected. When confronted with such issues as lesson learned and convinced them that the topics we are studying (e.g. examining
is to remember that such situations are more often ones of miscommu- how the experience of traumatic events is related to the development
nication rather than malice. I will review how I incorporate these issues of mental health problems, identifying those factors that buffer mili-
into our graduate curriculum and ways to try and navigate such “sticky” tary personnel from mental health problems in the face of high levels
situations. Finally, I will discuss several general points with regard to of trauma) are important enough to devote a portion of the soldier’s
university systems and ethical dilemmas that involve students that are duty day to completing assessments. Therefore, soldiers are told to
not research-related. Some ethical dilemmas require assistance and/ arrive at a specific location at a specific time in order to complete the
or notification to others within the university infrastructure. When assessment. Although soldiers arrive to the study in order to complete
confronted with sensitive situations, a lesson I have learned is to listen the assessment as part of their job, they still are not required to answer
first, talk less, and to the extent possible remain objective. Know when any of the questions and can skip any question they do not want to
to seek additional guidance and know who to go to for guidance within answer. Therefore, soldiers could theoretically choose to not answer
your university system. any questions, but because they are present at the research project as
part of their duty day, they may feel compelled to respond to all of the
Ethical Dilemmas when Conducting Research on Mental Health in survey items. Responding to the Dilemma: We have adopted a couple
High Stress Working Populations of strategies approved by the IRB board in order to address the dilemma.
First, soldiers are not required to answer any of the questions. If a
Thomas Britt (Clemson University)
soldier hands in a survey with nothing completed, we accept the survey
Ethical Dilemma #1: Assessing mental health problems among employ- and do not demand the survey be completed. Second, we include a
ees while not being able to intervene to help them. Description of question where we ask the participants whether they approve of us
Dilemma: Employees in high stress occupations such as the military, using their responses for research purposes. If they select “No,” their
police officers, and firefighters, are frequently exposed to traumatic responses are not included in the dataset. This way, they can complete
events that have the potential to create mental health problems. Britt the measure as part of their job duties, but they have autonomy over
and McFadden (2012) reviewed evidence that employees in high stress whether their responses are being used for research purposes. What
occupations are much more likely to develop mental health problems I learned/recommendations for others: When I first started out doing
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research in this area, I was upset when participants did not respond to sleep laboratory to provide appropriate protection and “debriefing.” In
the survey or allow their responses to be used for research. However, I the sleep context this means providing a research environment where
realized the importance of providing the employees with the autonomy participants can be closely monitored during sleep deprivation and
to participate in the assessments or not. In addition, I realized that if I then have the opportunity to recover that sleep before leaving your
effectively communicated the importance of the project to the employ- care. Another strategy is to use “positive” sleep interventions, which
ees, the percentage participating in the assessment and allowing their increase sleep through interventions rather than restrictions. Though
responses to be used for research would be higher. interventions can be challenging due to sleep issues arising from a
number of causes outside employees’ control, positive sleep inter-
Falling Asleep at the Research Wheel—Ethical Challenges of Sleep ventions would strengthen claims of causality while even potentially
Research benefiting our participants. I’ve often found that many participants are
unaware of basic sleep hygiene issues and remedies, so I now include
Larissa Barber (San Diego State University)
sleep hygiene information at the end of the study even in non-exper-
Over the past 10 years, I have conducted a number of studies related imental work. Lastly, I would also recommend that authors work to
to sleep, stress, and behavior in both working and college student educate their colleagues on ethical challenges of certain sleep designs
populations. My early work focused on studying sleep using survey in their manuscripts to increase awareness and understanding of these
methodologies that explored evaluations of sleep in a naturalist setting issues. Unfortunately, it can be difficult to publish non-experimental
rather than experimental designs. However, there has been increas- research because reviewers and editors often ask for sleep manipula-
ing pressure to use experimental or quasi-experimental work in to tions in the form of restriction. This is because there are quite a few arti-
increase internal validity claims (i.e., causality) when testing proposed cles published that do not follow ethical sleep manipulation guidelines.
theoretical models in occupational health psychology and organiza- As a result, I published an article last year (Barber, 2017) that outlines
tional behavior journals. In keeping with this trend, my colleagues and these particular issues in hopes that researchers will feel more confi-
I employed a quasi-experimental design to test negative reactions to dent to tackle these issues when designing their work and preparing
hypothetical work scenarios based on minor sleep restriction. There it for the publication process. References Barber, L. K. (2017). Ethical
were three ethical issues I thought I had adequately addressed with considerations for sleep intervention in organizational psychology
this design: (1) using a vignette approach with college students to avoid research. Stress and Health, 33(5), 691–698. https://doi.org/10.1002/
real world effects of negative sleep for the participants, (2) excluding smi.2745 Pilcher, J. J., & Huffcutt, A. I. (1996). Effects of sleep depriva-
people who have been diagnosed with a sleep disorder from the study, tion on performance: A meta-analysis. Sleep, 19(4), 318–326. https://
and (3) using a quasi-experimental manipulation of sleep where partic- doi.org/10.1093/sleep/19.4.318
ipants either came into to an 8:00AM or 10:00AM session. The session
time approach was chosen because it does not differ from “typical” Ethical Dilemmas Faced as a Student Intervention Researcher
work or school activities experienced in daily life (as opposed coming
in at 5:00AM or 3:00AM). The idea was that this would only result in Kelly Cave (Colorado State University)
a “minor” (i.e., 1-1.5 hour) sleep reduction among a non-clinical popu- Occupational health psychology researchers are often faced with ethi-
lation, which is expected to have a healthy sleep duration of about 8 cal dilemmas at some point in their careers. As a student researcher
hours. After reviewing the data, however, the average sleep time in interested in interventions, I found myself exposed to these dilemmas
the “late” condition was around 6.5 hours, with the “early” condition early on in my graduate studies. I quickly learned that although the
resulting in about 5.5 hours. Although the reduction was indeed minor, goal of intervention research is to enact good and improve the lives of
it highlighted that college students without sleep disorders have gener- participants, there is still potential for harm to arise. The focus of my
ally poor sleep; thus, even “minor” sleep changes may push a large contribution to this panel is to discuss some of the ethical consider-
proportion of them into partial sleep deprivation levels that also have ations I faced while conducting a work-life balance training interven-
serious negative implications for functioning (i.e., < 5hrs; Pilcher & tion for my master’s thesis research. I will also review what I learned
Huffcutt, 1996). In another sleep manipulation study published with from these experiences and my recommendations for researchers who
college students about a year later (not mine), this difference was find themselves in similar situations. One of challenges I faced while
around 4.5 in the experimental sleep disruption condition compared conducting this intervention was navigating the emotional reactions
to 6.5 among control participants. As a result of the above insight, I’ve some participants had to the subject material. During the presentation
avoided any type of sleep restriction in my research and I am more portion of the intervention, my advisor and I would present a wide-
thoughtful about sleep issues in my research designs. There are two range of empirically-backed strategies that participants can apply in
key issues that I wish I was more attentive to in the past. The first is their everyday lives to improve their balance. These strategies would
understanding what constitutes a vulnerable sleep population outside touch on both work-related factors (e.g. supervisor-support, organi-
of clinical disorders or diagnoses. The second is understanding how zational culture, etc.) along with non-work-related factors (e.g. family
partial sleep deprivation can affect our functioning just as much—and support, exercise, nutrition, etc.). Once the presentation was complete,
sometimes even more—than full sleep deprivation. Since conducting participants were separated into two groups: one group takes part in a
that research, it has also occurred to me that, as an occupational health goal-setting activity while the other group takes part in a group discus-
psychologist, I should consider how my research designs promote or sion. It was during one of these break-out sessions that a participant
undermine my broader professional effort to improve well-being. As a needed to leave the room while fighting back tears. It was clear that
result of this experience, I have a few recommendations for addressing something about the goal-setting activity brought out an emotional
ethical challenges in research studies, especially those that are focused reaction that was unwanted at the time. In addition to this example,
on how sleep is linked to negative experiences or behaviors (i.e., stress we found that the presentation also induced some negative emotions
and counterproductive work behavior). One is to collaborate with a directed at the participants’ organizations. We think this occurred
122 WORK, STRESS AND HEALTH
T H U R S D AY
largely because the intervention made problems in the workplace more an ethical dilemma may arise at every step in the exploratory quali-
salient. As my advisor and I discussed solutions that other organiza- tative research process. I felt immense ethical responsibility as both
tions have implemented to improve their employees’ work-life balance, a researcher and mentor for undergraduate research assistants to
participants started comparing their current organization to these conduct a rigorous and sound ethical study. For my Master’s thesis, I
example organizations. This comparison ultimately led participants explored how pregnant working women make decisions about paren-
to conclude that their current organizations were not doing enough to tal leave and return to work. More specifically, I examined if and how
help them handle their work-life balance challenges. Often, participants expectant mothers consider individual factors (e.g., culture, health,
made their disdain very clear, both during the presentation (e.g. eye income, family influence) and workplace factors (e.g., job demands,
rolling, scoffing, and verbal comments) and after the presentation (e.g. supervisor and coworker support, leave polices) in their planning
approaching my advisor and I afterwards to express their disappoint- for parental leave, time on leave, and returning to work. I conducted
ment with the support they currently receive from their organization). semi-structured phone interviews with adult pregnant working women
Lastly, my advisor and I found that on multiple occasions, participants in the U.S., audio recorded the phone conversation, transcribed the
would approach us on their own accord to share sensitive, personal audio into Nvivo Software, coded the data using a codebook (i.e.,
information. Given the fact that we have no training in counseling thematic template), and used thematic analysis to find overarching
psychology, we were unqualified to provide professional support to themes and conclusions. This presentation will discuss 3 areas where
these people, yet we felt it was important to show our support and I experienced key ethical questions/concerns in this project: 1) is this
sympathy for these individuals as humans. This was a fine line we had study design effective for my research questions; 2) how is the research
to straddle, and as a result, I learned just how essential having mental team’s assumptions and influence impacting the project (e.g., bias);
health recommendations can be. Based on this experience, I recom- and 3) how to establish a standard for data saturation then what strat-
mend that anyone who is presenting on potentially sensitive topics egies were appropriate for data analysis. 1) In my design, I initially
investigates available resources ahead of time. This should include assessed how qualitative research would stand as the appropriate
mental health resources, and in cases like ours, HR resources as well. method as opposed to quantitative. Thereafter, I had to decide if my
Another ethical dilemma I considered at the forefront of my study was topic and research questions warranted a grounded theory or explor-
how my age (23 years) and status as a student would contribute to my atory research approach, and how to do justice to pregnant working
perceived credibility. This was a big concern for me because I expected women in various job types, income levels, and identities. 2) It is imper-
most of my participants to fall in the range of 30 to 50 years old with ative to understand how the research team may influence a project
many more years of work experience and family responsibilities. My in qualitative research at every level to avoid experimenter bias. The
concern was that my age and lack of experience would not match the literature shows that researchers’ assumptions, biases, and previous
message being delivered, and I did not want to come across as conde- experiences may influence not only the research questions, but also
scending and out of touch. Since my experience did not match well how code data and how to derive major themes and conclusions. I will
with the experiences of our target population, I felt uncomfortable and discuss how we used self-reflection activities and team discussions to
unqualified to lecture on some of the strategies we covered. Because monitor researchers’ influence. 3) Determining saturation in the data is
of this, I requested that my advisor, who closely matched the demo- a major challenge that could have consequences for implications drawn
graphics and experiences of most of our participants, take this part of from the research. After I reached saturation, I continued to carefully
the presentation. I believe this was the best possible solution to this consider data analysis techniques regarding coding and thematic anal-
dilemma because her experiences allowed her to connect better with ysis. Conflicts in data analysis arise in deciding a) how to code the data,
many of our participants than I ever could. My recommendation to b) how to establish how many coding rounds are necessary, and c) what
other researchers and practitioners who need to present strategies and technique is most appropriate for thematic analysis. Accordingly, I will
recommendations with which they have no previous experience is to discuss how my research team and I had to consider our assumptions
have someone who is experienced with the topic deliver the informa- and biases to ensure an objective data analytic process. Response
tion. An example of a bad fit between a presenter and an audience may to ethically dilemmas or ambiguous decisions: Major ethical judge-
be a wealthy financial advisor giving financial advice to an audience of ments I confronted go beyond the general APA ethical principles and
people experiencing poverty. However, this misfit between presenter arise in the day-to-day challenges of qualitative research, which are
and audience can be reduced if the financial advisor once experienced often grounded in a balance between rigorous science, ethical deci-
poverty themselves. In other words, ask yourself, what type of presenter sion-making, and feasibility. To effectively navigate ethical dilemmas
best relates to the background of your target population, and who will particular to my work, I used reflexivity (e.g., on APA ethical principles),
the audience want to listen to? my resources and network, and transparency in the research protocol.
The laborious precautions I have taken as a graduate student learning
Learning Qualitative Data Collection and Analysis as a Student qualitative data taught/reinforced invaluable lessons surrounding the
responsibility we hold as researchers and how it affects what sacrifices
Kelsie Daigle (Colorado State University)
we may have to make to keep a study idyllic, yet feasible. My process
This presentation discusses the major ethical dilemmas I have expe- illuminated how qualitative studies may carry ambiguity clouded with
rienced conducting exploratory qualitative research for my Master’s ethical considerations in the absence of standardized practices/proto-
thesis as a graduate student. There are not explicit guidelines or cols for project design. Additionally, it was apparent to me that publica-
standardized best practices for qualitative research, especially for tions are not particularly transparent in their procedures, likely due to
exploratory designs. Accordingly, I decided to gather resources from restrictions (i.e., page limits) making textbooks my favored published
committee members, publications from top tier journals, and meth- resource for setting guidelines in qualitative work. Recommendations
odological textbooks to design my study and familiarize myself with for graduate students: Collectively, my recommendations for graduate
any the ins and outs of qualitative research. During this, I gleaned how students interested in conducting qualitative research include casting a
123 WORK, STRESS AND HEALTH
T H U R S D AY
wide net when collecting methodological resources, and reflect on your
decision-making at each step, ruminate on how your assumptions may
or may not influence the process, and be as transparent as possible in
your papers and publications.
5:45–7:00 p.m.
Independence Ballroom A
Film Screening of The Company
We Keep, including Q&A with the
Producers
Dave DeSario and Natasha Luckhardt
124 WORK, STRESS AND HEALTH
NOVEMBER 8
F R I D AY
125 WORK, STRESS AND HEALTH
F R I D AY
8:00–9:00 a.m.
Liberty Ballroom B
Poster Session 2 and Total Worker Health Book Signing with
John Howard, MD, MPH, JD, LLM and MBA, NIOSH Director
Interventions in the Workplace intervention, job stress outcome measures, and main findings. The
methodological quality of the studies was assessed using van Tulder’s
Risk of Bias Assessment tool (Furlan et al., 2015).
A-1 Results. In applying van Tulder’s Risk of Bias Assessment tool, we
Associations Between Workplace Exercise Interventions and Job found that six of the eight studies had relatively good quality, but only
Stress Reduction: A Systematic Review two (25%) reported a statistically significant association between a
workplace exercise program and reduction in job stress. In the Calogiuri
Sungwon Park (University of Illinois at Chicago)
et al. (2016) study, an intervention group engaging in outdoor exer-
Research Context. Job stress can be defined as a psychological cise sessions in a natural environment showed significantly lower job
response to either emotional or physical challenges when workers’ stress (p < .001) than a control group performing indoor exercises. In
capabilities do not match the demands of their jobs. The causes of job addition, in Lin, Huang, Shiu, and Yeh’s (2015) study, a yoga exercise
stress are difficult to pinpoint, as they can be simultaneously related group showed a significant reduction in work-related stress (p < .001).
to multiple factors such as interpersonal problems, environmental Both of these studies were randomized controlled trials (RCT). One
conditions, inadequate job descriptions, and personal issues (National study’s intervention included biking and a circuit-strength sequence,
Institute for Occupational Safety and Health (NIOSH), 1999). A Bureau while the other study’s intervention involved a yoga class that included
of Labor Statistics report published in 2004 classified job stress as breathing, meditation, and stretching. These studies were found to have
an “anxiety, stress, and neurotic disorder.” Although such disorders good quality, receiving the highest and second highest scores among
caused more than four times the number of days away from work than the eight studies based on van Tulder’s criteria.
all nonfatal injury and illness cases as of 2004 (NIOSH, 2004), NIOSH Implications. Based on the limited data available in the studies
has not reported data on this class of disorders since that time. reviewed, researchers should use RCTs to study the effects of exercise
According to recent research, high job stress is correlated with interventions for reducing job stress and should incorporate multi-
reduced worker quality of life, detrimental effects on worker health dimensional strategies that include exercise. Also, quality appraisal
such as increased risk of cardiovascular disease and mental disor- criteria should be considered when RCTs are designed to increase the
der (Calogiuri et al., 2016; Freitas, Carneseca, Paiva, & Paiva, 2014; possibility of identifying significant relationships between workplace
LaMontagne, 2012), and increased worker absenteeism and lower exercise interventions and job stress reduction.
productivity. All these issues have a negative effect on companies’ Conclusion. Findings from this review indicate that the effectiveness
financial status as well (NIOSH, 2002). Consequently, providing exer- of workplace exercise interventions on job stress reduction has not
cise programs that reduce worker stress has demonstrated benefits for been sufficiently investigated. Furthermore, the varied measurement
both individuals and organizations. instruments and intervention programs applied in the studies make a
Exercise is one of the confirmed approaches for coping with psycho- meaningful comparison of results difficult. In order to identify associ-
logical stress in general (Kettunen, Vuorimaa, & Vasankari, 2015; Van ations between workplace exercise programs and job stress reduction,
Rhenen, Blonk, van der Klink, van Dijk, & Schaufeli, 2005). However, future research and development efforts should include RCTs and
relatively few research studies have been conducted on the effects of longitudinal studies that apply consistent measures and interventions.
workplace exercise interventions on job stress.
Problem Statement. Despite the growing problem of occupa-
tional stress in the contemporary workplace and the related growth of A-2
employee absenteeism, the literature has given scant attention to the The impact of accommodations on mental health stigma
effectiveness of workplace interventions for reducing job stress. The
Christine Tulk (Carleton University)
purpose of this systematic review was to identify associations between
workplace exercise interventions and job stress reduction in employees. The World Health Organization (2016) reports that depression and
Procedures. A literature search was performed using five databases: anxiety are leading contributors to disability in high-income countries.
CINAHL, Medline via PubMed, Scopus, PsycInfo, and Embase. Under Although considered less severe than other mental disorders, depres-
the inclusion criteria, eligible studies were written in English, published sion and anxiety can be debilitating, resulting in cognitive, interpersonal,
between 1990 and October 2018, and focused on evaluation of work- and motivational limitations that interfere with work performance and
place exercise programs with job stress as an outcome. Using PRISMA, productivity (Peer & Tenhula, 2010). Job accommodations are intended
3,651 studies were initially identified. After applying the inclusion crite- to enable individuals with functional limitations to participate more
ria, eight articles eventually were retained for detailed review. fully in employment settings (Chow, Cichocki, & Croft, 2014) and are
Analyses. Using the Matrix Method (PRISMA, 2015), data used to allow individuals to remain at work during periods of symptom
extraction was completed using a table matrix to record information on exacerbation and to help individuals on leave return to work. There is,
a range of study details. The major categories of information recorded however, a gap in the research about how accommodations impact
included study design, sample demographic characteristics, exercise stigma. Individuals with mental health problems are often stereotyped
126 WORK, STRESS AND HEALTH
F R I D AY
as incompetent, unreliable, dangerous, and malingering, and stigma & Fong, 2014). Using the experimental vignette methodology will sepa-
theory (Goffman, 1963; Link & Phelan, 2001) suggests that receiv- rate the effect of having a mental health problem from the effect of
ing an accommodation would strengthen this stigma by increasing receiving an accommodation and test whether providing information
perceptions of difference. It is, therefore, important to investigate the on accommodations has any effect on these variables. Particularly
impact of accommodations on stigma in order to prevent unintended relevant to societies that are increasingly aware of mental health prob-
negative consequences. In addition, understanding whether stigma can lems, this knowledge will become more and more important to future
be reduced by providing educational information about the purpose workplaces as employees become more comfortable with disclosure
of accommodations would provide insight into how best to prepare and requests for accommodation.
colleagues of an employee who will be receiving an accommodation.
To address this gap in understanding of how accommodations
A-3
impact stigma, we will be conducting two studies using experimental
vignette surveys hosted by the Qualtrics web platform. Data collection Real-world Examination of Impact of an Online Stress and Mental
is planned for February and March of 2019 and is currently pending Health Intervention on Employee Lost Time: An Implementation
ethics approval from Carleton University. In Study 1, adults with experi- Study Exploring Employee Productivity and Attendance
ence in the paid workforce will be recruited using Amazon’s Mechanical Russell Morfitt (Learn To Live, Inc.)
Turk web platform. Participants will be randomly assigned to one of six
Interventions for workplace mental health have been evolving and
scenarios about a fictitious coworker returning to work after a leave of
moving beyond past paradigms as delivery options not previously
absence. Scenarios will vary the reason the fictious coworker was on
considered are being actively implemented. The development of online
leave (depression, anxiety, or surgery) and whether the coworker will
programs to address stress and mental health issues has created both
be receiving an accommodation (yes, no) for concentration problems
new opportunities for employers to address the needs of evolving work-
and fatigue. In Study 2, employees from a large Canadian public sector
places and new complexities in assessing how to implement available
organization will be recruited using a posting in a weekly departmental
solutions.
e-newsletter. Participants will be randomly assigned to one of the same
Employers are becoming increasingly aware of the impact of stress
six scenarios from Study 1. To extend Study 1, half of the participants in
and mental health problems on their employees. A recent survey by
Study 2 will also be randomly assigned to read educational information
Northwestern National Life (Northwestern National Life Insurance
on the purpose of accommodations. In both studies, participants will
Company, 1991) reported that 40% of employees describe their work
answer items on negative stereotypes and demographics.
as “very or extremely stressful.” According to the Attitudes in the
The data will be analyzed using the Hayes’ PROCESS macro for SPSS
American Workplace VII (Harris Interactive, 2001), 42% of employees
(Hayes, 2013). The simple moderation model (i.e., Model 1) will be used
report “job pressures causing problems with lives outside of work and
for Study 1 and the moderated moderation model (i.e., Model 3) will
half report that the problem is getting worse, as they indicate that their
be used for Study 2. Age, gender, supervisory status, degree of expe-
level of stress is higher that year than in the previous year.”
rience with mental health problems and job accommodations will be
The financial costs to employers are great. In large part, as a result
added as control variables for both studies based on prior evidence that
of lost productive time via absences and reduced productivity, behav-
these variables can impact beliefs in negative stereotypes. For Study 1,
ioral health problems result in least $225M annually to employers in
two categorical variables will be created: reason for leave [depression,
the United States (Stewart, 2003). Interventions that could impact
anxiety, surgery] and accommodation [yes, no]. The simple moderation
behavior health and, by extension, employee well-being and produc-
analysis will be run six times using each negative stereotype (danger-
tivity are clearly needed.
ousness, blame, incompetence, unreliability, malingering, and negative
Evidence-based interventions for stress, depression, anxiety and
work impact) as outcome variables. We expect a significant two-way
other mental health problems have been developed, including cognitive
interaction between reason for leave and accommodation such that
behavioral therapy (CBT), but dissemination of high-fidelity interven-
belief in negative stereotypes will be higher in the accommodation
tions has been spotty (Barlow, Albano, Sanderson, & Wilson, 2017).
condition for depression and anxiety but not for surgery. For Study 2,
Though numerous creative in-person solutions have been developed to
a third categorical variable will be created for educational information
allow service delivery in the workplace, dispersed workforce challenges
[education, no education] and the moderated moderation analysis will
add a layer of complexity to the success of these models. Additionally,
be run six times using each negative stereotype as outcome variables.
epidemiological studies suggest that even among those with diagnos-
We expect to find a significant 3-way interaction between reason for
able mental health problems, only 1 in 4 seek in-person therapy. The
leave, accommodation, and educational information. In the no educa-
is great need to provide accessible services to a dispersed workforce
tion condition, we expect to replicate the results from Study 1. In the
that includes sufferers of mental health problems and to provide that
education condition, we again expect a significant two-way interaction;
same workforce with preventative services.
however, the increase in the negative stereotype outcomes is expected
The development of online interventions has offered the opportunity
to be smaller as compared to the no education condition.
to provide access to psychological intervention tools remotely to indi-
This research will make a key contribution to existing research.
viduals who have difficulty accessing evidence-based services, or any
Qualitative research highlights that individuals who receive job accom-
services at all. Numerous studies suggest that online interventions can
modations report experiences of stigma (Kensbock et al., 2017; Shultz
offer similar outcomes to in-person psychotherapy (Andersson, 2018)
et al., 2011), but this could result from the necessity of disclosing the
in reducing mental health symptoms as measured through psychomet-
mental health problem in order to request accommodation. In addition,
ric assessments. Few studies, however, have specifically explored the
although experts propose that increased education and knowledge of
impact of online interventions for stress and mental health interven-
accommodations is critical to reducing stigma (Schultz et al., 2011),
tions on employee performance or attendance.
educational messages can have unintended consequences (Corrigan
127 WORK, STRESS AND HEALTH
F R I D AY
The present implementation study examines the self-reported F (1, 71) = 60.00, p < .001, partial-η2 = .46, from pre (M = 2.29, SD =
changes in productivity and absenteeism risk attributable to mental 0.54) to post (M = 1.81, SD = 0.51).
health challenges when an online CBT-based service is provided to We also aimed to investigate the mechanism by which stigma
employees. Results include data from delivery of services to employee decreased from pre to post training and hypothesized that change in
populations over a three-year period. The importance of active commu- self-efficacy would operate as a stronger explanatory mechanism for
nication to employees and other stakeholders is discussed, as is the change in stigma perceptions compared to change in knowledge. To
importance of a lexicon that balances the need to communicate service examine this hypothesis, we used MEMORE (Montoya & Hayes, 2017)
rigor with information about accessibility to individuals in the subclin- for SPSS to test the indirect effect of change in stigma through change
ical range. Other techniques for reducing barriers to successful imple- in self-efficacy and change in knowledge in parallel. Ninety-five percent
mentation in an employee population are discussed as well. confidence intervals were generated from 5,000 percentile corrected
bootstrap samples. We found the indirect effect of pre-training stigma
on post-training stigma through change in self-efficacy was signifi-
A-4
cant, b = -.26 (SE = .09), 95% CI [-.44, -.08], but the indirect effect of
I think I can! Increase in self-efficacy reduces substance abuse pre-training stigma on post-training stigma through change in knowl-
stigma among nursing students edge was not significant, b = -.01, (SE = .08), 95% CI [-.18, .13]. Further,
Katherine Werth (Portland State University) the pairwise contrast between the two indirect effects was significant,
b = -.25 (SE = .11), 95% CI [-.47, -.04], meaning that the indirect effect
Substance use and mental disorders are serious healthcare concerns
of pre-training stigma on post-training stigma was significantly stron-
that contribute to multiple negative performance and safety outcomes
ger through change in self efficacy than through change in knowledge.
in the workplace. An estimated 2% - 8% of nurses are addicted to some
These findings suggest that increase in self-efficacy is an explanatory
substance, with studies finding up to 32% of their sample reporting
mechanism for reduction in stigma, while increase in knowledge is not.
some form of drug use (Addiction and Psychological Dysfunctions
Trainings that lead to increase in self-efficacy and decrease in stigma
in Nursing, 1984; Trinkoff & Storr, 1998). The high prevalence of
in addition to knowledge acquisition can be beneficial to both trainees
substance abuse in the healthcare industry negatively affects quality
and their future workplaces. Increased self-efficacy and reduced nega-
of care for patients through substandard levels of care in individual
tive reactions towards stigmatized individuals (e.g. LGBT community,
interactions, a reduced tendency for health providers to educate and
individuals managing mental illness, the AIDS/HIV community) have
provide adequate resources to patients regarding substance abuse,
been linked to increased physical health, higher levels of functioning,
and widespread substandard care due to higher rates of absenteeism
and better quality of life (Blixen et al., 2014; Chien, Lam, & Ng; 2015;
leading to overworked and overscheduled nurses (Bush & Lipari, 2015;
Denton, Rotsky, & Danner, 2014; Li et al., 2011). Thus, our findings
Pipe, Sorensen, & Reid, 2009).
suggest that in order to successfully reduce stigmas, trainings should
Training peers to detect and address substandard care is an estab-
be designed to include opportunities and exercises to increase partic-
lished practice to minimize the negative workplace effects associated
ipants’ self-efficacy alongside knowledge.
with substance abuse (Patrick, 1984). Trainings often focus on increase
in knowledge and self-efficacy and reduction in stigma and are often
presented in person, online, or in textbooks, with web trainings linked A-5
to larger gains in self-efficacy and knowledge (McPherson, Cook, Bach, The Effects of an Educational Sleep Program on New Graduate
Hersch, & Hendrickson, 2006; Muramoto et al., 2014). In the current Night Shift Nurses
study, nursing students were educated via web training as the first
portion of a two-part blended-learning substance abuse education Kyle Page (South Dakota State University)
and skill-building program for student nurses using a “flipped class- Sleep is essential for maintenance of good health and well-being. The
room” approach. recommended eight hours of sleep can be difficult to achieve, espe-
The training was completed by a sample of 72 nursing students cially for nurses who work the night shift. For nurses, sleep deprivation
across 2 schools in the Pacific Northwest. On average, participants can affect patient safety and clinical performance. The effects of sleep
were 29.70 years old (SD = 8.65), 86% identified as women, and 14% fatigue specific to night shift nurses include increased illness and risk
identified as men. Students completed knowledge, self-efficacy, and injury, reduced alertness, and a diminished response impairing perfor-
stigma measures before and after completing an online training module. mance and function (Brooks et al, 2017, Silva et al, 2017). It is therefore
MANOVAs were examined for the influence of location and gender and crucial for nurses entering the profession to establish positive sleep
found that the effect of the training was not impacted by these potential hygiene habits to obtain the best sleep possible.
moderators for any of the outcomes. To examine the effect of a sleep educational program in new gradu-
A repeated measures MANOVA was conducted to examine the ate night shift nurses on sleep quality, quality of life, and fatigue severity.
difference in scores of self-efficacy (αT1 = .89, αT2 = .94), knowledge A prospective, experimental, pre-survey and post-survey design was
(sum of correct answers to a knowledge test), and stigma (αT1 = .80, used to examine the effect of an educational sleep program on new
αT2 = .87) at pre (T1) and post (T2) training. The omnibus MANOVA graduate night nurses. A total of 184 nurses completed the pre-sur-
for the main effect of time was significant, F(3, 69) = 77.96, p < .001, vey (experimental [n=84], control [n=102]) and 41 nurses completed
Wilks’ λ = 0.23, partial-η2 = .77). Univariate effects demonstrated that the post-survey (experimental group [n=20], control group [n=21]).
self-efficacy increased, F(1, 71) = 131.56, p < .001, partial-η2 = .65, from Surveys measured subjective sleep quality/quantity and quality of life.
pre (M = 3.38, SD = 0.56) to post (M = 4.17, SD = 0.50), knowledge Repeated measures ANOVA was used to test effects of the program
increased, F(1, 71) = 125.62, p < .001, partial-η2 = .64, from pre (M = and as there were roughly 20 individuals per group for the post-in-
6.79, SD = 1.86) to post (M = 9.35, SD = 1.40), and stigma decreased, tervention sample, marginal significant findings are reported. For the
128 WORK, STRESS AND HEALTH
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General Sleep Disturbances Scale there was a significant increase shorter than those with high SEP, and even more than 15 years shorter
in level comparing within-group from pre- to post-intervention (F(1, in good health. In 2014, approximately 20% of Dutch individuals aged
35) = 5.50, p < .05). When comparing between-group, there was not 25 and older had a low SEP.
a significant main effect (F(1, 35) = 2.40, p = .13) but the interaction Worksite health promotion (WHP) is considered as promising to
approached significance (F(2, 35) = 2.63, p = .11). improve health among low SEP employees. First, because as about half
For the Pittsburg Sleep Quality Index (PSQI) aggregate total, is employed, large numbers of low SEP individuals can be reached via
although there was a main effect comparing within-group (F(1,35) = the workplace. Second, because the workplace offers the possibility to
9.59, p < .005), there was not a significant main effect when comparing target an individuals’ health on various levels, such as individual behav-
between-group (p = .62) nor a significant interaction (p = .57). Similarly, ior, parts of the physical and social environment and the work environ-
for the sleep quality subscale of the PSQI there was only a marginally ment (Katz et al., 2005). This is favorable, because healthy behavior
significant main effect for the within-group comparison (F(1,39) = 3.71, does not only depend on individual skills, but also by the presence of
p = .062). For the sleep latency subscale of the PSQI there was only ‘capabilities’, as conceptualized by Amartya Sen (1992), i.e. a context
a significant main effect for the within-group comparison (F(1,39) = that facilitates and enables.
7.89, p < .01). For the sleep duration subscale of the PSQI, although the Despite the workplace’s facilitating possibilities, WHP often does
within-group comparison (F(1,39) = 1.87, p = .18) and between-group not have the desired effects on low SEP employees. One explanation
comparison (F(1, 39) = 2.06, p = .16) were not significant, the interac- can be found in the fact that the complexity of the work setting is often
tion was marginally significant (F(2, 39) = 3.24, p = .08). There were ignored in WHP intervention programs. WHP involves a broad mix of
no significant findings for the sleep efficiency subscale. For the sleep stakeholders, such as the employer, intervention providers, insurance
disturbances subscale, although the within-group comparison (F(1,38) companies and research and knowledge institute. These stakeholders
= .42, p = .52) and the between-group comparison (F(1, 38) = .69, p = all have their own interest in WHP. Ironically, employees generally
.41) were not significant, the interaction was marginally significant (F(2, lack voice in WHP (Meershoek, Bartholomée & Horstman, 2010). As
38) = 3.80, p = .059). For the sleep medication subscale, there was only a consequence, interventions are developed and implemented based
a significant within-group increase (F(1,38) = 9.23, p < .005). Lastly, on the input of many stakeholder except the—probably most import-
for the sleep dysfunction subscale of the PSQI, there was a significant ant—stakeholder: employees. This may lead to interventions that do
with-group main effect (F(1,37) = 7.24, p < .05), a marginally significant not match employees’ views and needs.
between-group main effect (F(1, 37) = 2.97, p = .093), and a significant Next to that, the ethical issue how far an employer can go in terms
interaction (F(2, 37) = 4.28, p < .05). of promoting health of employees often rises. Different views play a
For the Quality of Life Inventory (QOLI) aggregate total, there was role in answering that complex and multifaceted question, such as
only a marginally significant decrease for the within-group compari- on whether (and to what extent) employees are responsible for their
son (F(1,39) = 3.13, p = .085). Similarly, for the health and function- health or whether their employer is.
ing subscale, there was only a marginally significant decrease for In this project, a stakeholder dialogue (SD) as an integrated inter-
within-group (F(1,38) = 2.81, p = .10). For the social and economic vention for WHP is proposed. As the name suggests, SD allows various
subscale and the family subscale there were no significant effects. For stakeholder perspectives to be heard, including the ones of employ-
the psychological and spiritual subscale of the QOLI, there was only a ees. Next to that, the form of SD proposed in this project (Moral Case
significant decrease within-group (F(1,36) = 4.83, p < .05). Deliberation (MCD) allows for ethical considerations to come to the
For the Visual Analogue Scale to Evaluate Fatigue Severity (VAS- table. This way SD may enhance mutual understanding among stake-
F) two subscales were analyzed. For the fatigue subscale, there was holders (Weidema, Molewijk, Widdershoven, & Abma, 2012). Mutual
a significant within-group increase (F(1,35) = 13.12, p = .001) and a understanding can contribute to the development of vision supported
marginally significant interaction (F(2, 35) = 4.02, p = .053) but not a by all parties, which in turn can contribute to a better quality of health
significant between-group comparison (F(1, 35) = 1.25, p = .27). For the promotion.
energy subscale, the main effects for the within-group comparison was Methods. Intervention: In dialogue sessions, stakeholders are
significant (F(1,39) = 8.19, p < .01) and the between-group comparison invited to bring forward a health-related case to discuss, based on their
was marginally significant (F(1, 39) = 3.95, p = .054) but the interaction own experience. Participants are challenged to explore their own think-
was not significant (F(2, 39) = 2.25, p = .14). ing, and the perspective of others. By confronting different perspectives,
Although the sleep educational program may have some effect on this form of stakeholder dialogue creates a learning process.
quality of sleep and fatigue, quality of life can be improved. Focus on Evaluation: The stakeholder dialogue is evaluated through respon-
sleep, sleep hygiene and fatigue management strategies are beneficial sive evaluation: a form of interactive, participatory research, making
in assisting new graduate nurses manage their sleep to improve sleep use of mixed methods (Abma & Widdershoven, 2006). These methods
patterns thus leading to optimal clinical performance and patient safety. comprise interviews, survey data, recordings of the dialogue sessions,
HRM-data, and participatory observations. Qualitative data will be
analysed using thematic content analysis.
A-6
The intervention will be implemented and evaluated in two orga-
Responsive evaluation of a stakeholder dialogue to promote health nizations, during an intervention period of 2 years per organization.
among employees with a lower socioeconomic position Responsive evaluation comprises continuous follow-up during the
Hanneke Heijster (Wageningen University) intervention period, however a baseline will be mapped at the start of
the project, and annual evaluations will be performed after one and
Background. Large health inequalities exist in the Netherlands between
two years.
individuals with an high Socio-Economic Position (SEP) and individuals
Expected Results. Effects of the intervention are evaluated on
with a low SEP. Low SEP individuals are expected to live 6 to 7 years
health-related outcomes on an individual level (such as self-regulation),
129 WORK, STRESS AND HEALTH
F R I D AY
on a team level (such as social support) and on organisational level tracking. Supervisors will also lead health and safety discussions with
(such as health registrations). Furthermore, an economic evaluation is their employees once a month.
performed on both monetary outcomes (budget) and on non-monetary In both alternative approaches, employees and supervisors will
value from a stakeholder perspective (social return on investment). complete measures at baseline and at the conclusion of the three-
During the conference preliminary results and of the first annual month interventions. Sedentary time, standing time, and pedaling
evaluation and intervention guidelines for dialogues will be presented. time will be monitored by a thigh-worn ActiGraph. A survey evaluates
health, safety, and behavioral outcomes. Each pedal stand has a Fitbit
attached to measure how pedal stands are used throughout the inter-
A-7
vention. Analyses will evaluate the effectiveness of both alternative
Active Workplace Study: Research to Practice approaches, and compare their effectiveness to the full randomized
controlled trial. We hypothesize that the alternative approaches will
Sara Wild (Oregon Health & Science University)
create statistically significant changes in sedentary behavior, employee
As technology and automation have advanced, the number of workers health, safety, and well-being that are slightly smaller in magnitude
in occupations that require physical activity has steadily declined. The than the full intervention. These results will inform the feasibility of
population level shift in calorie expenditure that has resulted from this widespread dissemination and also help us identify the components
trend accounts for a substantial portion of the increased prevalence of of the intervention that produce desired outcomes.
obesity in the United States (Church et al., 2011). Changing workplace We are developing a toolkit for the Active Workplace Program,
dynamics have made a significant impact on the health and safety of which will include all of the information needed for an organization
workers. Sedentary behavior and prolonged sitting increase risk for to be able to implement the program in their worksite. The toolkit will
chronic diseases like diabetes and cardiovascular disease, and risk for include the benefits an organization will receive from the program,
all-cause mortality (e.g., Beach et al., 2005; Chau et al., 2013; Wilmot et instructions on how to implement different doses of the intervention
al., 2012). It is therefore imperative to design and disseminate methods proven to be effective, and participatory strategies on how organiza-
to eliminate or reduce sedentary time in the workplace. tions can adapt the toolkit to fit their needs. The toolkit will facilitate
While intervention development remains a focus within occupa- implementation in a wide-range of sedentary occupational settings
tional health and safety research, the transfer of effective interven- with the goal of improving health and well-being among sedentary
tions into the workplace is considerably low. A review of healthcare workers.
dissemination researcher found that “…it takes an average of 17
years for research evidence to reach clinical practice” (Balas & Boren, Workplace Mistreatment, Threats and Violence
2000; p.66). Translating workplace intervention research into action
is an essential step of utilizing science to inform best practices for
B-1
employee safety, health, and well-being. Our goal is to develop, adapt,
and disseminate the Active Workplace Program, a toolkit that will aim The Bright Side of the Dark Triad: The Buffering Effect of
to reduce sedentariness in the workplace. Narcissism
The Active Workplace Study is an intervention geared toward call
Aaron Van Groningen (Saint Louis University)
center workers, who are among the most sedentary workers world-
wide (Thorp et al., 2012). The six-month intervention, which applies The Dark Triad - narcissism, Machiavellianism, and psychopathy -
the Total Worker Health (NIOSH, n.d.), approach, introduces active represent a subset of “socially aversive personalities” that “have
workstations (Desk Cycle pedal stands) into the work environment. The attracted the most attention” (Paulhus & Williams, 2002, p. 556).
intervention supports the use of pedal stands with training and motiva- Generally speaking, these traits consist of behaviors characterized
tional activities for employees and supervisors, with a goal of reducing by emotional coldness, deception, and self-promotion (Paulhus &
sedentary behavior at work and improving employee health, safety, and Williams, 2002). Prior research on the Dark Triad has largely consid-
well-being outcomes. The effectiveness of the Active Workplace Study ered the traits in linear combination with each other; yet, these traits
intervention is currently being evaluated in a randomized controlled are empirically related to, but independent of, each other. Muris et al.
trial. Given our goal to disseminate the intervention, we are also eval- (2017) reported that the strongest correlation is between psychopathy
uating the effectiveness of two less intensive intervention approaches, and Machiavellianism (r=.58), with the correlations between narcis-
and developing a self-guided toolkit which will help make widespread sism and psychopathy (r=.38) and Machiavellianism (r=.34) demon-
dissemination more feasible. strating greater independence. Hence, an individual could be high in
The first alternative approach is currently being implemented in a one trait but not another.
sedentary worksite in Tigard, Oregon (n=24). The program is a three- There is some reason to believe that an individual’s level of narcis-
month version of the original six-month intervention. It maintains all sism influences the relationship between the other Dark Triad traits
of the intervention components but adapts the methods to minimize and well-being. Narcissism tends to show a significant association
researcher time requirements for implementation. with self-esteem, with some measures correlating as high as .42 (Rose,
The second alternative approach will be implemented in one 2002), and self-esteem is an important factor linking narcissism to
worksite in the spring of 2019 and will involve up to 100 participants. well-being (Rose, 2002; Sedikides et al., 2004). Skewed perceptions
This approach shifts the focus of the intervention from all employees may provide narcissists with the ability to deflect self-criticism and
to only supervisors. All participants will have access to active work- reappraise their lives in more self-friendly ways. As such, those with
stations, but only supervisors will complete additional program activ- higher levels of narcissism may show a decreased or nonexistent asso-
ities, including computer-based training, goal setting, and behavior ciation between the other Dark Triad traits and various aspects of
well-being:
130 WORK, STRESS AND HEALTH
F R I D AY
H1: Narcissism will provide a buffering effect for Machiavellianism B-2
(H1a) and psychopathy (H1b), reducing their associations with well-be- Effects of Incivility on Voice Behavior
ing when narcissism is high.
Method. Participants were recruited from Amazon’s Mechanical Nikola Fedorowicz (University of Houston)
Turk (MTurk). Previous research has found data from MTurk samples Given today’s complex business culture, employee suggestions help
to be comparable in reliability and validity compared to data from organizations better perform in a demanding and quickly-changing
samples gathered using more traditional methods (Barger, Behrend, market (Tangirala & Ramanujam, 2008). Voice behavior refers to a
Sharek, & Sinar, 2011; Buhrmester, Kwang, & Gosling, 2011). The final process whereby employees offer suggestions and weigh in on organi-
sample size was 435. zational decisions to develop a more effectively functioning workplace
Dark Triad. To measure the Dark Triad traits, we utilized the Short (Van Dyne & LePine, 1998). However, organizations face challenges in
Dark Triad (SD3; Jones & Paulhus, 2014). The SD3 contains 27 items, obtaining employee input because aspects of the work environment
with nine items used to measure each of the Dark Triad traits. often discourage employees from speaking up (Dutton & Ashford,
Well-Being Measures. The current study utilized four measures of 1993).
well-being: the Satisfaction with Life Scale (SWLS; Diener, Emmons, When employees perceive that either management or coworkers
Larsen, & Griffin, 1985), the Scale of Positive and Negative Experience are likely to support them in expressing voice, they may be likely to do
(SPANE; Diener et al., 2010), the Flourishing Scale (Diener et al., 2010), so. However, the probability of unsupportive others likely stifles voice.
and the Subjective Happiness Scale (SHS; Lyubomirsky & Lepper, 1999). We suggest that incivility influences one’s decision to manifest voice
Results. Results showed that the strongest correlation for the Dark as it has an out-sized impact on the employee experience (Andersson
Triad was between Machiavellianism and psychopathy (r=.51), while & Pearson, 1999). Applying social exchange theory (Blau, 1964), we
the weakest correlation was between Machiavellianism and narcis- anticipated that incivility inhibits voice because it creates an unfavor-
sism (r=.24; Table 1). There were some similarities and differences in able exchange between employees and discourages positive reciprocity
terms of the pattern of correlations between the Dark Triad traits and toward the organization.
indicators of well-being. For example, the magnitude of the correla- With a resource conservation perspective, we examined the
tions between the Dark Triad and satisfaction with life were similar. Yet, indirect effect of incivility on voice through emotional engagement.
narcissism was uncorrelated with the SPANE-negative score, whereas Consistent with conservation of resources theory (COR; Hobfoll, 1989),
the other two traits were significantly and positively correlated with it. we suggested that incivility negatively affects engagement because it
In testing the buffering effects of narcissism, we found that narcis- depletes emotional resources (Cortina et al., 2001), encouraging disen-
sism interacted significantly with Machiavellianism for all well-being gagement and conservation of remaining resources. In turn, employees
outcomes, but the critical value differed from outcome to outcome. The manifesting low emotional engagement may be unlikely to express
highest critical value occurred for happiness. When narcissism was voice because they do not derive meaning from their work and they
more than .19 standard deviations below the mean, Machiavellianism are less willing to reciprocate proactively (Salanova & Schaufeli, 2008).
had a significant negative association with happiness, an effect that Thus, we argue that incivility reduces voice behavior directly and indi-
applied to 43.7% of our sample (meaning it buffered the effects for rectly through emotional engagement.
56.3% of our sample). Yet, narcissism had to be more than 1.51 stan- We also examined the role of emotional stability in this psycholog-
dard deviations below the mean for Machiavellianism to demonstrate ical process. Individuals with high emotional stability levels tend to be
a negative association with flourishing, an effect that only related to calm and level-headed, whereas low-emotional stability individuals are
9.2% of our sample (meaning it buffered the effects for 90.8% of our typically anxious and insecure (Colbert et al., 2004). Individuals low
sample). The results, therefore, suggest that when it comes to buffering in emotional stability are more likely to perceive incivility as a stressor
the negative effects of Machiavellianism, narcissism provides greater and a catalyst for negative reciprocity. Thus, they are less likely to
protection (i.e., a lower critical value) for some well-being indicators express voice when incivility is high. Moreover, low-stability workers
than it does for others (i.e., a higher critical value). are more likely to report changes in their engagement as a function of
In terms of H1b, the results were less supportive. Narcissism was incivility and they are more likely to express voice only when emotion-
only found to buffer the effects of psychopathy for satisfaction with ally engaged (Brief, Butcher, & Roberson, 1995). We predict that the
life and flourishing. For flourishing, the critical value was even higher indirect relationship between incivility and voice will be stronger for
(0.62), meaning that psychopathy was associated with flourishing for those low in emotional stability.
75.9% of the sample (and buffered the effects for only 24.1% of our We asked 135 non-tenure-track faculty at a large university in the
sample). Therefore, unlike Machiavellianism, only those who reported southern United States to complete an online survey regarding their
higher narcissism scores received any well-being protections, and perceptions of workplace culture. We measured incivility using a seven-
these protections occurred for only two well-being indicators. item scale by Cortina and colleagues (2001) using a five-point, Likert-
Discussion. Narcissism has been described as being the lightest type scale (1= never to 5 = very often). We measured voice using three
of the dark personality traits (Aghababaei & Błachnio, 2015; Furnham items by Van Dyne and LePine (1998), emotional engagement using
et al., 2013), largely due to the benefits it can avail. The current study a six-item scale by Rich, LePine, and Crawford (2010), and emotional
demonstrated that narcissism tends to possess strong positive asso- stability using ten items from the International Personality Item Pool
ciations with various indicators of well-being, even when controlling (Goldberg, 1999). We assessed responses using a five-point, Likert-
for other traits and demographic factors. In addition, it provides a type scale (1= strongly disagree to 5 = strongly agree).
buffering effect for the narcissist, ameliorating the negative effects of Incivility was negatively related to voice (r = -.22, p < .01) and
Machiavellianism and psychopathy for several aspects of well-being. emotional engagement (r = -.35, p < .01), and emotional engage-
ment was positively related to voice (r = .38, p < .01). We employed
Hayes’ (2013) PROCESS macro model 4 and its bootstrapping option
131 WORK, STRESS AND HEALTH
F R I D AY
to estimate the direct and indirect effects of incivility on voice. After incivility is deleterious to organizations, we hypothesized that applicant
controlling for emotional engagement, incivility was not directly related workplace incivility is negatively related to provider W2R, above and
to voice (B = -.18, t = -1.58, p = ns). Further, the bootstrapped 95% confi- beyond applicant in-role and citizenship performance (H1).
dence interval for the indirect effect of incivility on voice via emotional We also sought to examine moderators of the relation between
engagement 95% CI [-.27, -.05], suggests a significant indirect effect. applicant incivility and W2R. First, we suspected that high applicant
This indicates that emotional engagement fully mediated the relation- in-role and citizenship (OCBI, OCBO) performance may compensate
ship between incivility and voice. for incivility, such that providers may be willing to overlook incivility
We employed the PROCESS macro using model 59 to test the condi- among high performers. Applicant incivility may negatively relate to
tional direct and indirect effects. As shown in Table 4, the centered provider W2R when applicant in-role and citizenship performance
cross-product terms contributed statistically significant unique vari- are low, but the effect will be weaker when they are high (H2). Second,
ance at path a (b = -.16, SE = .06, p < .05; ΔR2 = .035) but not at paths b we theorized that applicant gender may also play a moderating role.
(b = .25, SE = .18, p = ns; ΔR2 = .01) and c’ (b = .15, SE = .12, p = ns; ΔR2 = According to social role theory of sex differences (Eagly et al., 2000),
.01). We present in Figure 4 a graphical representation of the significant people expect women to be communal (e.g., nice, considerate) and
interaction at path a. The negative incivility-engagement relationship men to be agentic (e.g., assertive, tough). To the extent that women
was stronger among those high in emotional stability. engage in incivility, they violate their gender stereotype, whereas men’s
Our results indicated that incivility may lead to reduced emotional incivility may be excused. This suggests that applicant incivility may be
engagement, which in turn, may yield reduced voice behavior. The negatively related to provider W2R among applicants who are women,
results also revealed that incivility has a stronger negative effect on but the relation will be weaker among men (H3).
the engagement levels among those high in emotional stability than Students in four classes taught by the first author were trained on
those low in emotional stability. Surprisingly, individual differences in ethical research, after which they were given extra credit for recruiting
emotional stability did not influence the effects of incivility on engage- employed individuals to complete an online survey. Participants (i.e.,
ment or voice behavior. Considering the results of this study, organiza- the reference provider) were instructed to reflect on an employee (if
tions seeking to increase employee voice behavior should determine a supervisor) or coworker (if not a supervisor) with whom they inter-
whether incivility is a problem in the workplace and further imple- acted most frequently at work (i.e., the prospective applicant). Then
ment training and policies that prevent and discourage this form of they completed measures of each construct in random order about
mistreatment. the employee/coworker. In-role and citizenship performance (OCBI,
OCBO) were assessed with Williams and Anderson’s (1991) scales,
and incivility was assessed with Blau and Andersson’s (2005) measure.
B-3
W2R was measured with a five-item scale developed for this study;
Willingness to serve as a professional reference: Does applicant an example is “I would gladly complete a telephone reference check
incivility play a role? for my (employee/coworker).” An initial sample of 924 participants
Benjamin Walsh (University of Illinois Springfield) completed the survey, but we removed 89 participants for careless
responding (McGonagle et al., 2016), and 13 more participants due
Research documents the negative consequences of rudeness at work,
to missing data on a focal variable. Hypotheses were tested on the
which researchers label workplace incivility (Andersson & Pearson,
remaining sample of 822 participants. Providers and applicants worked
1999). Workplace incivility is considered an organizational stressor
in many different jobs and industries, were majority female (provid-
(Cortina et al., 2017), as incivility is associated with depleted well-be-
ers=63.9%; applicants=62.0%), and providers worked 37.9 hours/
ing and greater turnover intent (Hershcovis, 2011). Scholars encourage
week on average (SD=12.1).
employers to intervene to prevent incivility. One recommendation is to
Data were analyzed in R v3.5.2. Table 1 shows descriptive statistics,
check applicant references under the assumption that employers can
reliability estimates, and correlations. Hypotheses were tested using
identify and eliminate uncivil applicants before selection (Lim et al.,
multiple regression. All variables except W2R were mean-centered
2008; Pearson & Porath, 2005). Reference checks, which are used by
prior to analysis. Model 3 in Table 2 shows results from the test of H1.
more than 90% of employers (Heneman et al., 2015), are solicited from
Applicant incivility was negatively related to W2R, thus supporting
coworkers and/or supervisors (hereafter referred to as providers) of
H1. For H2 and H3, none of the interaction terms were statistically
applicants from previous employment. Although reference checks have
significant when entered as a set. However, when entered separately,
shortcomings (e.g., leniency; Muchinsky, 1979), they are valid predic-
support was observed for H2 but not H3 (see results for interaction
tors of job performance (Taylor et al., 2004). Research even attests to
terms in Model 4 in Table 2). Results supported the compensatory
the validity of the referenced response rate, such that applicants for
role of in-role/citizenship performance, as the negative incivility-W2R
whom fewer solicited references are completed are more likely to be
relation was weaker when in-role performance (Interaction b=.21,
terminated from employment (Hedricks et al., 2013). For this reason,
95%CI[.12,.29]), OCBI (Interaction b=.18, 95% CI[.10,.25]), and OCBO
we study willingness to recommend (W2R), which we define as the
were high (Interaction b=.18, 95%CI[.10,.27]; see Figures 1-3). No
degree to which providers are willing to serve as a professional refer-
evidence for H3 was observed as the interaction with gender was not
ence for an applicant.
significant (Interaction b=-.05, 95%CI[-.18,.07]). These results call into
Whether applicant incivility influences providers’ W2R remains
question the utility of reference checks to screen for incivility since top
unknown, although we suspect that it will. We reasoned that W2R is
performers may be recommended for employment even when they are
shaped by provider’s impressions of the applicant’s job performance.
frequently uncivil. Future research directions and additional practical
Job performance is multidimensional, including in-role, citizenship
implications will be presented.
(OCBI, OCBO), and counterproductive performance (Viswesvaran
& Ones, 2000), wherein incivility is a form of the latter. Given that
132 WORK, STRESS AND HEALTH
F R I D AY
B-4 displacement and reacting to injustice. It is easier for organizations not
The Effect of Economic Conditions on the Prevalence of Abusive to meet the expectations of supervisors during economic recessions,
Supervision and this results in a psychological contract violation. The aggression
from the psychological contract violation of the organization would be
Xinyue Zhao (University of Central Florida) displaced to subordinates. Moreover, organizations also gain compet-
In 2007, the Workplace Bullying Institute polled 7,740 respondents, itiveness by reducing cost especially for larger firms (Latham, 2009).
which showed that 37% of workers were bullied and 72% of bullies Mishra and Spreitzer (1998) argued that without trust and organiza-
were bosses. Another poll by the Workplace Bullying Institute in 2009, tional justice, survivors of downsizing are likely to respond destructively
in which 454 were workers surveyed, reported that 97% workers had because they believe there would be significant harm from the downsiz-
experienced or witnessed bullying, and 28% workers reported that the ing. Again, according to the ego depletion theory (Hagger et al., 2010),
bullying got worse after September 2008. It seems that some managers managing these destructive responses requires significant effort from
see their employees to be all but disposable, and the economic slump supervisors, so when supervisors are out of energy, they are more likely
has triggered a rise in belligerent behaviors on the part of supervisors. to be abusive. Hence, we propose that within countries, during poor
But does a recession really unleash abusive supervisory behaviors? economic conditions (i.e. low GDP per capita, low growth of real GDP,
We try to answer the question by conducting a cross-temporal high inflation rate, lower cost per hour, and high unemployment rate),
meta-analysis to examine the effect of economic conditions on the employees report their supervisors as more abusive.
prevalence of abusive supervisory behaviors. On one hand, recession Having literature search and setting the inclusion and exclusion
affects organizations by letting organizations recognize that tradi- criteria, we are currently at the data analyzing phase. We coded 355
tional management approaches have become inadequate and seek articles and yielded 422 independent samples. We are going to analyze
for a fundamental change in the relationship between employees and the data using a mixed-effect model, in which we will transform the
managements (Long & Warner,1987). On the other hand, organiza- scale to the percent of the maximum possible score to compare the
tions respond by layoff labors and cut wages and benefits (Long & abusive supervisory behaviors across studies. The mixed mode regres-
Warner,1987). Recessions also affect individuals. For example, the sion model will first include one out of the five economic indicators
number of temporary workers grows explosively during economic and the last regression model will include all five economic condition
recessions in 1990, 2001, 2007 in USA (Luo, Mann, & Holden, 2010). indicators.
In a recession, there is usually an initial decline in temporary workers
and a sharp rise from the tough to the end of the recession (Holmlund
B-5
& Storrie, 2002). Supervisors, who are responsible to carry out changes
in turbulent economic conditions, are more likely to experience an Role Overload and Counterproductive Work Behavior: On the Role
of Narcissism and Emotional Intelligence
increased level of work stress (Burton, Hoobler & Scheuer, 2012). The
distressing in the work environment can lead to abusive supervision Colleen O’Brien (Carthage College)
(Tepper, 2007). We chose five indicators that are most relevant and
Abstract: This study investigates the effect of manipulative behavior of
representative of people’s standard of living (i.e. GDP, PPP, inflation
narcissistic personalities on counterproductive work behavior (CBW).
rate, unemployment rate, and labor cost; Lepenies, 2016; Mankiw, 2014,
Furthermore, the catalyst effect of role overload (RO) and attenuating
p.196) to capture the changes in economic conditions.
effect of positive emotions, a dimension of emotional intelligence (EI),
Economic conditions can relate to abusive supervisory behaviors
are explored from the premise that manipulation will lead to higher
for four reasons. The first reason is the stress on supervisors and dimin-
engagement in CBW when RO is high and positive emotions are low.
ished self-regulation. To be specific, supervisors would become more
Prior research suggested that narcissists do not exhibit empathy,
impulsive under the strains of poor economic conditions and suppress-
a key factor of emotional intelligence. However, Wai and Tiliopoulos
ing these aggressive behaviors requires self-control from the finite
(2012) discovered evidence of little impairment in cognitive empathy
energy pool (Hagger et al., 2010); the diminishing self-control would
among narcissistic individuals. In this research, it is suggested that
lead to more abusive behaviors, and the burned-out supervisors may
the ability to manage one’s emotions and to read a situation well can
be less likely to care for their subordinates. The second reason is the
help narcissistic individuals determine when to select the appropriate
spillover effects of aggression. Studies have supported that a rise in
behavior such as withdrawing from CWB and use their ability to manip-
the unemployment rate is usually accompanied by a subsequent rise
ulate when the occasion arise. Thus, we are interested in RO as an
in rates of violence among job losers and other employees (Catalano,
important role stressor that can alter one’s engagement in CWB while
Novaco, & McConnell, 1997, 2002; Shoss & Penny, 2012). In this case,
using manipulation particularly when narcissistic individuals exhibit EI.
spillover refers to when the events in one context happened because of
Procedures. In study 1, we contacted 263 students enrolled in a
something else in other context. So the increased incidents of violence
large comprehensive college of the Midwest of which 72 responses
in the community may cause increased incidents of violence in orga-
were received. Students were asked to complete a survey instrument
nizations. It is plausible that supervisors imitate others aggressive
that measured narcissism using an adapted version of the NPI (Ames,
behaviors and practice these aggressive behaviors in the workplace as
Rose, & Anderson, 2006), emotional intelligence using the Assessing
well. The third reason is subordinates’ poor performance. According to
Emotions Scale (Schutte et al., 1998), role overload using the the six
Yerkes and Dodson’s (1908) inverted U-shape relationship between
questions defined by Thiagarajan, Chakrabarty, and Taylor (2006),
arousal and performance, when the level of arousal becomes too high,
and the counterproductive work behavior abuse dimension (Spector
the performance is impeded. Dealing with all the negative moods and
et al., 2006). In study 2, we employed a cross sectional survey method
strains from the economic recession can hinder employees’ perfor-
that used a snowball sampling technique to reach 415 individuals with
mance. As a result, supervisors may use tyrannical supervisory styles
an average age of 43 and 23 years of work experience. Participants
as tactics to boom subordinates’ performance. The final reason is anger
133 WORK, STRESS AND HEALTH
F R I D AY
completed the same survey instrument as study 1. The surveys were abstract, and global features (high-level construal), and psychologically
administered electronically via a Qualtrics survey link. near events by their peripheral, concrete, and local features (low-level
Analyses. Exploratory Factor Analysis with Varimax Rotation were construal; see Fujita et al., 2006). Furthermore, higher-level repre-
conducted with narcissism and with EI. Hierarchical moderated regres- sentations involve broad and global processing, where people think in
sion analysis was employed to examine the moderating effects of depth, take the perspective of another, and consider the subordinate
RO and positive emotions on the relationship between manipulative goals, pros, and desirability issues of taking an action (i.e., Liberman &
behavior and CWB. Forster, 2009). In contrast, lower-level representations involve narrow
Results. In study 1, results show that under condition of high RO, and individuating processing, where persons think on the surface and
manipulation has a steep and strong positive relationship with CWB focus on the concrete details. Events can be psychologically distanced
when narcissistic individuals exhibit high positive emotions. In study 2, from the self via time, physical space, and social dissimilarity.
we obtained a strong U-shape curvilinear relationship between manipu- Recently, I found that offender apologies can be fostered by vary-
lative behavior and CWB when RO was low and positive emotions were ing the temporal distance of an offense. This is because with greater
high. However, when RO was high, we obtained an inverted U-shape psychological distance, individuals construe the event at a high level,
relationship when positive emotions were high. which promotes global processing. Accordingly, they consider the
Implications. This research shows that RO plays an important role victim’s perspective, and focus on the superordinate ends (e.g., rela-
in determining whether manipulative behavior result in CWB among tionship restoration), pros and desirability of providing victims with
narcissistic individuals who exhibit the ability to control one’s emotions an apology.
and to experience positive emotions. Such individuals strategically The present study extends these findings by examining the apology
determine when to engage in CWB or withdraw from CWB based on components offered in psychologically distance conditions. Apologies
extent of RO. The curvilinear effects obtained in study 2 reveal that comprise a number of components, including expressions of empa-
positive emotions can prevent CWB when one adequately maintains thy, acknowledgment of violated rules, and compensation (see Fehr
an average level of manipulation in the context of low RO. One should & Gelfand, 2010). It is possible to conceptualize different compo-
note that in study 2, participants were more experienced and older. nents of an apology as more or less abstract (see Rizvi & Bobocel,
Consequently, age and experience, and generational effects are of 2014). For example, expressions of empathy are a reflection of rela-
particular interest. tional concerns, which require perspective taking and is evident when
Practical implications. Organizations should pay attention to CWB people are processing globally. Similarly, to acknowledge that rules
in the context of stressful working conditions. Narcissistic individuals were violated, one must apply moral principles, which are salient
who engage in CWB do it in a strategically calculated way and can hurt when events are mentally represented at a high level (Eyal & Liberman,
others in that process. This is most likely to happen when the narcissis- 2010). In contrast, compensation refers to the offer of tangible goods
tic feels threatened by high job demands. Manipulation may constitute in exchange for harm. Given the focus on concrete detail, and local
a response to excessive job demands. processing, compensation might be more salient when an event is
construed at a low level. Note, apologies expressing empathy and
acknowledging violation of rules are more effective than apologies
B-6
offering compensation (Schumann & Ross, 2010).
The Role of Psychological Distance in the Offerings of Effective I argue that effective apologies (i.e., those expressing empathy
Apologies and acknowledging rule violations) will be more salient in psychology
Sana Rizvi (University of New Brunswick) distant (versus near) conditions. To test this prediction, an online study
was designed and is currently in the implementation stage. Qualtrics
Apologies can be beneficial (Vazeou-Nieuwenhuis & Schumann, 2017).
is in the process of recruiting 300 participants, who must reside in
Indeed, they can increase victim forgiveness (Fehr et al., 2010), reduce
the North America, be over 18 years, and work either full-time or part-
victim aggression towards the offender (Ohbuchi et al., 1989), and
time. Participants will be randomly assigned to one of two conditions:
improve customer satisfaction post-service failure (Wirtz & Mattila,
physically near or distant.
2004). Given these benefits, researchers have begun to examine the
Participants will provide demographic information, and then read
determinants of apologies (see Exline et al., 2007). For example, apol-
a transgression vignette (adapted from Struthers et al., 2005). In this
ogies are more likely to be offered when the transgression has occurred
scenario, the participant transgresses against a co-worker by taking
recently (Exline et al., 2011), and when the offender is in a close rela-
credit for a joint project. The co-worker is either in the same (near) or
tionship with the victim (Exline et al., 2007). Research on disposi-
a different (distant) location than the participant. A number of ques-
tional predictors reveal a positive relation with offender agreeableness
tions that assess apology behavior, components of the offered apology,
(Dunlop et al., 2015) and self-compassion (Vazeou-Nieuwenhuis &
and mechanisms for the main effect (i.e., pros) are then asked. Data
Schumann, 2017), and a negative relation with self-esteem and narcis-
collection will be complete by February 31, 2019. SPSS will be used to
sism (Howell et al., 2011). My overall research extends this literature
analyze the data (i.e., independent t-tests for main effects, PROCESS
by examining the role of psychological distance in apology. Drawing
for mediation analyses).
on the construal level theory (CLT; Trope & Liberman, 2003; 2010) as
My expected findings will have implications for both theory and
a framework, I examine whether apologies can be promoted by cogni-
practice. For theoretical purposes, it will highlight the cognitive under-
tively removing the transgression from the self.
pinnings of apologies. In particular, how offenders mentally represent
According to CLT, psychological distance refers to the subjective
a transgression can affect their reactions to it. For practical purposes,
experience that an event is close to, or far from, the self. It is associ-
my findings will suggest one way in HR professionals can manage
ated with how abstractly the event is mentally represented. In essence,
or resolve workplace transgressions. In particular, when victims are
individuals represent psychologically distant events by their essential,
subjectively distant, offenders should be encouraged to express
134 WORK, STRESS AND HEALTH
F R I D AY
empathy and acknowledge the violation of rules in their apologies, model (Tables 5 and 6). Finally, the coefficient alpha reliability for all
thereby facilitating victim forgiveness and restoring the relationship. three samples was .93 or higher, indicating sufficient reliability (Tables
7-9; Cortina, 1993). In conclusion, the 10-item Perceived Introvert
Mistreatment at Work Scale (PIMAWS) is a reliable, unidimensional
B-7
measure.
Development and Validation of the Perceived Introvert Phase 3 tested for method effects and examined the convergent and
Mistreatment at Work Scale discriminant validity (Campbell & Fiske, 1959) of the PIMAWS using
Mallory McCord (University of Minnesota) the same three samples as in Phase 2. Results of the latent variable
modeling procedure (Williams & Anderson, 1994; Table 10) on Sample
Perceived introvert mistreatment at work (PIMAW), or the extent
1 indicate that the method effects of positive and negative affect do not
to which an individual feels they are the recipient of negative and/or
bias measurement of the PIMAWS. Further, impression management
unfair behaviors at work due to their introversion, is a novel construct
has no method effect. Convergent and discriminant validity was exam-
in the organizational sciences. Study of this phenomenon is important
ined across all three samples using three Methods. correlation (Tables
for four key reasons: (1) although introverts are more likely to perceive
7-9), CFA (Table 11), and Fornell and Larcker’s test (1981; Table 12).
introvert mistreatment at work, almost everyone has the potential to
Results indicate that the PIMAWS is related to but discriminant from
perceive introvert mistreatment due to within-person variance in intro-
age, gender, and ethnic discrimination in addition to incivility, bullying,
version (Fleeson, 2004); (2) despite evidence that indicates extraver-
perceived organizational support, and leader member exchange.
sion explains minimal variance in job performance (Barrick, Mount, &
Phase 4 established the criterion-related validity of the PIMAWS.
Judge, 2001), the tendency to favor extraverts in organizational deci-
Results (Tables 7-9) indicate that employees who perceive more intro-
sions (Judge & Kammeyer-Mueller, 2007) suggests widespread feel-
vert mistreatment may perceive a justice violation and later retaliate by
ings of mistreatment among introverted individuals; (3) bias in favor
increasing counterproductive behaviors. Further, those who perceive
of extraverts means organizations may be losing a competitive edge by
more introvert mistreatment are also more likely to report decreased
not taking advantage of the unique talents of introverted individuals;
job satisfaction and organizational commitment and increased anxiety,
and (4) unlike traditional discrimination, characteristics of the victim
depression, symptoms of poor physical health, and turnover intentions.
are likely an active ingredient in the PIMAW process.
This is perhaps due to a stressor-stress-strain chain, negative appraisals
To assist fellow researchers who are interested in conduct-
of the job, and/or withdrawal.
ing research on this topic, I developed and provide initial validation
In sum, the PIMAWS has satisfactory psychometric properties and
evidence for the 10-item Perceived Introvert Mistreatment at Work
can offer valuable insight into workplace mistreatment beyond the
Scale (the PIMAWS). This study incorporated five independent
topics currently studied in the mistreatment literature. At this early
samples, 974 participants, and multiwave (three months between
stage, I encourage ongoing validation efforts of the PIMAWS in addi-
administrations) and multisource data (132 significant others and 83
tion to research that investigates the unique processes surrounding
work peers). This work followed the steps outlined by Hinkin (1998)
this form of workplace mistreatment.
and occurred in four phases.
Phase 1 involved item generation and reduction. Based on theory
and definition, 94 items were generated by modifying items from exist- B-8
ing scales (e.g., Workplace Ostracism Scale; Ferris, Brown, Berry, & Lian, New Jersey Workplace Violence Legislation Evaluation Synopsis
2008) and writing items to capture additional content. Eight subject
matter experts (SMEs) eliminated 68 items due to issues such as Marilyn Ridenour (NIOSH)
redundancy or a focus on affect rather than behavior. The remaining Problem. In 2017, there were 13,080 nonfatal workplace violence
26 items (Table 1) were then subject to analyses of substantive valid- injuries that required days away from work among healthcare and
ity (Anderson & Gerbing, 1991) wherein twenty-five additional SMEs social assistance workers, which accounted for 71% of the nonfatal
completed an item sort task. Drawing on both coefficient of substantive violence-related intentional injuries by other persons occurring in all
validity (csv) values and the proportion of substantive agreement (psa), private industries combined. In 2017, within the private health care
I retained the 11 items with csv values > .80 and psa values > .85 in an and social assistance industry sector, the rate for nonfatal violence-re-
effort to retain items with the highest values for both indices and to lated intentional injuries by other persons that required days away
have an economic scale length, Finally, 138 employed individuals from from work as a result of violence was 9.1 per 10,000 full-time work-
Amazon’s Mechnical Turk (Mturk) indicated how frequently each of ers, almost 5 times greater than the overall rate in private industry of
these 11 items occurred in their workplace in the past six months. On 1.9 per 10,000 full-time workers. Because of higher violence-related
average, 37% of the sample responded in the affirmative to the 11 items intentional injuries by other persons among healthcare and social assis-
(Table 2). However, one item about mentorship was removed because tance workers and the social impact in New Jersey (NJ) of violence as
not all jobs include mentorship. an escalating problem in many healthcare settings, the NJ Violence
Phase 2 examined the factor structure and reliability of those 10 Prevention in Health Care Facilities Act was enacted in September 2011
items across three independent samples: 397 employed MTurk partici- to prevent workplace violence. In September 2011, the enactment of the
pants (Sample 1), 246 employed students (Sample 2), and 168 employ- New Jersey Violence Prevention in Health Care Facilities Act required
ees from a field sample (Sample 3) (Table 3 displays which samples acute care, psychiatric and nursing home facilities to develop work-
took which measures and when). An exploratory factor analysis and place violence prevention programs with minimum requirements of:
parallel analysis using Sample 1 indicated that the 10 items form a unidi- a workplace violence committee, training in violence recognition and
mensional scale (Table 4; Figure 1). Results of confirmatory factor anal- prevention, a workplace violence policy and plan, reporting procedures,
yses (CFA) on Samples 2 and 3 suggest good fit for a unidimensional work-site violence assessment, and worker participation. Healthcare
135 WORK, STRESS AND HEALTH
F R I D AY
facilities covered by the Act were required to be fully compliant with on negative emotional responses (NERs) and stress (Abolghasemi,
the legislation by June 6, 2012. The objective of this analysis was to Varaniyab, 2010). As resilience is shown to be a reliable method of
describe: hospital security programs’ compliance with the Act and moderating stress related events, we have to examine what role it
nurses and home healthcare aides participation in violence-based has in working and education environments as well. With the need to
training, and to evaluate their experience with workplace violence. juggle work, school, and life stressors, resilience may be a key contrib-
Procedures/Methods. A cross-sectional survey was conducted utor to success in life.
of NJ hospital security directors at 52 hospitals (69% response rate) This study was intended to examine the role that resilience plays
via a face-to-face semi-structured interview. In 2013, 309 (22.5% in buffering the impact of WSC on NERs and sleep health of college
response rate) nurses returned a mailed survey and 513 (17% response students. We predicted that resilience would moderate the effect of
rate) home healthcare aides returned a mailed survey in the state of WSC on NERs such under higher WSC, the negative effect of resilience
New Jersey. and on NERs would be weaker under higher rather than lower resilience.
Analyses. For analyses of the hospital security director interviews, For those experiencing lower WSC, higher versus lower resilience
descriptive cross tabs and Fisher’s Exact tests were utilized. For the would exert negligible effects on NERs.
nurse and home healthcare aide surveys, univariate and multivariate Participants included 103 college students (19 males, 83 female, 1
statistical analyses were conducted. Non-Binary) ranging in age from 18-37 (M= 21.3, SD=3.01) from the
Results. The surveyed security programs (n = 52) reported partial University of Nebraska at Omaha. 87.4% of students reported being
compliance with the regulations. Forty-nine percent of Security employed for wages. The average credit hours enrolled was 12.9 hours
Directors viewed training as a helpful feature of their program, but per student. The data was collected through Qualtrics, an online survey
also had suggestions for improvement, such as targeted training for tool. The participants were offered the survey as a means of complet-
staff at highest risk of violence. Nurse survey Results. Ninety percent ing a class assignment or extra credit through the university’s online
of respondents were female. Respondents who had heard of the regula- portal, SONA.
tion received a higher proportion of training (90%) than those who had Work-School Conflict. WSC was measured using a 5-item version
not heard of the regulation (58%) (P<0.0001). Nurses who received at of the scale developed by Markel and Frone (1998). Participants
least 80% of the required training components were more likely to feel used a 5-point Likert-type response scale (1 = Never, 2 = Rarely, 3 =
secure at work. When the perpetrator was a patient or a family member Sometimes, 4 = Often, 5 = Very Often) to rate how frequently they
of a patient, the respondents experienced verbal abuse the most (n=175, experienced each situation. A sample item is: “When I’m at school, I
58%), followed by threats (n=159, 52%), and physical assault (n=118, spend a lot of time thinking about my job.” The overall Cronbach’s alpha
38%). Home healthcare aide survey Results. Ninety-four percent of level for this scale was α = .88.
the respondents were female. Respondents whose agency was part of Brief Resilience Scale. Resilience was measured using a 6-item scale
a hospital were more likely to receive violence-based safety training developed by Smith, Dalen, Wiggins, Tooley, Christopher, and Bernard
than home healthcare aides whose agency was not part of a hospital (2008). Participants used a 5-point Likert-type response scale (1 =
(p=0.0313). When the perpetrator of violence was a patient or family Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Very Often) to rate
member of a patient, the respondents experienced verbal abuse the how frequently they experienced each situation. A sample item is: “I
most (n=128, 26%), then physical assault (n=79, 16%), and exposure tend to bounce back quickly after hard times.” The overall Cronbach’s
to bodily fluids (n=66, 13%). alpha level for this scale was α = .88.
Conclusions. Training was viewed by administrators as a strength Negative Emotional Responses. The NERs were each measured
of the regulation. Training is an important tool to address workplace using six questions from American College Health Association’s
violence for nurses and home healthcare aides and is an important National College Health Assessment (2005). Participants used a
component of a workplace violence prevention program. 5-point Likert-type response scale (1 = Strongly Disagree, 2 = Disagree
3 = Neutral, 4 = Agree, 5 = Strongly Agree) to rate how frequently
Work-Life-Family they experienced each situation. A sample item is: “During the current
semester, I have seriously considered suicide.” The overall Cronbach’s
C-1 alpha level for this scale was α = .82.
Sleep Health Index. The Sleep Health Index was measured using a
Sleep-Deprived College Students: Resilience as a Moderator of
five-item scale based on Scherer (2018). Participants used a 10-point
Work-School Conflict on Negative Emotions and Sleep Health
scale (1 = Very Low <> 10 = Very High) to rate their response. A sample
Lisa Scherer (University of Nebraska Omaha) item is: “Please indicate your average quality of sleep over the past
The physical and mental strain of working while enrolled in college week?” The overall Cronbach’s alpha level for this scale was α = .77.
has been well-researched, but more than half of all students are still Descriptive statistics and intercorrelations between measures are
employed earning a wage today. According to Carnevale, Smith, Melton, listed in Table 1. As predicted, WSC was a positive predictor of the
and Price (2015), 70 percent of all students work while attending NERs; however, was not for sleep health alone. BRS was shown to
college, nearly 40 percent of undergraduates work at least 30 hours moderate the negative impact of WSC on two of the NERs: depressed
a week, and 25 percent of all students working full time. This strain β = 1.61, p < .001, and overwhelmed β = .32, p < .05. Independently, BRS
on students can manifest in several ways including lower academic was able to moderate suicidal ideation β = -.419, p < .001. Hierarchical
achievement (Markel & Frone, 1998), increased prevalence of mental multiple regression analysis was computed to test the hypotheses.
health issues (Mounsey, Vandehey, Diekhoff, 2013), or inability to Results of the analysis are summarized in Table 3.
maintain proper sleep hygiene (Augner, 2011). With the demonstrated role that negative emotional responses can
Resilience as a moderator has been studied with mostly direct phys- have on sleep; mental health is a area of opportunity for future research
ical and mental issues with successful correlations showing its impact in determining effective treatment plans for sleep related issues. Given
136 WORK, STRESS AND HEALTH
F R I D AY
the important role of resilience in this and other studies, we will discuss strain-based WFC were captured at night using three items for each
challenges and opportunities in creating and evaluating the effective- of the two dimensions (Carlson, Kacmar, & Williams, 2000). PIA was
ness of resilience interventions as delineated in the recent review by assessed using ten items (Cheung, 2014). Lastly, job security was
Forbes and Fikretoglu (2018), to enhance college student resilience. measured using Oldham, Kulik, Stepina, and Ambrose’s (1986) 10-item
measure. All measures exhibited adequate reliability (i.e., .70 or higher;
Nunnally & Bernstein, 1994).
C-2
Results and Discussion. Correlations among all study measures
Workaholism and Work-Family Conflict: The Moderating Role of are presented in Table 1. In line with our assertion, workaholism was
Financial Resources positively related to both time- and strain-based WFC. Additionally,
Amanda DeLongchamp (University of Minnesota) both PIA and job security were negatively related to both forms of WFC.
Results of the multilevel regression analyses are presented in
Over the last thirty years, research on work-family conflict (WFC)
Table 2. First, we group-mean centered workaholism, and grand-mean
has increased, suggesting that WFC can negatively affect employee
centered PIA and job security. Next, we created two interaction terms
well-being and performance in and beyond the workplace (Amstad,
by multiplying centered workaholism with centered PIA and job secu-
Meier, Fasel, Elfering, & Semmer, 2011). Much of the research on
rity. To provide a stringent test of our model, we controlled for several
WFC focuses on demands created by the organization, including
demographics, including age, gender, ethnicity, hours employed, mari-
number of hours spent at work, work schedules, and job stress (Byron,
tal status, and education.
2005). Fewer studies explore the role of individual constructs such
As expected, workaholism was positively, and PIA was negatively
as workaholism, which pertains to addiction to and preoccupation
related to both time- and strain-based WFC. Job security was unre-
and compulsion towards one’s work (Clark et al., 2016) in predicting
lated to both forms of WFC. Additionally, PIA buffered the relationship
WFC. Additionally, considering that money has been rated as one of
between workaholism and time- and strain-based WFC (see Figure 1
the top sources of stress among Americans (American Psychological
and 2). Specifically, the relationship between workaholism and WFC
Association, 2015), no study to date has explored the moderating
(both time- and strain-based) was stronger when participants reported
effect of financial resources on the relationship between workaholism
low versus high PIA. Job security did not moderate the workahol-
and WFC.
ism-WFC relationship.
We undertook the current study to fill this void in the current WFC
Our study is the first to evaluate the buffering effect of financial
literature. Specifically, we explored the relationship between worka-
resources on the relationship between workaholism WFC within an
holism and WFC using experience sampling methodology (ESM). We
ESM framework. Our findings suggest that PIA, but not job security,
hypothesized that workaholism would be positively related to WFC.
can buffer the negative effects of workaholism on WFC. Our findings
Next, we investigated the moderating effect of two financial resources,
have important implications for the recognition of the critical role of
namely perceived income adequacy (PIA) and job security on the rela-
financial resources, such as PIA in reducing WFC across occupations.
tionship between workaholism and WFC within the Conservation of
Organizations may consider initiatives to enhance employee attitudes
Resources (COR; Hobfoll, 1989) framework. We expected that both
regarding their income to alleviate the negative effects of workaholism
financial resources would buffer the relationship between workahol-
on WFC. We urge researchers to explore additional financial resources
ism and WFC.
that can further reduce WFC.
Within the work-family literature, studies support that worka-
holism is positively related to WFC (Brady, Vodanovich, & Rotunda,
2008; Clark, Michel, Stevens, Howell, & Scruggs, 2013; Russo & Waters, C-3
2006). Additionally, research illustrates that individuals who hold Women’s Value Consonance in Organizations
negative perceptions of income adequacy or lack job security are
shown to experience greater WFC (Ford, 2011; Lauzun, Major, & Jones, Dulce Vega (Saint Louis University)
2012; Valcour, Ollier-Malaterre, Matz-Costa, Pitt-Casouphes, & Brown, The authors argue that inclusiveness is important for organizations to
2011). Moreover, the COR theory postulates that individuals strive better leverage the diversity in their organization. Inclusiveness enables
to acquire and maintain resources (Hobfoll, 1989). Within the COR female employees to obtain alignment between their ‘ideal’ values with
framework, both PIA and job security may be considered resources. their organizational culture. We posit that ideal-actual value conso-
COR further asserts that individuals experience stress after a loss of nance/dissonance between women’s ideal organizational images and
resources, threat to existing resources, or inadequate return on invest- their actual workplaces are likely to hold important work-related and
ment made to increase resources. Therefore, in line with COR, when subjective well-being implications. We argue using person-organiza-
individuals perceive low PIA or job security, the relationship between tion fit and theory of work adjustment that the degree to which women
workaholism and WFC should be stronger. and minorities can exercise their voice in the formation of policies and
Method. A total of 130 participants who were members of Amazon’s norms within their organization, there is likely to be more consonance
Mechanical Turk residing within the USA participated in the current between their values/interests and the places in which they work.
study. On average, participants were 20.46 years of age (SD = 10.14) Hence, having a voice will influence the level of value consonance
and employed for at least 30 hours a week. Over a period of ten work women experience in their workplace.
days, participants completed two surveys each day: one in the evening 175 women participated in the study via a snowball convenience
before leaving work and one at night before going to bed. Measures of sampling. Participants needed to be part-time or full-time working
PIA and job security were administered at Time 1. women. Undergraduate students in psychology courses at a midsize
Workaholism was assessed in the evening using the 10-item Dutch university were asked to recruit women from within their network.
Workaholism Scale (Schaufeli, Shimazu, & Taris, 2009). Time- and Using an ideographic mixed-methods approach (i.e., computerized
137 WORK, STRESS AND HEALTH
F R I D AY
piping technique), women’s value consonance/dissonance ratings address weaknesses in WF theory. Also, there is a need to explore
were computed (Harvey, Blue, & Tennial, 2012). Data collection and the intersection of WF roles through a dynamic and holistic lens that
data analyses was conducted. acknowledges simultaneous experiences of WFC and WFE, a phenom-
Our results indicated that higher experiences of sexism and turn- enon nonprofit workers likely face continuously (Hoobler & Masterson,
over were significantly associated with lower ideal-actual value conso- 2017), but is difficult to explore quantitatively. Using grounded theory
nance. Higher life satisfaction, engagement, work-life balance, and design (Creswell et al., 2007) and critical incident technique (CIT;
organizational identification were significantly associated with higher Butterfield et al., 2004; Flanagan, 1954), we aimed to further develop
ideal-actual value consonance. No relationship was found between WFA theory by exploring nonprofit workers’ experiences of WF events
ideal-actual value consonance and counterproductive work behaviors. via two research questions: 1) Do specific incidents/events of WFC
This study suggests that organizations need to consider ideal-actual or WFE elicit distinct emotions that counter one another, but when
value consonance as an important factor to focus on to address the combined create a sense of psychological WFA for nonprofit workers,
retention of female employees. and 2) What are the experiences of and responses to WFA?
Using a top-down approach, organizations need to act by Our interview questions were informed by ambivalence theory
implementing tactics that will help reduce gender-based barriers. (Ashforth et al., 2014), subject matter expert feedback, and prior
Organizations can conduct an organizational audit that will inform research. Our sample was full-time nonprofit workers from US orga-
them of barriers that women face daily. Using employee resource nizations (n=31). Using CIT, we explored their experiences of and
groups as a platform for women to meet with leaders in the organiza- response to WFC and WFE episodes. Using grounded theory design,
tion as well as address their concerns in the organization can reduce the we collected three rounds of data, modifying our inquiry and codes each
value dissonance felt by female employees (Schmidt & Nourse, 2017). round, based on the previous round’s findings. Across all interviews, we
We suggest that an inclusiveness can be operationalized through asked participants to share details of a time when work interacted with
ideal-actual value consonance/dissonance ratings in organization; their personal lives, including context, feelings, thoughts, responses,
these ratings will be a reflection of the degree to which employees and event outcomes.
perceive themselves as having an impact and voice in their organiza- Following Creswell’s (2007) best practices, we conducted an induc-
tion. We believe that this approach will help organizations distinguish tive analysis. While ambivalence theory guided coding, we added new
between intent and impact of initiatives and intervention implemented. themes/codes based on multiple coding rounds of different subsam-
ples to adequately cover WFA experiences. The first author conducted
open coding on 50% of phase one interviews, coding for major catego-
C-4
ries of information and identifying emergent themes/codes describing
In Helping Others, I Hurt Myself: A Qualitative Analysis of Work- WFA. Codes covered context, characteristics of the stimuli (work inter-
Family Ambivalence among Nonprofit Workers acting with nonwork) which included ambivalent emotions/thoughts
Angela Grotto (Manhattan College) (i.e., WFA), responses to WFA, response characteristics (e.g., deal with
source or symptoms of WFA), response types (e.g., avoidance, domi-
As complex and dynamic work environments elicit multifaceted
nation, compromise, or holism), and outcomes of the events. The first
responses from individuals, Ashforth and colleagues (2014) encour-
author then conducted a second round of open-coding on the remain-
aged organizational researchers to adopt an ambivalence perspec-
ing phase one interviews, breaking down the codes and determining
tive. Likewise, because work-family (WF) experiences are complex
what new themes/codes were needed (Strauss & Corbin, 1990). Then
and dynamic, Hoobler and Masterson (2017) developed work-fam-
the first author determined the most useful codes/themes based on
ily ambivalence (WFA) theory. WFA is the affective state of uncer-
code frequency across phase one interviews (Lofland & Lofland, 1995).
tainty toward one’s work and family arising from opposing forces of
After collecting additional data, the first author conducted axis coding
WF conflict (WFC) and enrichment (WFE). Traditionally, WFC and
on a sample of phase two interviews, revising codes to build a model
WFE have been studied as separate experiences, but these episodes
of WFA, using an ambivalence theory paradigm.
are believed to elicit countering emotions (e.g., frustration and pride)
Over the next few months, we will code phase three data, interpret
that, when combined, create psychological ambivalence. Unresolved
and summarize the results, and draw conclusions. First, the second
feelings of WFA may negatively affect employees’ personal life (e.g.,
author will pilot test the codes on a sample of phase three interviews,
recovery, Hoobler & Masterson, 2017), thus WFA research can advance
and then both authors will update the codes as needed. Next, IRR will
our understanding of well-being.
be conducted and established using the final codes and a phase three
Exploring WFA with individuals most likely to experience it, i.e.,
sample. Lastly, both authors will apply the final codes to all 31 inter-
nonprofit workers, will help further develop WFA theory. Nonprofit
views and develop conclusions, which will help answer our research
workers, an understudied group in the WF literature (Chang et al.,
questions, further develop a conceptual model of WFA, and create
2010; Casper et al., 2007; Saarenpää, 2015), tend to approach work
propositions for future research. We expect that nonprofit workers will
with high dedication and involvement, which may create WFC. Indeed,
experience WFA in response to episodes of their work interacting with
individuals perceiving emotional ties to their work tend to devote longer
their personal lives. Additionally, we expect our results to increase our
hours and make personal sacrifices to fulfill their calling (Bunderson &
understanding of WFA, including how workers respond to WFA and
Thompson, 2009; Serow, 1994), and this calling has reportedly inter-
how WFA impacts them, which has important implications for their
fered with family (Ng, Sorensen, & Feldman, 2007). Individuals with
work and well-being.
a calling have also reported high levels of career and life satisfaction
(Duffy, Allan, & Autin, 2013), and thus may also experience WFE.
Our qualitative study fills a gap in the WF literature. Beigi and
Shirmohammadi (2017) called for more qualitative WF research to
138 WORK, STRESS AND HEALTH
F R I D AY
C-5 stress and noted positive characteristics of the commute. Cluster 3,
Back from the Daily Grind: Cluster Analysis of Commute conversely, had a high level of stress and noted negative characteris-
Characteristics and Commuter Attitudes tics of the commute.
Further analysis of the four-cluster solution identified some inter-
Declan Gilmer(University of Connecticut) esting trends. First, number of days of insufficient sleep (during the past
Problem. The commutes to and from work are critical parts of the day 30 days) differed widely among clusters. Cluster 4 had an average of
for many employees who work outside the home, often because they 18.92 days of insufficient sleep, whereas other clusters had at least 7
create emotional responses that spill across work and home boundar- fewer days of insufficient sleep. Additionally, contrary to expectations,
ies (Wener, Evans, & Boately, 2005). For some employees, commuting mode of transportation did not appear to differ significantly among
provides a beneficial buffer between home and work environments that clusters, as each cluster consisted of 55-69% car drivers.
allows time for relaxation and reflection. For others, the commute is a Practical Implications. This study provides evidence that not only
stressful experience that creates unpredictability, anxiety, and anger. do characteristics of commutes vary (e.g., commute time and predict-
Previous research has examined the variables that may predict posi- ability), but also employees’ appraisals of and attitudes toward their
tive and negative commute experiences and explored the bidirectional commute. Clusters are descriptive but present a valuable opportu-
relationships between the daily commute and work and non-work nity to recognize what makes groups of employees with favorable
experiences (Morrow, 1995). Research has also noted that these rela- commute conditions appraise the situation positively and experience
tionships are often inconsistent (Koslowsky, Kluger, & Reich, 1995). low commute stress, and what makes another respond more negatively
This study seeks to describe meaningfully distinct commuter groups and experience higher commute stress. In doing so, employers may
based on aspects of the commute and commuter attitudes. In doing so, be able to develop accommodations to reduce unfavorable commute
we shed light on reasons that commuters have the commuting expe- conditions and provide information to employees to change appraisals
riences they do and provide insight for future research in the largely of commutes. Employee sleep is a potential predictor of commuting
unexplored topic of commuting. attitudes, as well as commuting safety.
Procedure. We collected cross-sectional survey data from a group Conclusion. All commutes and commuters are not created equal.
of 374 federal government workers in a major metropolitan area in the As commuters return from “the daily grind”, they can be grouped into
Northeastern U.S. The survey collected information about participants’ clusters that show differing commute length, predictability, stress, and
commuting experiences, work and personal well-being, and demo- subjective commute characteristics. This has theoretical implications
graphic characteristics. After excluding participants who completed for work-life interface research and practical implications for commut-
less than 50% of the survey or did not work sufficient days or hours ers and their employers.
to meet criteria (over 3 days and 20 hours per week), we were able to
conduct analyses on a sample of 246 employees. Participants were
C-6
62% male, had a mean age of 41-45 years, mean tenure of 6-10 years,
and mean one-way work to home commute time of 52.7 minutes. What did you do on the weekend? The relationship between
different types of weekend activities and well-being
Commuting mode was relatively evenly split between car (45.9%)
and public transit (54.1%). Mihyang An (University of Wisconsin Stout)
Analyses. K-means cluster analyses were conducted to identify and
The research on the negative impacts of stressors on employees has
describe meaningfully distinct groups of commuters. Variables utilized
led to a plethora of research on how to cope with and recover from
include individual scale items of average commute time from work to
these stressors (e.g., Almén, Lisspers, & Öst. 2019; Sianoja, Syrek, de
home (in minutes), commuting stress (e.g., “During my commute I feel
Bloom, Korpela, & Kinnunen, 2018; Singh, Burke, & Boekhorst, 2016).
angry.”), commute predictability (e.g., “I can usually estimate exactly
The recovery process has been defined as, “a person’s desire for being—
how long it will take me to get home.”), and commute characteristics
temporarily—relieved from exposure to stressors in order to replenish
(e.g., “My commute is very demanding.”). All variables were standard-
his or her resources” (p. 330; Sonnentag & Zijlstra, 2006). Four meth-
ized for interpretability. Clusters were created using IBM SPSS 25 and
ods of recovery have been explored: psychological detachment, relax-
used a maximum of 25 iterations and various cluster solutions. Final
ation, mastery, and control (Sonnentag & Fritz, 2007).
cluster centroids were graphed and interpreted.
Sonnentag and Zijlstra (2006) stated that a lack of recovery can
Results. A four-cluster solution revealed notable differences
result in lower well-being, which can lead to both heath and work
between commuter groups. Cluster 1 (n=73) was characterized by
performance issues. The focus of this project will be employees’ week-
long commute times, low commute predictability, and mean commute
end activities associated with both psychological detachment and
stress and commute characteristics (positive and negative). This group
relaxation. When psychologically detached from work and relaxed,
appeared to have the most unfavorable commute conditions, but their
employees are disengaged from work. Recent empirical work supports
cognitive appraisal and attitudes about the commute were not over-
the use of these strategies (e.g., Sonnentag & Fritz, 2015). These recov-
whelmingly positive or negative. Cluster 4 had similar unfavorable
ery strategies were recently examined meta-analytically (Bennett,
commute conditions of a long commute and low predictability yet
Bakker, & Field, 2018). Authors summarized the results of 54 indepen-
had high levels of stress and negative characteristics of the commute.
dent samples and found that psychological detachment after work had
This cluster emerged as a small (n=13) but distinct group that reacted
a stronger negative relationship with reported fatigue than relaxation or
negatively to commute conditions. Clusters 2 (n=73) and 3 (n=125)
control experiences. However, with the limitation of 24 hours in a day,
both had more favorable commute conditions: the commute times
the question of recovery activities at other times of day are associated
were at mean levels and commute predictability was high. However,
with the most well-being is important.
these groups differed on their responses to these conditions. Cluster
2 appeared to have a positive reaction characterized by low commute
139 WORK, STRESS AND HEALTH
F R I D AY
The purpose of this study is to extend our understanding of recovery Organization- and Job-Level Environments and
experiences outside of work. While some have focused on employee
Practices
experience after work (e.g., Sonnentage, Binnewies, & Mojza, 2008), or
during work hours (e.g., lunchtime activities; Marjaana, Syrek, de Bloom,
Korpela, & Kinnunen, 2018), the current study explores non-work hours D-1
during the weekend more broadly, as they relate to the experience of You’re Not You When You’re Not Supported: The Effects of
reported well-being. Coworker versus Supervisor Social Support on Workplace Isolation
Research Question: Which weekend activities are associated and Affective Commitment
with the highest level of well-being (i.e., happy, meaningful, tired, and
stressed)? Natalie Armenteros (Florida International University)
Method/ Participants, Procedure, and Measures. The current study The study of behaviors that isolate or disconnect others from social
utilized data from the American Time Use Survey (ATUS), which is a interaction has grown in recent decades (O’Reilly, Robinson, Berdahl,
federally administered, survey on time use in the US (N = 11,385, 49.9% & Banki, 2015), as these experiences at work are associated with a vari-
respond rate). The survey is sponsored by the Bureau of Labor Statistics ety of psychological and work-related consequences (Hitlan, Cliffton,
and data are freely available for use. For this purpose, those 18+, who & DeSoto, 2006; Mulki & Jaramillo, 2011; Mulki, Locander, Marshall,
were working full time, were included for analysis if they were respond- Harris, & Hensel, 2008). Although workplace isolation has garnered
ing about their time use on a weekend (Saturday or Sunday) in the year attention in the popular media as of late, empirical research on work-
2013 (n = 2,287; demographics are in Table 1). place isolation remains largely unexplored.
Using a computer-assisted telephone interviewing, respondents Workplace isolation is as a psychological construct consisting of
are asked to report on how they spent their time from 4:00 a.m. to two dimensions that describe employees’ perceptions of isolation from
4:00 p.m. the previous day, including what they were doing and for the company and coworkers (Marshall, Michaels, & Mulki, 2007). The
how long, and who they were with. In addition to the time use survey, company dimension refers to perceptions of isolation from the orga-
an additional brief survey on well-being sponsored by the National nization when the need for task-related support from supervisors and
Institute on Aging was administered in the year 2013. In this brief follow the organization are not met, whereas the colleague dimension refers
up survey, respondents were asked to how happy, tired, sad, stressed, to perceptions of isolation from coworkers when the need for casual
and in pain they felt during three activities at three randomly periods interactions and friendships are not met. Researchers have primarily
on the previous day, as well as how meaningful the activities were using focused on workplace isolation as a concern for employees engaged in
0 - 6 points scale. virtual work, since these employees work remotely and lack personal
Data Analysis. As mentioned above, surveys conducted in 2013 contact with others in their organization (Mann, Varey, & Button, 2000;
were utilized here and we included and analyzed the first activity among Pinsonneault & Boisvert, 2001). However, research has yet to examine
three activities. A 15activity ANCOVA was used to explore whether how workplace isolation can affect employees working in non-virtual
certain types of leisure activities (between subject IV) during the previ- work organizational settings, and what resources can be offered to
ous (weekend) day are associated with higher reported happiness and employees to reduce these perceptions of isolation.
meaningfulness and lower reported stress and tiredness (DV) than The Job Demands-Resources (JD-R) Theory can be used to make
others. Number of work hours was used as a control variable. predictions about job performance through motivational processes,
Results. Descriptive analyses of weekend activities are presented which are triggered by job resources (Bakker & Demerouti, 2014).
in Table 2. The results of ANCOVA across different types of activities According to the JD-R, social support is a resource that satisfies the
showed that type of weekend activities significantly relate to happi- need for belonging and the absence of such a resource can evoke cyni-
ness, meaningfulness, stressed, and tired controlling the effects of cal attitudes towards work, such as perceptions of isolation (Bakker &
work hours (Table 3-6). Demerouti, 2007). Thus, social support can fulfill the need for belong-
Discussion. This study showed that different types of weekend ing in an organization and may reduce perceptions of workplace isola-
activities related to individuals’ physical and psychological well-being. tion, which can result in higher levels of affective commitment. In fact,
For example, individual still engaged in work or work-related activities job resources including social support have been shown to be predic-
reported being highly stressed and tired, but less happy and lower tors of organizational commitment (Bakker, Demerouti, & Schaufeli,
meaningful, whereas others doing sports, religious activities, and volun- 2003).
teering activities reported high happiness and meaningful, and lower The purpose of the current study was to investigate whether
stress and fatigue. The results aligned with previous studies showing non-virtual work employees experience workplace isolation and how
recovery experience such as psychological detachment and relaxation different sources of support affect perceptions of isolation at work and
related (e.g., Sonnentag et al., 2008; Sonnentag & Fritz, 2015), suggest- whether this is related to affective commitment.
ing that further studies need to explore what types of activities are This study used a cross-sectional survey design to collect data
beneficial for workers to get recovery. through an online research participation system from 156 participants
across a wide range of occupations to test various models investigat-
ing the relationships between coworker and supervisor social support,
colleague and company workplace isolation, and affective commitment.
Mediation analyses were performed using the PROCESS Macro (Hayes,
2013). Results revealed that coworker social support and colleague
workplace isolation were significantly and negatively related. Moreover,
supervisor social support and company workplace isolation were also
significantly and negatively related. However, only company workplace
140 WORK, STRESS AND HEALTH
F R I D AY
isolation was significantly related to affective commitment, such that information is important for identifying disparities in binge drinking
employees who perceived to be less isolated from the organization and for planning prevention strategies.
were more affectively committed to their organization. Therefore, We used data from the 2013-2016 Behavioral Risk Factor
only company workplace isolation mediated the indirect relationship Surveillance System (BRFSS) to assess differences in binge drinking
between supervisor social support and affective commitment, indirect among currently employed U.S. adults by sociodemographic character-
effect = .27, SE = .05, 95% CI [.17, .37]. Colleague workplace isolation istics and by occupational groups. The BRFSS is an annual, state-based,
did not mediate the indirect relationship between coworker social random-digit dialed landline and cell phone survey of the non-institu-
support and affective commitment. tionalized, U.S. adults that collects information on health conditions,
Aside from showing that non-virtual work employees can and do health behaviors, and access to health care. The core BRFSS question-
experience workplace isolation, these results suggest that various naire contains four questions on alcohol consumption during the past
sources of social support are integral in maintaining high levels of 30 days, which were used to calculate four binge drinking measures:
affective commitment. Additionally, only company workplace isola- prevalence (proportion of respondents who reported consuming
tion is related to affective commitment. This may be because company ≥five drinks on an occasion for men, or ≥four drinks on an occasion for
workplace isolation is associated with recognized achievements and women); frequency (average number of binge drinking episodes among
involvement with the organization that may lead to promotional binge drinkers); intensity (average largest number of drinks consumed
opportunities. For most employees, feeling isolated from the company on an occasion among binge drinkers); and total annual binge drinks
versus colleagues is more detrimental because of the career advance- per binge drinker (based on binge drinking frequency and intensity).
ment opportunities associated with organizational decision-making. The National Institute for Occupational Safety and Health (NIOSH)
Employees who do not feel connected with their organization and are sponsored an optional BRFSS module to record employed or recently
not recognized for their achievements may be more likely to leave the employed respondents’ industries and occupations. The 32 states that
organization in search for jobs that can provide these resources. administered the optional module for at least one year from 2013-2016
Occupational health practitioners may use this to help inform strat- were included in this study.
egies for improving workplace environments by implementing things We calculated prevalence estimates and 95% confidence intervals
such as mentoring programs, reward systems, or employee resource for binge drinking by major and detailed occupation groups, adjusting
groups. Organizations who are interested in maintaining high levels of for sex, age, and race/ethnicity. Binge drinking frequency, intensity, and
organizational commitment in their employees may want to ensure total annual binge drinks per binge drinker were also calculated for the
that they provide adequate social support, particularly from supervi- major occupation groups. SAS-callable SUDAAN was used to perform
sors, whom employees may perceive to be more closely tied to their data analyses to account for the BRFSS’ complex sampling design.
growth and development within the company. Among the major occupation groups, binge drinking was most
common among construction and extraction workers (26.3%), and
the workers in these occupations who binge drank reported the highest
D-2
total annual binge drinks per binge drinker (749 drinks/binge drinker).
Differences in Binge Drinking by Occupation Group among However, the highest frequency of binge drinking was reported by
Currently Employed U.S. Adults across 32 States, BRFSS 2013- installation, maintenance, and repair workers who binge drank (64.2
2016 episodes per year). In contrast, farming, fishing, and forestry workers
Taylor Shockey (NIOSH) who binge drank reported the highest intensity of binge drinking (9.4
drinks per binge). Among detailed occupational groups, binge drink-
Excessive alcohol consumption is responsible for 88,000 deaths per
ing was most common among production worker supervisors (31.3%);
year in the United States, including 1 in 10 total deaths among work-
advertising, marketing, promotions, public relations, and sales manag-
ing-age adults, and cost the U.S. $249 billion in 2010, including $179
ers (28.8%); and services sales representatives (28.8%).
billion in lost productivity (1-3). Binge drinking is responsible for most
The results of this study emphasize the need to adopt a compre-
of the deaths and costs from excessive drinking, and is associated with
hensive approach to reducing excessive alcohol use, particularly binge
many health and social problems, including heart disease, violence,
drinking, among workers across occupation groups, including evidence-
motor vehicle crashes, and unintended pregnancies (2,4). The prev-
based clinical prevention strategies and community-based strategies
alence, frequency, and intensity of binge drinking is known to vary
(7,8,9,10,11). For example, alcohol screening and brief intervention
by socio-demographic characteristics (e.g., age, sex, and household
(ASBI), which has been recommended for adults by the U.S. Preventive
income). However, there is limited information on how alcohol use,
Services Task Force, is an effective strategy for reducing alcohol use
including binge drinking, varies by occupation.
in clinical settings (7). Other approaches may be needed for work-
Two state-specific studies of binge drinking by occupation were
ers in occupations where access to Employee Assistance Programs
conducted in North Dakota and California, respectively. In North
(EAPs) may be limited or in occupations where the work structure
Dakota, farm or ranch employees had the highest prevalence of binge
makes administration of interventions difficult (e.g. working in the field,
drinking (45.3%) and healthcare workers had the lowest (13.2%). In
temporary workers, etc.). Ultimately, workers and employers can both
California, installation (31.8%) and construction (31.4%) workers had
play a role in reducing excessive alcohol consumption in an effort to
the highest risk of binge drinking compared to professional and related
improve workplace safety and health.
workers who had the lowest risk at 16.6% (5,6). However, it is unclear
whether these findings are representative of binge drinking by occu-
pation across multiple states. Furthermore, neither of these studies D-3
assessed the frequency, intensity, or total binge drinks per binge drinker The Stigma of Reporting Stress-related Concerns at Work
by socio-demographic characteristics or by occupation group; this
141 WORK, STRESS AND HEALTH
F R I D AY
Zachary Klinefelter (Clemson University) CFA provide evidence of the incremental validity of stress-reporting
Employees often hesitate to discuss their occupational health concerns stigma as distinct from PSC in predicting burnout and bullying.
with their employer. The literature shows that employee hesitancy to Discussion. The current study sought to bring to light a potentially
report these issues may be an important barrier to improving occu- overlooked aspect of reporting stress-related concerns in the work-
pational health. Yet, most of this research is based on the reporting of place. Our analyses revealed that stress-reporting stigma is distinct
physical safety concerns at work, and relatively little is known about from psychosocial safety climate and can lead to increased burnout
how such processes may influence employees’ willingness to discuss and increased experiences with bullying. Furthermore, the existence of
stress-related occupational health issues, particularly in relation to a strong PSC in a workplace does not preclude stress-reporting stigma
their perceptions of negative consequences after discussing such from leading to increased experiences of bullying. Limitations of this
issues. The present research examines the stigma climate that exists study include using just a single source of data; self-report, and collect-
within workplaces for reporting stress-related concerns, as well as the ing data at just two time points only separated by a month. Strengths of
broader psychosocial safety climate within the workplace, as predictors this research include using well-validated measures of bullying, burn-
of two important occupational health outcomes: bullying and burnout. out, and PSC, as well as developing a new measure for stress-reporting
One factor likely related to the climate of stigma surrounding the stigma. Additionally, though just one month separates the two surveys,
reporting of stress-related concerns is the overall climate within the this study contributes to the stigma and climate literatures by using
organization regarding psychosocial safety issues. We argue that the more than a single time point of data. This study implies that developing
climate related to the stigma of reporting stress concerns is distinct and maintaining a psychosocial safety climate within an organization
from psychosocial safety climate (PSC) and important to study in the is not sufficient to preclude bullying from occurring. Therefore, orga-
work stress context. Specifically, while PSC encourages policies, prac- nizational interventions targeting bullying should also consider stigma
tices, and procedures that promote psychological well-being, stigma as an additional target. Future research should continue to develop the
is concerned with the fear of negative consequences if one were to theory and measurement surrounding how stigma operates in work-
report an issue at work. A high level of PSC may elicit an expecta- places. Researchers should also examine additional outcomes of stigma
tion of a workplace without psychosocial issues, and therefore a fear as stigma may not be unique to bullying and burnout.
that there could be negative consequences if one were to report such
issues. Additionally, while stigma has been examined in many differ- D-4
ent contexts (e.g., mental health), to our knowledge, no studies to date
The role of self-efficacy and overwork climate in Workaholism
have examined stigma related to reporting stress at work.
Method. Participants for this study were 500 working adults in the Silvia Silva (ISCTE University Institute of Lisbon)
U.S., who responded to surveys at Time 1 and Time 2, separated by a
Workalohism was first defined 48 years ago as “addiction to work,
month. The participants for this study were recruited online through
the compulsive and uncontrollable need to work incessantly” (Oates,
Amazon’s Mechanical Turk (MTurk). MTurk members who worked 20
1971). Although, since then, several perspectives proliferated about the
hours or more per week were encouraged to participate. After exclud-
Workaholism definition it is considered consensual that is an addiction
ing participants based on their performance on four attention check
to work. This addiction involves feeling compelled or driven to work
items or for completing the survey too quickly, the final sample size
because of internal pressures, having persistent and frequent thoughts
for analyses was 500 participants with complete data from both time
about work when not working, and working beyond what is reason-
points. Participants who completed the survey in its entirety and passed
ably expected (as established by the requirements of the job or basic
all attention checks were compensated $3.00 for participation in each
economic needs) despite potential negative consequences (Clark et al.,
of the two surveys. The survey measured participants’ perceptions of
2014, p. 1840). Clark and colleagues (2014) in a recent meta-analysis
PSC in their workplaces, their perceptions of stress-reporting stigma,
emphasized the negative outcomes of Workaholism such as increased
their experiences with bullying at work, and burnout. Additionally, the
job stress, work–life conflict, burnout, decreased job and life satisfac-
survey asked participants for demographic information.
tion, and poor physical and emotional/mental health. Nevertheless,
Results. Confirmatory factor analysis (CFA) revealed that the
there is still a need for better understanding the contexts and condi-
measure of stress-reporting stigma created for this study showed
tions that promote Workaholism and specifically the way context vari-
good fit with the data. Additionally, comparison of a four-factor
ables interact with individual variables. Self-efficacy is a very important
model with alternative models supported the use of four factors.
individual characteristic that plays a critical role in well-being and
Moderation analyses using Hayes Process Macro revealed main effects
performance at work but has revealed inconsistent results in predict-
of stress-reporting stigma and PSC in the prediction of burnout. In
ing Workaholism. At the same time, it is recognized that the organiza-
general, stress-reporting stigma was associated with increases in burn-
tional climate has an important influence on the individual’s cognition,
out, whereas PSC was associated with decreases in burnout. Finally,
emotion, performance and well-being (Carr et al., 2003) however, only
Poisson regression was used to examine the interaction of PSC and
some few studies have explored the relation with workaholism.
stress-reporting stigma in the prediction of bullying at work. Analyses
Considering this state of the art this poster follows the research
showed significant main effects for stress-reporting stigma and PSC
of Mazzetti et al., 2014 and aims to provide empirical evidence on
in predicting bullying, as well as significant interactions. Across the
the moderating effect of perceived Excessive Work Climate (CTE)
analyses, increases in PSC and decreases in stress-reporting stigma
on the relationship between perceived Self-efficacy (AE) at work and
were associated with decreases in bullying. The significant interac-
Workaholism, a relationship that is not clear in the literature. This model
tion effects showed that when stress-reporting stigma was high, the
was tested using a self-report questionnaire with validated scales and
relationship between PSC and bullying was weaker than it is when
with data from two samples. One sample (sample 1) consisting of 187
stress-reporting stigma is low. Regression analyses and an additional
portuguese workers belonging to different organizations. The second
142 WORK, STRESS AND HEALTH
F R I D AY
sample included 381 participants, belonging to the same organization hours. Instead, perceptions of informal managerial practices encour-
(a representative sample of a multinational company that provides aging specific responses during work hours and low family-support-
Retail Real Estate Services). The results obtained explained between ive work environments predicted workplace telepressure. We also
7% and 28% of the workaholism variance and suggest that the CTE conducted exploratory analyses on policy enforcement and specific
as a positive and significant predictor of Workaholism. Additionally, response time expectations. Among employees who reported having
it was found that AE is a positive predictor of Workaholism, however, a formal policy that discourages after-hours responding (n = 385), only
this correlation was only significant for sample 1. Contrary to expec- 63.9% said the policy was consistently enforced by the organization,
tations, the moderating effect of CTE on the relationship between AE managers, or other organizational leaders. Among employees who
and workaholism was not observed. This study contributes to a better did not have a formal policy (n = 97), only 35.8% said having a formal
understanding of workaholism predictors, expecting that it may, in policy that discourages employee use of message-based technology
some way, empower the leaders of organizations to mitigate the like- would be beneficial to them. Alternatively, 41.3% said that having a
lihood of development or reinforcement of this addiction. formal policy that discourages employee use of message-based tech-
nology would be problematic for them. The qualitative data in open-
ended responses suggested that participants were not convinced that
D-5
a policy would lead to substantive behavioral change, or that it would
Workplace Telepressure in Organizations: Are Disconnection also lead to more restrictions on personal flexibility and the ability to
Policies Helpful? address time-sensitive matters. We also asked participants to report
Larissa Barber (San Diego State University) expected response time for three different modes of communication
(email, text, and voicemail) according to formal policy and informal
Employees often feel the need to be technologically tethered to the
practices. As shown in Figure 3, the majority of respondents reported
workplace through to meet the needs of supervisors, colleagues, and
that both formal and informal expected response times somewhere
clients. For example, one survey of American professionals found that
within 24 hours for all three forms of communication. More than half
30% continuously have their email open while working, and 58% report
of participants who responded to these questions reported that the
that they responded within one hour (Wright, 2017). The term work-
expected report time for both formal policy and informal practices
place telepressure was coined to describe this urge to be responsive
was within 0-6 hours.
to others through information communications technologies (ICTs)
These findings have two key implications for organizational policies
combined with a preoccupation with fast response times (Barber &
and practices. First, organizations should target informal managerial
Santuzzi, 2015). Taking steps to reduce this heightened responsivity
practices regarding response times during work hours and poor work-
pressure is a growing concern among organizations. For example, many
life culture if they want to reduce the pressure to stay electronically
companies are considering “disconnection” policies that discourage
tethered to work. Before adopting policies related to after-hours tech-
employees from responding to work emails after hours—21% of U.S.-
nology use, organizations must also carefully consider effective imple-
based and multi-national companies reported having formal policies
mentation challenges and drawbacks of formal policies. Our results
regarding technology use outside of work hours (Society of Human
suggest that there is no quick fix for reducing workplace telepressure
Resource Management, 2012). Yet, there is little evidence that such
via policy adoption. Rather, large-scale improvements to a support-
policies are the most effective way for reducing the pressure to stay
ive work environment (Kossek, Lewis, & Hammer, 2010) and altering
connected. Guided by social influence and social information process-
technology use norms may be helpful in reducing workplace telepres-
ing theories (Cialdini & Goldstein, 2004; Walter, 1992), we explored
sure among employees. Second, employees perceive both costs and
whether employee reports of formal organizational policies and infor-
benefits of existing organizational policies that discourage technology
mal managerial practices would predict workplace telepressure. Using
use outside of established work hours. Workers who thought a policy
organizational support theory (Eisenberger et al., 1986; Rhoades &
would be beneficial were in the minority; additionally, close to half
Eisenberger, 2002), we also examined whether perceptions of whether
of the workers were concerned that such policies would cause more
the organization is family-supportive predict workplace telepressure.
issues, especially in terms of restricting flexibility. Thus, organizations
We collected data using an online survey questionnaire from
should carefully consider whether and how to adopt formal disconnec-
a crowdsourcing forum (Amazon’s Mechanical Turk). Our sample
tion policies to avoid unintended consequences.
included 482 full time (35hrs a week or more) U.S. employees across
diverse occupations and organizations. Questions regarding formal
policies and informal managerial practices surrounding technology use D-6
expectations during nonwork (see Figure 1) and work hours (see Figure Predictors of Participation in Workplace Health Promotion
2) were assessed with a mix of closed-ended (yes/no) and open-ended Programs: A Review and Recommendations for Research and
measures. We also included validated measures of family-supportive Practice
work environment (14 items; Allen, 2001) and workplace telepressure
(6-items; Barber & Santuzzi, 2015). Reliability estimates for measures, James Kunz (Colorado State University)
descriptive statistics, and bivariate associations among measures are Less than 11% of Americans regularly engage in optimal health habits
reported in Table 1. (e.g., refraining from smoking, exercising at least three times per week;
We analyzed our data using structural equation modeling (see Yang, Cogswell, Fanders et al., 2012). However, significant improvement
Table 2 for path estimates). Employees’ perceptions of formal organi- on health in the 21st century may come from within the workplace,
zational policies surrounding response expectations both during and as the World Health Organization has prioritized the workplace as
after work hours were not associated with workplace telepressure, nor an environment for health promotion (Workplace Health Promotion,
were informal managerial practices discouraging responses after work 2019). Workplace health promotion programs (WHPPs) have produced
143 WORK, STRESS AND HEALTH
F R I D AY
beneficial health outcomes for employees such as improvement in self-efficacy regarding physical activity, social support from colleagues
exercise frequency, weight loss, smoking cessation, blood pressure, and supervisors regarding participation in WHPPs, and workplace barri-
and cholesterol (Anger et al., 2015). Moreover, WHPPs are associated ers (e.g., location/distance).
with increased cost savings for employers such as a reduction of $3.27 Recognizing predictors of participation in WHPPs in different
in medical care costs and a $2.73 reduction in absenteeism costs for contexts may aid in understanding what WHPPs are best suited for
every dollar spent on WHPPs (Baicker, Cutler & Song, 2010). Yet in a different populations. Moreover, understanding what predicts partici-
review of the literature, the median participation rate for employees pation or non-participation in WHPPs may aid in recruitment efforts, as
with WHPPs available to them was only 33% (Robroek, van Lenthe, well as eliminating barriers that deter employees from participating. As
van Empelen & Burdorf, 2009). noted, increased participation in WHPPs can improve employee health
The purpose of the present study was to review existing research to and well-being, as well as reduce costs for employers. Our presenta-
summarize what we know about predictors of participation in WHPPs tion at the WSH conference will summarize more findings in detail and
over the last 10 years since the most recent review conducted by provide recommendations for future research and recommendations
Robroek et al. (2009). To understand factors associated with increases for WHPP design and implementation.
in WHPP participation and guide future research and practice on this
topic, it is useful to have a current understanding of what predicts
D-7
participation in such programs. Consequently, we reviewed both quan-
titative and qualitative studies regarding predictors of participation in Fire under Control: Firefighters’ Leadership Styles, Empowerment
WHPPs. We also distinguished between predictors of workers’ inten- and Psychological Well-being
tions to participate and actual participation in WHPPs (among those Michael Frueh (Central Michigan University)
who had programs available to them). Moreover, we also examined
Few studies have examined the relationship between leadership styles
predictors of participation in different types of WHPPs (e.g., whether
and psychological well-being among professional firefighters (e.g.
the WHPP was delivered online, in-person, or both, as well as whether
Angelo & Chambel, 2015; Varvel, 2007). These studies have found
the WHPP was only educational or included screenings or physical
that supervisors’ support was negatively related to firefighters’ burn-
activity).
out (Angelo & Chambel, 2015) and stress perception (Varvel, 2007).
First, we investigated demographic characteristics as predictors of
However, leadership studies conducted in other occupations have
WHPP participation. Generally, our results indicated a positive relation-
demonstrated that multiple leadership behaviors are important factors
ship between age and participation in WHPPs across varying contexts.
related to followers’ well-being (i.e. Bedi, Alpaslan, & Green, 2016;
Robroek, Lindeboom, and Burdorf (2012) noted this was consistent
Montano, Franke, & Hüffmeier, 2017). Supervisors with a negative
with past literature. The relationship between sex and participation in
leadership style like abusive supervision are toxic to the well-being of
WHPPs in recent research is mixed. A number of studies have found
their followers (Bowling & Michel, 2011; Zhang & Liao, 2015), are not
males more likely to participate in WHPPs. However, this finding
trusted (Brown et al., 2005; Vogel et al., 2015), and result in followers
contradicted prior research that indicated males typically participate
with a decreased sense of empowerment (i.e. Mackey et al., 2015). On
less in WHPPs (Abraham, Feldman, Nyman & Barleen, 2011). The stud-
the other hand, supervisors with positive leadership styles like trans-
ies that have investigated the relationship between marital status and
formational, authentic, and ethical leadership, have followers with high
participation in WHPPs have consistently found mixed results, and the
psychological functioning and well-being (e.g. Bedi et al., 2016), and
same was true for income as a predictor for participation in WHPPs.
foster trustful (e.g. Hoch et al., 2016) and empowered followers (e.g.
Next, we investigated workers’ health and well-being as predictors
Hoch et al., 2016;). In addition, A few studies found that trust in the
of WHPP participation. Many health characteristics or habits are nega-
leader mediates the relationship between transformational leadership
tively related to WHPP participation including smoking, cardiovascular
and psychological well-being (e.g. Kelloway et al., 2012; Liu et al., 2010).
disease, abnormal BMI, and other health conditions. Conversely, posi-
Hypothesis 1: Abusive supervision is negatively related to follow-
tive affect and prior exercise habits were typically positively associated
ers’ psychological well-being; authentic, ethical, and transformational
with WHPP participation. Still, the positive relationship between prior
leadership are positively related to followers’ psychological well-being.
exercise behavior and participation in WHPPs may depend on the type
Hypothesis 2: The relationships between leadership styles and
of prior exercise behavior. For instance, individuals with a past history
psychological well-being are mediated by empowerment.
of exercise within a fitness center were more likely to participate in
Hypothesis 3: The relationships between leadership styles and
a WHPP (Abraham, et al., 2011; Middlestadt et al., 2011). However,
psychological well-being are mediated by trust in the leader.
a negative relationship between past exercise behavior and WHPP
Method. Participants were 129 professional firefighters (working
participation was found for participants who had a past history of exer-
at least 35 hours a week). Among them, 92% worked in the U.S. and
cise outside of health facilities (e.g., jogging on nature trails), which may
8% worked in Switzerland. Participants were recruited either by online
suggest that those who enjoy outdoor activities may not find indoor
invitations or during visits to fire departments. Participants completed
workout facilities appealing (Abraham et al., 2011).
a survey at time I about their supervisors’ leadership style and at time
The theory of planned behavior helps explain the relationship
II (n = 129) about mediators (trust in the leader and empowerment)
between attitudes and participation in WHPPs (Ajzen, 1991; Payne,
and the outcome (i.e. psychological well-being).
Jones & Harris, 2002). Specifically, positive attitudes toward physical
Measures. Authentic leadership was measured with the Authentic
activity are consistently, positively related to participation in WHPPs.
Leadership Questionnaire (ALQ; Walumbwa et al., 2008).
Regarding beliefs, an internal health locus of control was positively
Transformational leadership was measured with the MLQ Form 5X
associated with WHPP participation and belief about one’s health
(Bass & Avolio, 2004).
status was inversely related to participation in WHPPs. Mediators
and moderators of these relationships will also be discussed, including
144 WORK, STRESS AND HEALTH
F R I D AY
Ethical leadership was measured with Brown and colleagues’ Ethical subdivided performance outcomes into more specific types (i.e., task
Leadership Scale (ELQ; 2005). performance, OCB, CWB, safety performance, and creativity perfor-
Abusive supervision was measured with Tepper’s Abusive mance) to provide richer information. Moreover, we proposed overall
Supervision Scale (2000). Empowerment was measured with a scale job satisfaction as a mediator of the relationships, as satisfaction with
developed by Spreitzer (1995). a specific factor influences overall job satisfaction evaluations (e.g.,
Trust in the leader was measured using a six-item measure adapted Ibrahim et al., 2016) and job satisfaction predicts job performance
from Cook and Wall’s Interpersonal Trust at Work scale (1980). (e.g., Judge & Bono, 2001). Finally, we hypothesized that the relation-
Psychological well-being was measured with the 12-item version of ship between SPWE and overall job satisfaction would be stronger
the General Health Questionnaire (GHQ; Goldberg, 1972). for employees who spend more time at work (less telecommuting)
Control variable. Participants’ country of origin was considered as compared to employees who spend less time at work (more telecom-
a control variable, but it made no difference in the results. muting) given that employees who spend more time at work (less
Results. Correlations provided general support for most of the telecommuting) are exposed to the physical work environment factors
hypotheses (Table 1). Abusive supervision was related to lower psycho- longer. A conceptual model is presented in Figure 1.
logical well-being (r = -.23, p < .01), and ethical and transformational This study contributes to the existing literature in several ways. First,
leadership were associated with greater psychological well-being (r = this study underscores the importance of SPWE and expands limited
.24, p < .01, and r = .23, p < .01, respectively). Contrary to predictions understanding of SPWE with recent empirical data. Additionally, this
however, authentic leadership was not related psychological well-being. study reveals the mechanisms of the relationships between SPWE and
Consequently Hypothesis 1 was only partially supported. different performance outcomes and demonstrates what population
Mediation analysis. To test the mediation hypotheses (Figure 1), we is more affected by SPWE.
used bootstrapping procedures, which provide estimates of the indirect Method. We collected three time point survey data through
effects (Preacher & Hayes, 2004). From a simple mediation analysis Qualtrics online panels. In Time 1, 1,062 full-time employees partic-
conducted using ordinary least squares path analysis, the four leader- ipated. In Time 2, 615 employees returned and participated (the aver-
ship styles did not indirectly influence psychological well-being through age time interval = 9.84 days, SD = 3.81). In Time 3, 417 participants
their effect on trust in the leader (Table 2). However, from a simple returned and participated (the average time interval = 9.48 days, SD
mediation analysis, authentic leadership, ethical leadership and trans- = 2.72).
formational leadership, but not abusive supervision, indirectly influ- In Time 1, SPWE (Kim & de Dear, 2013; see Appendix A) and demo-
enced psychological well-being through their effect on empowerment. graphic information were collected. In Time 2, telecommuting was
Discussion. Evidence from the 129 firefighters generally supported measured as the average number of Cammann et al., telecommut-
significant relations between their evaluations of leadership styles (AL, ing hours per week (Golden & Veiga, 2005). In Time 3, overall job
AS, ethical, and TFL) and well-being through the mediating effect of satisfaction (Cammann et al., 1979), task performance (Williams &
empowerment but not trust in the leader. Surprisingly, authentic super- Anderson, 1991), OCB (Settoon & Mossholder, 2002), CWB (Robinson
visors did not generate higher psychological well-being, and AS was & Bennett, 2000), safety performance (Neal & Griffin, 2006), and
not related to empowerment, which is not consistent with previous creativity performance (Zhou & George, 2001) were assessed. All
research (e.g. Banks et al., 2016). It is noteworthy that empowerment Cronbach’s alpha values were above .70.
mediated the relations between the positive leadership styles (i.e. Results and Discussion. Descriptive statistics and correlations are
followers’ ratings of AL, TFL, and EL) and psychological well-being, but presented in Table 1.
did not act as a mediator for the relation between the negative lead- A Moderated Mediation Model. We performed a moderated medi-
ership style (abusive supervision) and psychological well-being. The ation model using a path analysis on Mplus 7.4. Unstandardized coef-
failure of trust in leader to mediate these processes was inconsistent ficients are reported in Tables 2 and 3. The model fit was acceptable,
with previous research (e.g. Read & Laschinger, 2015). χ 2(10) = 38.38, p < .01, CFI =.90, RMSEA = .08. Results showed that
Future research should examine further the impact of leadership in SPWE was associated with safety performance (γ = .27, p < .01), but
fire departments to determine the best form of leadership in this situ- not with the other four outcomes. Also, SPWE positively related to
ation, and to see whether these results generalize to other outcomes satisfaction (γ = .63, p < .01).
such as job performance and turnover. In the meantime, for purposes As shown in Table 3, overall job satisfaction fully mediated the
of improving and maintaining firefighters’ well-being, fire departments relationships between SPWE and task performance (ab = .068, p <
could find ways to train leaders in behaviors that will engender the .01), OCB (ab = .098, p < .01), CWB (ab = -.032, p < .01), and creativity
psychological experience of empowerment in their subordinates. performance (ab = .081, p < .05); however, safety performance was not
(ab = -.024, p > .05). The findings make sense as physical work factors
such as deemed light would directly affect safety performance even
D-8
without emotional evaluations of the physical work factors.
Linking Satisfaction with Physical Work Environment, Furthermore, telecommuting hours significantly moderated the
Telecommuting, and Job Performance via Job Satisfaction relationship between SPWE and overall job satisfaction (γ = -.01, p <
Seulki Jang (Penn State Mont Alto) .05). A simple slope test revealed that the positive effect of SPWE on
overall job satisfaction was stronger for individuals who telecommuted
Introduction. We examined the relationships between SPWE and vari-
less (γ = .73, p < .01) than those who telecommuted more (γ = .52, p
ous performance outcomes. Although some studies showed the rela-
< .01), which suggests that SPWE is more critical for those who spend
tionship between SPWE and performance outcomes (e.g., Sundstrom,
longer time in the workplace.
Burt, & Kamp, 1980), they were published decades ago. We attempted
Lastly, the total moderated mediation model was not significantly
to demonstrate the relationships with more recent data. Also, we
different between individuals who telecommuted more and those who
145 WORK, STRESS AND HEALTH
F R I D AY
telecommuted less on task performance (estimate = -.02, p = .08), divided into two groups according to Kowalski et al. (2010): a high/
OCB (estimate = -.03, p = .08), CWB (estimate = .01, p = .09), safety moderate risk group and a low risk group. Social support and work-
performance (estimate = .01, p = .72), and creativity performance life-balance were used as interval scales. As control variables gender
(estimate = -.03, p = .12). It indicates that the indirect paths were not and age were added to the model.
significant different between high and low telecommuting groups on Findings: Of the 175 participants 62.3% were female and 35.4%
the five performance outcomes. were male. In terms of burnout 62% of the participants were assigned
Implications. This study reveals a theoretical mechanism of how to the “no risk group”, whereas 38% were assigned to the “moderate/
SPWE influences work performance. Furthermore, this study demon- high risk group”. The binary logistic regression analysis demonstrated
strates that the mechanism varies depending on specific types of work positive effects of social support through supervisors (OR, 2.903; CI,
performance. Practically, this study suggests that companies that 1.532-5.499) and work-life-balance (OR, 2.447; CI, 1.481-4.043) on
hardly offer telecommuting options should pay more attention to phys- emotional exhaustion for German health care workers in disability
ical work environmental factors for the sake of employee satisfaction institutions. Also male gender was identified as predictor for emotional
and performance. exhaustion (OR, .210; CI, .085-0.518). Nagelkerke’s Pseudo-R2 was
.406 which corresponds to a large effect according to Cohen (1992).
The effect of social support through colleagues was not apparent in
D-9
this sample.
Social support, work-life-balance, and emotional exhaustion Discussion: Regarding to the effects of social support through
among German health care workers in disability institutions supervisors and work-life-balance on emotional exhaustion the find-
Lara Lindert (Uniklinik Köln) ings support the hypotheses, that these factors can influence emotional
exhaustion positively. To examine the effects of these variables on the
Background. According to current data of the BKK Federal Association
relationship between work demands and mental disorders further
mental disorders are the second leading cause for absence of work
research should focus on the moderator effects of social support
days of German health insureds. Absence of work days due to mental
through supervisors and work-life-balance on the relation between
disorders rose continuously between 2007 and 2017 (Knieps & Pfaff,
work demands and mental health. As well the fact that social support
2018). Particularly professionals interacting with other people most of
through colleagues has no impact on burnout in this sample needs to
their working time are affected by mental health problems (Knieps &
be checked and explained in further research. In their daily work health
Pfaff, 2016). In the field of health care burnout among employees can
care workers are mostly interacting with patients and have not much
lead to absenteeism and cause higher turnover rates. Burnout in health
time to care for their relationships with colleagues (Frowein, 2005).
care workers accompanies with less patient orientation and safety and
This might explain that the effect on emotional exhaustion was not
less quality in care (Ehresmann, Kockert, & Schott, 2015; Moss, Good,
apparent in this sample. Nevertheless, the results show that good social
Gozal, Kleinpell, & Sessler, 2016). So burnout in health care workers
support through supervisors and good work-life-balance can help to
not only affects the health of employees, but also the situation of their
improve mental health of health care workers in disability institutions,
patients. Furthermore mental disorders cause high economic costs due
which can be considered when conducting interventions to improve
to sickness leave (BMAS/BAuA, 2016). It is already known that work-
mental health in this setting.
ing conditions can affect mental health in positive and negative ways:
High work demands can restrict mental health of employees whereas
resources can help to prevent mental disorders or burnout (Rothe D-10
et al., 2017). Especially in the health care sector there are often high Development of DPQ-Process - a process tool to assist workplaces
work demands on employees (e.g. high workload) (BIBB/BAuA, 2012). in their efforts to improve psychosocial working conditions
Kowalski et al. (2010) identified workload, latitude in decision making
and male gender as significant predictors for emotional exhaustion Thomas Clausen (The National Research Center for the Working
Environment (NFA), Denmark)
among professionals working with people with disabilities. The present
study focuses on the resources that might help to raise mental health Statement of the problem. Psychosocial working conditions are import-
of health care workers in disability institutions and reduce the negative ant determinants of worker well-being and many studies have provided
impact of disadvantageous work demands. The aim of this study is to evidence of an association between an adverse psychosocial work
investigate the associations between emotional exhaustion, social environment and outcomes related to the health and well-being of
support through colleagues and supervisors, and work-life-balance for employees (Theorell et al., 2015; Madsen et al., 2017; Theorell et al.,
German health care workers in disability institutions. 2016; Clausen et al., 2014; Knardahl et al., 2017; Clausen & Borg, 2010).
Method: This study is based on the data of an employee survey In Denmark, it is commonplace for workplaces to use screening
among German health care workers in six disability institutions. The questionnaires to identify strengths and problems in the psychosocial
collection of data has already been finished: 308 employees received work environment. In many workplaces, efforts spent at problem iden-
a paper-based questionnaire, 175 participated (response rate: 56.8%). tification seems to hold priority over the subsequent efforts aimed at
As dependant variable emotional exhaustion was measured by the improving the psychosocial working conditions. Hence, many work-
subscale of the Maslach Burnout Inventory-General Survey (Schaufeli, places experience difficulties in their efforts to improve the psychoso-
Leiter, Maslach, & Jackson, 1996). As independent variables social cial work environment, and these difficulties may be ascribed to lack of
support through colleagues and supervisors measured by Udris & tools and know-how to deal successfully with the process.
Rimann (1999) and work-life balance measured by Pfaff et al. (2004) The aim of this project was to construct, test, and develop a
were used. The data was examined by a binary linear regression anal- process tool to guide workplaces through the steps that are neces-
ysis in IBM SPSS Statistics 25. The emotional exhaustion scale was sary to improve the psychosocial work environment. The process tool
146 WORK, STRESS AND HEALTH
F R I D AY
is based on the workplace version of the Danish Psychosocial Work well-being and efficiency in the production processes while simultane-
Environment Questionnaire (DPQ) (Clausen et al., 2018) and, hence, ously reducing cases of sickness absence and turnover in workplaces.
labelled DPQ-Process. Conclusions. The research group has identified a clear need for
Procedures. We have conducted a thorough review of the literature process support for workplaces who are interested in improving their
of workplace interventions to identify methods, processes and tools psychosocial work environment. The presented process tool may
that may improve the identification of issues in the psychosocial work constitute one solution to satisfy this need.
environment in workplaces and facilitate subsequent action.
The results from the literature review were used to develop a pilot
D-11
version of the process tool in collaboration between researchers at the
National Research Centre for the Working Environment and an experi- The Moderating Effect of Supervisor Support on Occupational
enced occupational psychologist. Stress and Correlates of Suicide
The pilot version of the process tool has both been presented to Christina Engelken (Sam Houston State University)
and discussed with researchers and practitioners in the field. The pilot
Among law enforcement officers, occupational stress often cannot be
version of the tool has also been tested in companies. A large scale-
prevented due to the uncontrollable nature of the job. Indeed, a number
test of the process tool will be conducted in the second half of 2019.
of physical and psychological conditions arise from chronic occupa-
Feed-back from the early stages of testing the process tool has
tional stress in law enforcement. These include a greater frequency
been used to refine the pilot version, and feed-back from the large-
of physical complaints (Burke, 1994; Hartley, Burchfiel, Fekedulegn,
scale test of the questionnaire will be used to develop a final version
Andrew, & Violanti, 2011; Johnson et al., 2005), depressive symptoms
of the process tool.
(Gershon, Barocas, Canton, Li, & Vlahov, 2009; Obidoa et al., 2011), and
Data are collected using semi-structured qualitative interviews and
higher rates of posttraumatic stress disorder (PTSD) compared to the
focus-group interviews.
general public (French, 2017; McCanlies et al., 2014). Further, while
Analyses. Results from the literature review and the test of pilot
the research on suicidality in probation and parole officers is scarce,
versions of the process tool will be used to assess workplace’s needs
the level of suicidality among police and correctional officers has been
for methods, processes and tools to improve the psychosocial work
found to be more than twice that of the national average (New Jersey
environment.
Police Suicide Task Force Report, 2009; Violanti, Robinson, & Shen,
Results. The DPQ-Process tool is based on participatory methods
2013). Although prior research has examined potential strategies for
as previous studies have shown the benefits of involving the employees
stress intervention, few have examined the effect of supervisor support
in initiatives aiming at improving the psychosocial working conditions.
on the relationship between different types of occupational stress and
First, solutions to specific problems in the psychosocial work envi-
individual outcomes in police, correctional, and probation/parole offi-
ronment may be enriched by drawing on the expertise of employees
cers. For this study, occupational stress is measured in two dimensions:
in the process. Second, involving employees may boost their feelings
operational and organizational. Operational stress results from the
of ownership of the process. Such feelings of ownership may increase
occupation itself while organizational stress results from procedures or
the possibilities that the process of improving the working conditions
policies within the agency (McCreary & Thompson, 2006). For exam-
may be successful.
ple, operational stress may result from critical incidents while organi-
The literature review provided clear evidence that the process
zational stress may arise from excessive paper work. Past research on
of implementing action plans was often overlooked. Therefore, it is
the individual effects of operational and organizational stress has been
emphasized that a clear focus on implementation, evaluation and
inconclusive. Predictably, multiple studies have found a strong connec-
process learning is important for a successful process.
tion between operational stressors such as critical incidents and PTSD
In developing the process tool, we have identified five distinct
(Brough, 2004; Carlier, Lamberts, & Gersons, 1997; Ward, Lombard,
phases that a process aiming at improving the psychosocial work envi-
& Gwebushe, 2006). However, Maguen et al. (2014) found the rela-
ronment should run through. These are:
tionship between critical incident exposure and PTSD to be mediated
1)start-up and planning of the process,
by routine organizational stressors. Indeed, many studies have found
2)surveying the psychosocial work environment and reporting of
organizational stressors to be significantly predictive of PTSD symp-
results,
toms, sometimes even more so than exposure to critical incidents
3)prioritization of goals and formulation of action plans,
(Abdollahi, 2002; Carlier et al., 1997; Collins & Gibbs, 2003; Liberman
4)implementation and follow-up on action plans, and
et al., 2002). Organizational support theory suggests that perceived
5)evaluation of the process and lessons learned
support from a supervisor may mitigate negative consequences of
The process tool contains written text and video material that
occupational stress (Rhoades & Eisenberger, 2002). The high rate of
describes the five phases of the process and concrete tools to assist
suicide is arguably the most pressing problem among this population.
the workplaces in their efforts to improve the psychosocial work
For this reason and as a means of reducing suicidality, correlates of
environment.
suicidal ideation (i.e., depression, PTSD, and hopelessness) will be
The process tool also contains an operational definition of what the
assessed. Thus, the present study aims to assess the impact of supervi-
psychosocial work environment is and what characterizes the dimen-
sor support on the association between different types of occupational
sions of the psychosocial work environment that are measured in the
stress (i.e., operational and organizational) and depression, PTSD, and
Danish Psychosocial Work Environment Questionnaire (DPQ).
hopelessness. Various criminal justice agencies in the southern United
Practical implications. The DPQ-Process tool may contribute to
States participated in this study. Participants were administered the
improving the capacity of workplaces to facilitate processes aiming
following measures: The Police Stress Questionnaire (McCreary &
at improving psychosocial working conditions. The DPQ-Process tool
Thompson, 2006), Survey of Perceived Supervisor Support (Kottke &
may therefore, in a wider perspective, contribute to improving worker
147 WORK, STRESS AND HEALTH
F R I D AY
Sharafinski, 1988); PTSD Checklist for DSM-5 (Weathers et al., 2013), assessment of the moderated mediation model was conducted via
Patient Health Questionnaire Depression Scale (Kroenke, Spitzer, and PROCESS v3.2 model 14 (Hayes, 2018).
Williams, 2002), and Beck’s Hopelessness Scale (Beck, Weissman, The results of the moderated mediation partially supported our
Lester, & Trexler, 1974). At present, 113 individuals have participated hypotheses. We found that job security at Time 1 significantly predicted
in this study although the data collection phase of the study has not intrinsic motivation at Time 2, fully mediated by Time 1 affective orga-
yet ended. Data collection for this study will be complete mid-February. nizational commitment. Job security at Time 1 was also found to signifi-
Using regression analysis, we hypothesize that both types of occupa- cantly predict intrinsic motivation at Time 2, partially mediated by Time
tional stress will be related to each of the individual outcome variables. 1 normative organizational commitment. Continuance organizational
We further hypothesize that perceived supervisor support will have a commitment at Time 1 was not significantly related job security at Time
unique interaction effect on both organizational and operational stress 1 or intrinsic motivation at Time 2. In addition, psychological safety
and negative individual outcomes, though the interaction between climate at Time 1 significantly interacted with both affective and norma-
organizational stress and supervisory support is predicted to have the tive organizational commitment at Time 1 to predict intrinsic motivation
greatest impact. Examining the associations between organizational at Time 2, in the complete moderated mediation model (Figure 1 & 2).
and operational stress, supervisor support, and individual outcomes The results of the current study have numerous implications for
is important in the development of potential prevention and interven- organizations. The positive relationship between job security and intrin-
tion strategies for law enforcement officers who experience negative sic motivation may demonstrate that employees who feel that they are
psychological health outcomes as a result of occupational stress. secure in their job that will continue to have their financial needs met
may apply their cognitive resources towards intrinsic factors and yield
greater performance and engagement. Furthermore, the greater sense
D-12
of security may enhance employee’s sense of loyalty to an organization
Job Security, Organizational Commitment, Psychological Safety that continues to provide them with an opportunity to work and provide
Climate: A Moderated Mediation Model Predicting Intrinsic for themselves and their family financially. Which may thus facilitate
Motivation an employee’s ability and desire to work for the satisfying nature of
Anton Sytine (Clemson University) the work itself. The addition of an organizational climate that provides
a sense of psychological safety and recognizes the need and value of
The retention of high performing employees is critical to the continued
maintaining the psychological health and well-being of its employees
success of organizations and allows them to flourish in an ever-chang-
magnifies the employees’ commitment to the organization, therefore
ing global economy. Although employees may recognize the personal,
resulting in greater intrinsic motivation. These findings demonstrate
financial, and social need for their job, it does not guarantee that they
the need for organizations to foster and promote a positive psycholog-
are motivated to perform to the best of their abilities. What contributes
ical safety climate. This may come in the form of creating awareness
to employee motivation is a complex and multi faceted issue that is the
about the benefits of a safe psychological climate, as well as training
focus of the present study.
managers and subordinates, and possibly unions, about strategies
The purpose of the present study was to examine alternative possi-
and protocols that may enhance the psychological safety in the orga-
ble antecedents to intrinsic motivation; as well as test a moderated
nization. Finally, organizations ought to provide a greater sense of job
mediation model that uniquely examines the relationship between job
security among its employees, whom may then fear less over provid-
security, organizational commitment, psychological safety climate, and
ing for themselves and their families financially, and thus focus on the
intrinsic motivation among employees.
pleasure and interest of their work.
Previous research has demonstrated that employees who are more
To succeed in the continuously changing global economy, organiza-
satisfied with their job security were more committed to the organiza-
tions need to make continuous strides to enhance the workplace as well
tion (Ashford, 1989; Rosenblatt & Ruvio, 1998; Yousef, 1997). Job secu-
as the workforce. This may be achieved by providing employees greater
rity may provide employees with the belief that regardless of economic
job security as well as creating and maintaining a positive psychological
conditions they will continue to have a job with their organization.
safety climate, which may foster employees’ commitment to the orga-
Employees with more job security may be more committed to the
nization and facilitate their intrinsic motivation in the hopes of yielding
organization due to a sense of loyalty to the organization for continuing
greater engagement and performance.
to employ them and provide for them. Greater organizational commit-
ment may then facilitate an employee’s motivation to perform.
In addition, the presence of high or low psychological safety may D-13
affect the relationship between employees’ commitment to the orga- Altruism in the Workplace: Correlation Between Teamwork and
nization and their intrinsic motivation. Low psychological safety may Organizational Citizenship Behaviors (OCBs)
decrease the positive effects of organizational commitment on moti-
vation, while high psychological safety may enhance organizational Jessica Gomez (Albizu University)
commitment and therefore motivation, even in the presence of low The study of Organizational Citizenship Behaviors (OCBs) is increasing
job security. due to recent research linking them to key components in an organi-
The present study examined the longitudinal relationship between zation, including job satisfaction and productivity (Brief, 1998). OCBs
job security and intrinsic motivation mediated by organizational are voluntary actions done in the workplace with the intent of benefit-
commitment (affective, normative, and continuance). In addition, ting the organization (Allen & Rush, 1998). This study was designed to
psychological safety climate was included in the model as a moder- examine the relationship between OCBs and Teamwork. Convenient
ator of the organizational commitment-motivation relationship. An sampling was used to recruit 323 participants to take a survey. After
reviewing the informed consent and completing a demographics
148 WORK, STRESS AND HEALTH
F R I D AY
portion, the survey consisted of 19 items that measured the two the initial hypothesis for a correlation between OCB and Teamwork.
constructs addressed. The results from this study indicated a signifi- Findings from this research may have applicable implications for HR
cant positive correlation between OCBs and Teamwork. The implica- personnel. For example, organizations that often use group work can
tions from this study are applicable in the field of human resources and benefit in using the OCB-C during the screening process, because
may be considered in the selection process. high scores in OCB will also reflect a high likelihood to be successful
OCBs are discretionary actions done outside of the employee’s in team engagements.
prescribed job duties. There are two categories of OCBs: OCBI relate
to self-direction and benefiting other individuals, while OCBO focus on
D-14
organizational impacts (Gatewood, 2016). Examples of OCBI include
altruistic behaviors such as assisting coworkers or inspiring motiva- Do workplace aesthetics matter? Testing the moderating effects
tion. Altruism refers to the selfless concern for the well-being of others. of need for aesthetics and general mindfulness
An example of OCBO is adhering to company rules when not being Lydia Johnson (The University of Tennessee at Chattanooga)
monitored. As such, OCBs are done without expecting compensation
Minimal research has examined the impact of aesthetically pleasing
and with the intent of facilitating goal attainment. OCBs are linked to
workspaces and/or work environment elements on employee outcomes
work-related outcomes such as improvement in job performance and
such as negative work attitudes, job satisfaction, or resource recov-
satisfaction, and decreased turnover (Allen & Rush, 1998).
ery needs. The purpose of the present study was to test if aesthetic
Teamwork in the workplace involves a group of employees orga-
elements in a workspace or work environment matter to employees,
nized to accomplish a goal (Khuong & Tien, 2013). Working in teams
and if this effect is moderated by the extent to which employees are
can have numerous benefits, including minimizing job anxiety, increas-
generally mindful and have a need for an aesthetically pleasing work-
ing productivity, motivation and job satisfaction, and having diverse
space (NFAPW).
input for a diverse, well-rounded output. Groups with effective leader-
Several theories and related fields of research support the notion
ship have been found to perform higher and be more inclined to partic-
that the aesthetics of a space has psychological benefits. For example,
ipate in OCBs (Setiyono & Suparman Lalu, 2018). Similarly, individuals
Kaplan’s attention restoration theory (Kaplan & Kaplan, 1989) supports
with collectivistic values seem to perform OCBs more often than people
the notion that the aesthetic components of an environment influences
with individualistic values (Moorman & Blakely, 1995).
the degree to which that environment may facilitate a person’s restor-
Convenience sampling was used to recruit a total of 323 partici-
ative experiences (Kaplan, Bardwell, & Slakter, 1993). Per William
pants. The respondents were 26% male and 74% female with ages
James’ (1892) work on voluntary attention and involuntary attention/
ranging from 18 to 81, mode age was 25. Participants were limited to
fascination, due to the way aesthetically pleasing environments tend
18 years and older with job experience. Individuals were recruited via
to naturally capture our fascination and thus require less voluntary
phone, email and social media outlets. The study concluded with 71% of
attention, an aesthetically pleasing workplace might function as a
participants working full-time and mode hours worked per week being
less draining and more restorative environment than a less aesthet-
40. The majority of the sample identified as Hispanic/Latin (53.3%),
ically pleasing workplace. Finally, Maslow’s early writings on human
with the other largest racial group being Non-Hispanic/White (37.5%).
motivation describe a need for aesthetics, yet 60 years later there is
The 10-item short version of the Organizational Citizenship Behavior
still relatively little research on this concept. Thus, this study examined
Checklist (OCB-C) was used in this study (Fox & Spector, 2009). The
need for aesthetics as a hypothesized moderator of the relationship
OCB-C instrument has 10 items following a 5-point Likert scale ranging
between workplace aesthetics and employee outcomes.
from 1 (never) to 5 (every day). The International Personality Item Pool
Related to all of this, little research has examined whether individ-
(IPIP) was used to attain 9 items to measure the construct of Teamwork
uals’ mindfulness levels influence the impact or effects of workplace
(Goldberg et al., 2006). These items also followed a 5-point Likert scale
interventions that change the physical work environment. In other
ranging from 1 (strongly disagree) to 5 (strongly agree).
words, it is not yet known if one’s tendency to notice their surroundings
After participants were recruited, they completed an online survey
impacts the degree a workplace environmental intervention is success-
that took approximately 15 minutes. The survey began with an informed
ful. Thus, we also considered mindfulness as a hypothesized moder-
consent form that explained confidentiality, anonymity, the study’s
ator of the impact of workplace aesthetics on employee outcomes.
intent, voluntary participation, and the right to withdraw. Next was a
Five research
brief demographics section followed by 19 items measuring the two
questions were also evaluated in this study. These questions further
constructs.
explore the concept of NFAPW, evaluate how different mindfulness
The pretest criteria for conducting a correlation analysis include
dimensions may impact the core hypothesized relationships, and
checking the data for normality, linearity, and homoscedasticity. The
compare the impact and value of different types of visual elements
first two criteria were met, but homoscedasticity was not. Regardless,
within the workplace.
a correlational analysis was conducted for OCBs and Teamwork. The
Data were collected from adult fulltime employees (N = 175), with
analysis revealed a small but statistically significant positive correlation
the most frequently reported industries being education, manufactur-
(r = +0.114, p = 0.040, α = 0.05). This means that as OCB scores go up,
ing, and utility services. Data were collected using an internet-based
Teamwork scores also go up, and vice versa. The finding implies that
survey that included measures of mindfulness, negative work attitudes,
individuals who are highly successful in group work may have a higher
job satisfaction, post work recovery needs, relevant individual differ-
inclination to exhibit OCBs. This result supports the results of Setiyono
ences (i.e., sex, personality), a new 10-item scale measuring NFAPW,
and Suparman Lalu (2018), relaying how successful teams are more
a new 6-item scale measuring perceived workplace aesthetics (PWA),
likely to exhibit OCBs. A limitation to this study is the reduced internal
and a list of 12 aesthetically pleasing visual elements. Additionally,
validity due to selection bias. Convenience sampling decreases confi-
participants were asked to upload three photos of their workspace and
dence in the results’ generalizability. The results of the study support
149 WORK, STRESS AND HEALTH
F R I D AY
broader workplace. With these measures, we were able to evaluate on musculoskeletal pain in occupational health has been over-reli-
PWA and the prevalence of aesthetic elements (PAE). ant on outdated biomedical models which target exposure to biome-
Quantitative data were analyzed using correlational and regres- chanical stress (Marras et al., 2009). Prior work in experimental and
sion-based techniques and all photos and open-ended response clinical pain research has demonstrated that anatomical abnormality
answers were thematically coded for their relevance to the PWA and (e.g., herniated discs in the spine, loss of knee cartilage, osteophytes)
PAE constructs. Results suggest that together, NFAPW and general is a poor predictor of pain and disability (Edwards et al., 2016; Finan
mindfulness affect employees’ work attitudes. Specifically, for individ- et al., 2013). Researchers now realize psychological factors, such as
uals with a high NFAPW and general mindfulness, negative work atti- pain beliefs, attention, and anxiety, modulate the pain pathway and
tudes were lower in more aesthetically pleasing workplaces, but higher affect pain perception. Although pain science has made considerable
for those in non-aesthetically pleasing workplaces. Additionally, when progress in delineating psychological and social determinants of pain,
analyses were conducted without covariates, NFAPW moderated the most research has focused on the former and not the latter, leaving
relationship between prevalence of aesthetic elements and resource job demands at the wayside (Blyth, Macfarlane, & Nicholas, 2007).
recovery needs. Main effects or moderation effects were not identified There has been increasing interest into the impact of psychoso-
for job satisfaction. cial job demands on musculoskeletal disorders recently (MacDonald
Several research questions were additionally explored in this study. and Oakman, 2015). However, much of this work has treated physical
First, we found that different dimensions of mindfulness affect the rela- demands as a confound instead of a contingency of interest, neglected
tionship between the independent and dependent variables in differ- the role of stress as it relates to psychological job demands and psycho-
ent ways. For example, the mindfulness dimension observing outside logical strain (e.g., burnout), and lacked an integrative framework of
moderated the relationship between PWA and job satisfaction and the the two (Eatough et al., 2012; Vargas-Prada and Coggon, 2015). Such
dimension describing moderates the relationship between PWA and thinking overlooks the dynamic relationships subsumed in the biopsy-
resource recovery needs. Second, certain visual elements were found to chosocial model of pain. Thus, the purpose of this study was to investi-
be more common in workplaces that were rated as aesthetically pleas- gate the indirect effect of psychological job demands on pain outcomes
ing; direct natural light, other decorations (i.e., personally meaningful and the effect of various mediators and moderators of this relationship
items), colorful accents/decorations, nature artwork/photographs, and derived from the job demands-resources (JD-R) framework. A concep-
windows with natures views were. Each of these same visual elements tual diagram with putative mechanisms is illustrated in figure 1.
were also rated as the most important by participants to have present Methods. A total of 833 employees from six light manufacturing
and visible in their office. Last, although no significant 3-way interac- sites completed a survey on work characteristics, perceived stress,
tions were found, it does appear that the impact of workplace aesthet- burnout, and health conditions which included modified versions of
ics are stronger for individuals high on both NFAPW and mindfulness. the Job Content Questionnaire (JCQ), Stress in General scale (SIG),
The findings in this study have several important implications for Oldenburg Burnout Inventory (OLBI), and a 5-point verbal response
both research and practice. First, both the NFAPW and PWA scales scale of pain intensity across seven regions of the body – neck, shoul-
demonstrated high internal consistency and could be used in future der, wrist or forearm, hands, low back, knee, and foot. The JCQ psycho-
research or used in conjunction with other existing measures of work logical (JCQ-PSY) and physical job demands (JCQ-PHY) subscale,
design characteristics. Second, 60% of participants reported they SIG pressure subscale (SIG-P), the OLBI exhaustion subscale, and a
would like the aesthetics of their workplace improved. When paired composite of the total pain summed across seven body sites (0 = no
with the relatively high levels of NFAPW found in this sample, this pain in any region, 28 = extreme pain at all sites) were used to assess
implies that organizations have many opportunities to positively impact key variables in the study. Conditional process analysis based on multi-
their employees by increasing the aesthetics of the workplace. Finally, ple linear regression was used to examine contingent mechanisms
researchers and practitioners should further examine incorporating which relate job demands, perceived stress (SIG-P), exhaustion from
certain specific visual elements in workplace interventions as they may work (OLBI exhaustion), physical job demands, and pain.
have a stronger impact on employees. Results. Simple mediation analysis yielded a moderate indirect
effect of psychological job demands on pain via OLBI exhaustion (β
Workplace Stress and Related Outcomes = 0.133, 95% CI: [0.098 – 0.169] with 10,000 resamples). Although
there was no direct effect of psychological job demands (b = 0.098, p =
E-1 0.361) or perceived stress (b = – 0.035, p = 0.760) on exhaustion, there
was a significant interaction effect between psychological job demands
Stressed, Exhausted, and Hurting: Delineating the Path Between
and perceived stress on exhaustion (b = 0.112, p < 0.05). There was no
Psychological Job Demands and Musculoskeletal Pain in a
direct effect of exhaustion on pain (b = – 0.218, p = 0.545), but there
Manufacturing Workforce
was a direct effect of physical job demands (b = – 2.084, p < 0.001) and
Ethan Gossett (University of Connecticut) a significant interaction between physical job demands and exhaus-
Objective: An extensive body of research from ergonomics and occu- tion (b = 0.829, p < 0.001). Last, conditional process analysis revealed
pational health suggests there is a positive relationship between a moderated-moderated mediation such that the indirect effect of
physical job demands and musculoskeletal disorders (MSDs) in the psychological demands on pain through exhaustion was significantly
workforce (da Costa & Vieira, 2010; Marras, 2009). In parallel, the greater at moderate and high levels of perceived stress and physical
field of pain science, including pain psychology and neuroscience, has demands compared to low levels (Effect: 0.093, SE = 0.051; 95% CI:
investigated the interaction of psychosocial and biological factors in [0.011 – 0.209] with 10,000 resamples).
pain processing (i.e., the biopsychosocial model of pain) for over fifty Conclusions. Findings from the current study suggest the indirect
years (Gatchel, 2007). Yet, these two lines of inquiry, pain science and effect of psychological job demands on pain mediated by exhaustion
occupational health, remain largely disjointed. Much of the research is also moderated by perceived stress and physical job demands. This
150 WORK, STRESS AND HEALTH
F R I D AY
work highlights the complex and synergistic relationship of biological, effect of low job control on the sense of control - WE relationship
psychological and social factors in musculoskeletal pain, which may (Hypothesis 5).
explain small or non-significant effects reported in prior work. There are Participants (N = 277) were employees of a large U.S. university,
limitations to the current study, the greatest being use of a cross-sec- age 18+, who worked 30+ hours per week and had job-related customer
tional design. The possibility that pain causes exhaustion cannot be contact. An advertisement was posted on a university website; partic-
excluded, nor should it be. Reciprocal effects between exhaustion and ipants completed a 20-minute online survey and received a $10
pain are likely. Future research using prospective designs, such as a incentive.
cross-lagged panel, will help elucidate the direction and strength of A 15 item scale from Brown and Ryan (2003) was used to assess
this relationship. trait mindfulness. A five-item scale from Lachman and Weaver (1998)
was used to assess sense of control. A three-item scale from Smith,
Tisak, Hahn and Schmieder (1997) was used to measure job control.
E-2
An 18-item scale from Rich, LePine, and Crawford (2010) was used to
Joint Effects of Sense of Control, Job Control, and Dispositional measure WE.
Mindfulness as Relating to Work Engagement Scale descriptive statistics, correlations, and coefficient alphas are
Marviene Fulton (University of North Carolina Charlotte) in Table 1. We tested main effects and interactions using hierarchical
linear regression. As recommended by Dawson (2014), we standard-
Work engagement (WE) is a positive mental state consisting of vigor,
ized the predictor variables before creating interaction terms. We
dedication, and absorption (Schaufeli et al., 2002). Employees with
entered the three predictors (step 1), then the three two-way interac-
high levels of WE have better task performance, higher commitment
tion terms (step 2), then the three-way interaction term (step 3). We
to their companies, and find their work “fun” (Schaufeli, 2016). We
interpreted results from step 3.
draw upon Self Determination Theory (SDT) (Ryan & Deci, 2000) to
Sense of control (β = .17, p = .004), job control (β = .38, p < .001),
propose that sense of control, job control, and mindfulness positively
and mindfulness (β = .17, p = .003) all positively predicted WE, support-
predict WE. We further propose that mindfulness and job control have
ing H1, H2, and H4. The two-way interaction term for sense of control
joint moderating effects on the relationship between sense of control
x job control was significant (β = .14, p = .019), supporting H3. The
and WE, such that mindfulness buffers a negative relationship between
three-way interaction term was also significant (β = -.16, p = .009),
sense of control and WE when job control is low.
supporting H5.
According to SDT, satisfaction of psychological needs through
We plotted the three-way interaction using Excel and tested for
autonomy, competence, and relatedness produces intrinsic motiva-
slope differences using tools from Dawson (2014; see Figure 1). Overall,
tion (Ryan & Deci, 2000; 2008). Extrinsically, or controlled, behaviors
as sense of control increases, WE increases, especially at high job
and emotional states deplete energy, while intrinsically motivated
control. When job control is low, the relationship between sense of
activities and autonomous self-regulation do not use internal resources
control and WE is weaker; yet, mindfulness buffers this effect. When
and increase vitality (Ryan & Deci, 2008). WE is intrinsically moti-
job control is low and mindfulness is high, the relationship between
vated as it involves investment of internal resources; yet instead of
sense of control and WE is significantly stronger than when it is low.
depletion, it is characterized by vigor (Schaufeli et al., 2002; Stefano
This slope at low levels of job control and mindfulness was significantly
& Gaudiino, 2019).
different from the other three slopes, supporting our proposition that
Sense of control is, “the belief that one can determine one’s own
mindfulness is effective when job control is limited and sense of control
internal states and behavior, influence one’s environment, and/or bring
is high. This finding is useful for organizations with positions that are
about desired outcomes” (Wallston et al., 1987, p. 5). Sense of control
inherently low on autonomy.
positively correlates with well-being, and due to its link to autono-
mous functioning, we expect it to positively relate to WE (Hypothesis
1). However, high sense of control not always beneficial; in uncon- E-3
trollable situations, high sense of control causes considerable stress Influence of a Cognitive Behavioral Training Programme on
(Heidemeier & Goritz, 2013). Burnout and Depression
Job control is the actual or perceived control, or authority, a person
has concerning their work tasks and how they are completed (Llorens, Hugo Figueiredo Ferraz (International University of Valencia)
Salanova, Torrente, & Acosta, 2013). In accordance with SDT, job Introduction: Recently Burnout was included in the 11th Revision of the
control should positively relate to WE (Hypothesis 2). We also expect International Classification of Diseases (ICD-11) as an occupational
the relationship between sense of control and WE to be weaker for phenomenon (WHO, 2019). The rate of burnout has increased consid-
those with low job control (Hypothesis 3). erably to the point that it is now recognized as one of the psychoso-
Mindfulness refers to being fully aware of the moment as it is cial phenomena that causes the most damage in the workplace and
happening, with non-judgmental selflessness and open-minded accep- one which will probably be a pressing social problem in the future.
tance (Davis & Haynes, 2011). In addition to a cognitive state, mind- According to Gil-Monte (2005) burnout is a psychological response
fulness is a dispositional trait that varies between people and can be to chronic work-related stress that appears in professionals in service
strengthened through meditation (Kiken, Garland, Bluth, Palsson, & organizations who work in direct contact with the clients or users
Gaylord, 2015). One’s level of dispositional mindfulness affects the of the organization. It is a non-psychiatric syndrome characterized
frequency and length of their mindfulness experiences. Mindfulness is by cognitive deterioration (i.e., loss of enthusiasm toward the job),
thought to relate to autonomous motivation (Schultz & Ryan, 2015); we emotional deterioration (i.e., psychological exhaustion), and attitudes
therefore expect mindfulness to relate positively to WE (Hypothesis 4). and behaviours of indifference, withdrawal and, sometimes, abusive
We further expect mindfulness to buffer the aforementioned negative attitudes toward the client (i.e., indolence). In addition, in some cases,
151 WORK, STRESS AND HEALTH
F R I D AY
negative attitudes on the job, especially toward the people with whom Healthcare providers are in critical need of new methods to help under-
the worker establishes work relationships, lead to high feelings of guilt. stand and counter the occupational and environmental conditions that
The research has identified physiological and psychological symptoms often lead to burnout (Garcia-Izquierdo & Rios-Risquez, 2012). Burnout,
associated with burnout among teachers, as cortisol dysregulation conceptualized as the opposite of engagement, describes a combina-
(Bellingrath, Weigl and Kudielka, 2008) and depressed affect (Shin, tion of emotional exhaustion, depersonalization, and reduced feelings
Noh, Jang, Park, and Lee, 2013). of personal accomplishment. Past research has considered and inves-
Objective: This longitudinal study was carried out to assess the effi- tigated the implications of experiencing different patterns, or profiles,
cacy of a cognitive behavioral training program that was designed to of burnout subscales rather than aggregating scores across subscales
modify the cognitive and emotional processes related burnout, depres- (Cherniss, 1980; Golembiewski & Munzenrider, 1988; Leiter & Maslach,
sion and its effects on salivary cortisol levels, over a 7-month period in 2016). However, fewer works have examined the differential outcomes
a sample of high school teachers. of these distinct profiles. Toward this end, this study replicates and
Method: The entire sample was made up of 66 high school teach- extends Leiter and Maslach’s (2016) work by using latent profile anal-
ers, 8 (12,1%) men and 58 (87,9%) women. Of these, there were 30 ysis (LPA) to explore the effect of five burnout profiles in a sample of
teachers in the training group and 36 teachers in the non-training group. healthcare leaders, demonstrating the differential impact that these
Instruments: Burnout levels were evaluated with the Spanish profiles have on outcomes for leaders. This study provides implica-
Burnout Inventory (SBI) (Gil-Monte & Figueiredo-Ferraz, 2013). tions for understanding the benefit of a latent profile approach to the
Depressive symptoms were estimated by the Zung Self-Rating study of both burnout and leadership development. Table 1 highlights
Depression Scale (ZSDS) (Zung 1965) and Psychosomatic disorders hypotheses for this study.
were measured by subscale UNIPSICO (Figueiredo-Ferraz, Gil-Monte, Methods. Sample. Participants were 350 medical professionals at
Ribeiro do Couto, and Grau-Alberola, 2013). The levels of cortisol a large hospital in the southern United States. The sample was 78.9%
were measured by Cortisol Awakening Response (CAR). The saliva female. Most of the participants (68.6%) had spent at least one year
samples were kept in a freezer at 20º C, and later analysed following working in direct patient care, and all participants were leaders of a
the ELISA method. The training program was divided into twelve on-site team or unit. Participants were 92.0% white, 5.4% black or African
sessions (e.g. Training in the concept of work-related stress; Training American, 1.7% Hispanic or Latino, 0.6% Asian, and 0.3% of one or
in cognitive techniques; Training in physiological techniques; Control more race. Average tenure at the organization was 13.2 years.
over emotions). Measures. Burnout was measured using a subset of items from the
Procedure: The training received by the participants was carried out Maslach Burnout Inventory (MBI; Maslach, Jackson, & Leiter, 1996),
by clinical psychology practitioners. The study was divided into three allowing us to capture the three sub-facets of burnout: emotional
time periods, with a gap of three months between T1 and T2 (training exhaustion (i.e., exhaustion; 4 items, = .89), depersonalization
program) and four mouths between T2 and T3 (Follow up). In order to (i.e., cynicism; 5 items, = .87), and personal accomplishment (i.e.,
compare the results, training group and non-training group was divided inefficacy; 6 items, = .79). Unit performance was measured using
into two groups with high levels of psychosomatic disorders and low three items ( = .73). Mindful attentional awareness (MAA; e.g., “I
levels of psychosomatic disorders. Participation was voluntary, and run through activities without really paying attention to them) was
confidentiality was guaranteed. measured using five items ( = .89). Work meaning (e.g., “My work
Results. The training program significantly reduced burnout and is meaningful”) was measured using two items ( = .88). Authentic
depression levels in the training group with high levels psychosomatic emotion (e.g., “The emotions I express at work are genuine”) was
disorders from T1 to T2, and it significantly decreased cortisol levels measured using three items ( = .73).
from T1 to T2. T The results in the trained group have remained stable Procedure. Study participants completed two surveys regarding
in T3. No significant differences were found in the other groups from their experiences working at the organization, separated by 3-4 months.
T1 to T2 and from T1 to T3. We conducted latent profile analysis (LPA) on employee burnout
Conclusion. Findings show that the training program was effective in data using a robust maximum likelihood estimator in Mplus 7. We
significantly reducing the burnout levels in the training group with high used adjusted Bayesian information criterion (aBIC) values, bootstrap
levels psychosomatic disorders compared to the other groups. In the likelihood ratio tests, and high entropy values (>.70) to identify profile
same way it was effective in reducing the levels of depression related to solutions with the best fit (Pastor, Barron, Miller, & Davis, 2007).
work stress in the training group with high levels psychosomatic disor- After the optimal profile solution was identified, we conducted
ders. It was also found that the training program had an indirect signif- pseudo-Wald chi-square tests, which account for classification uncer-
icant effect on cortisol levels. The study may be an important point of tainty, to test outcome variables.
reference for clinicians and therapists, facilitating both the diagnosis Results. Burnout Profiles. Results indicated that a 5-profile solution,
and treatment of different types of burnout. Although our study has with two end-state and three intermediate-state profiles resulted in
been carry out in a sample of teachers, burnout also affects members optimal model fit (Figure 1; Table 2). Table 3 shows class membership
of other helping professions. This study could also be useful in detect- counts and descriptive statistics for the 5-profile solution.
ing the need for intervention programs in order to reduce work stress Outcomes. Descriptive statistics for all outcome variables are
and to prevent negative consequences as depression. included in Table 4. The chi-square test for unit performance was
significant, χ2(4) = 15.45, p = .004 (Figure 2). In line with our hypoth-
esis, ineffective employees did not report significantly different
E-4
perceived unit performance than burned out employees (χ2(1) = 0.37,
Re-Thinking Burnout in Healthcare Leadership: The Contribution p = .543), but reported significantly lower perceived unit performance
of Profile Analytics than engaged employees (χ2(1) = 6.22, p = .013). However, ineffec-
Michelle L. Flynn (Clemson University) tive employees did not report significantly lower unit performance
152 WORK, STRESS AND HEALTH
F R I D AY
than overextended employees (χ2(1) = 2.35, p = .125) and disengaged substances, (5) a strong irresistible desire or urge to use substances,
employees (χ2(1) = 2.22, p = .136). (6) spent a great deal of time using substances or getting over afteref-
The chi-square test for MAA was also significant, χ2(4) = 28.20, p fects, and (7) used more than usual to get the same effect or the same
< .001 (Figure 3). In line with our hypothesis, overextended employees amount had less effect on you than before. Physical (biomechanical)
did not report significantly different mindful attentional awareness than job demands were assessed with three questions (“How often does
burned out employees (χ2(1) = 2.82, p = .093), but reported signifi- your job require…”): (1) a lot of physical effort, (2) lifting loads weighing
cantly higher mindful attentional awareness than engaged employees 50 pounds or greater, and (3) crouching, stooping, or kneeling. Several
(χ2(1) = 24.84, p = .028). However, overextended employees did not psychosocial working conditions - skill discretion, decision authority,
significantly differ from disengaged (χ2(1) = 3.09, p = .079) or ineffec- job control, psychological job demands (time pressure and workload),
tive employees (χ2(1) = 1.18, p = .277). supervisor and coworker support at work, job insecurity, and working
The chi-square test for work meaning was significant, χ2(4) = 60.96, hours - were measured with a self-administered questionnaire [5].
p < .001. In line with our hypothesis, disengaged employees did not For analyses, the scores of physical and psychosocial working condi-
report significantly different work meaning than burned out employees tions were dichotomized at their medians. Job strain was defined as
(χ2(1) = 0.734, p = .392), but reported significantly lower work mean- a combination of low job control and high psychological job demands.
ing than engaged employees (χ2(1) = 27.93, p < .001). However, disen- In addition, musculoskeletal disorders (arthritis, rheumatism, or other
gaged employees did not significantly differ from ineffective (χ2(1) = bone or joint diseases; sciatica, lumbago, or recurring backache) and
0.570, p = .450) employees on work meaning mental disorders (anxiety or depression) in the past 12 months were
Discussion. Our study replicates Leiter and Maslach’s (2016) assessed and considered for analyses.
findings, providing support for two endpoint and three intermediate Results. The prevalence of OUD was 3.7 % (80 out of the 2,134
burnout profiles in a sample of healthcare leaders, and extends these workers; 4.2% in men and 3.3% in women). In bivariate analyses, low
findings, linking them to important work variables including MAA, work skill discretion, low job control, high psychological job demands, job
meaning, authentic emotion displays, and, ultimately, unit performance. strain, high physical demands were significantly (p < 0.05) associated
with OUD. After controlling for sociodemographic variables (age, sex,
race/ethnicity, marital status, education, and household income) and
E-5
job strain, high physical job demands were associated with OUD: the
Job strain, physical job demands, and opioid use disorder in US prevalence ratio (PR) (95% confidence interval (CI)) was 1.70 (1.06-
workers 2.72, p = 0.027). After controlling for sociodemographic variables and
BongKyoo Choi (University of California Irvine) physical job demands, psychosocial working conditions (high job strain,
low skill discretion, and high psychological job demands) increased
Background. There were 47,600 opioid-related overdose deaths in 2017
the risk for OUD: PR of job strain was 2.14 (1.37-3.33, p = 0.001). After
in the United States (US), which is equivalent to 130 deaths per day
additional adjustment for musculoskeletal and mental disorders, PRs
[1]. During the recent two decades, the rate of opioid-related overdose
of high physical job demands and job strain were 1.67 (1.04-2.66) and
deaths has quadrupled in the US: 2.9 per 100,000 standard popula-
2.01 (1.29-3.13), respectively.
tion in 1999 to 14.9 in 2017. Also, about 1.6 million US adults aged 26
Conclusions. This is the first study that tested and demonstrated
or older had an opioid use disorder (OUD) (a problematic pattern of
the associations between adverse working conditions (low learning
opioid use that leads to serious impairment or distress) [2]. However,
opportunities on the job, high time pressure and workload, and high
little is known about the occupational risk factors for OUD, a strong
physical demands) and OUD in a nation-wide sample of US middle-
predictor for opioid-relate overdose deaths [3,4]. The purpose of this
aged working populations. Injuries due to heavy physical and psycho-
cross-sectional study is to examine the associations between adverse
logical work demands and subsequent treatment with narcotics, and
working conditions (physical job demands, job control, psychological
self-medication of narcotics to cope with work stress may explain the
job demands, job strain, social support at work, job insecurity, and
identified associations in the current study. Longitudinal studies are
work hours) and OUD in a working population who participated in the
urgently needed to examine the associations between adverse working
National Survey of Midlife Development in the United States (MIDUS)
conditions, OUD, and opioid-related overdose deaths in US working
II Study.
populations. This study implies that improving physical (biomechani-
Methods. The MIDUS II study was conducted in 2004-2006 as
cal) and psychosocial working conditions may be an important strategy
a follow-up survey of the MIDUS I study (1994-1995) that had been
for the prevention of OUD and opioid overdose deaths in US workers.
originally designed to investigate the roles of behavioral, psycholog-
ical, and social factors in understanding age-related differences in
physical and mental health. Among the participants of the MIDUS II E-6
study (N=4,032), 2,134 workers (1,059 men and 1,075 women; mean Lessons Learned from Healthcare Frontline Employees: The Role of
age, 51 years) were chosen for the current study. Workers with OUD Emotional Intelligence and Self-Efficacy in Managing the Effects of
were defined as those who reported a self-medication of painkillers Workplace Stress
including opioids (e.g., Demerol, Darvon, and Percodan) or heroin in
the last 12 months and additionally agreed to two or more of the follow- Monique Dawkins (Columbia University)
ing questions: (1) used much larger amounts or for a longer period Research Problem. Nonclinical frontline employees (FLE) work in a
than intended, (2) under the effects or suffering aftereffects while at complex role that provides critical administrative support to healthcare
work or school, or while taking care of children, (3) under the effects organizations and they are extremely vulnerable to workplace stress.
or feeling aftereffects in a situation which increased your chances of Stress is an expected hazard of working as an FLE. Hartline and Ferrell
getting hurt, (4) any emotional or psychological problems from using (1993) have reported that FLEs “are typically underpaid, under trained,
153 WORK, STRESS AND HEALTH
F R I D AY
overworked and highly stressed” (p. 62). Singh (2000) eloquently attempts to provide exceptional customer service while minimizing
summarized the ongoing battle that FLEs face in the workplace by stress in the workplace.
stating: “dealing with the stress created by expectations and demands
of customers and management, FLEs seek coping resources that will
E-7
help them self-regulate and stunt the dysfunctional effects of stress on
their performance and well-being” (p. 19). There is limited published The Protective Effects of Reactive Approach Motivation in the
findings that center on non-clinical healthcare employees and the Context of Burnout
existing research does not elaborate on these employees manage Eric Damecour (Saint Mary’s University)
stress in the workplace.
Problem. Given the amount of time spent at work, the quality of people’s
Methods. An exploratory study was conducted and a conve-
experiences within workplaces are essential to their overall well-be-
nience sample of 51 healthcare frontline employees was recruited
ing. Unfortunately, many modern-day workplace settings elicit high
to participate in this study. Participants volunteered to complete an
degrees of stress (Porath & Pearson, 2010; Schaufeli, Martinez, Pinto,
online demographic survey, which included the Perceived Stress Scale
Salanova, & Bakker, 2002) and thus, are detrimental to well-being.
(PSS), Brief COPE and SSEIT assessment tools, which measured the
Regardless, some individuals can thrive in emotionally and physically
employee perception of stress, use of coping strategies and ability to
demanding workplace settings better than others. Indeed, a large and
use emotional intelligence. A subgroup (20) of the larger sample partic-
growing body of research suggests that some people are quite adept
ipated in an individual semi-structured interview. The interviews were
at engaging defensive reactions to threats, and that such defenses
facilitated to gain further insight into what strategies were learned and
do, in fact, mitigate the negative emotional consequences that such
how the employees learned to cope with stress. The findings from both
threats would otherwise produce (see Jonas et al., 2014 for a review).
the survey and interview were analyzed and findings were garnered and
Therefore, two studies were conducted to observe the protective effects
reported as part of the study.
of reactive approach motivation (RAM) against such threats as inci-
Analysis. All of the assessments instruments that were included in
vilities, and their negative health related consequences (e.g. burnout).
the demographic survey, were quantified. The stress instrument was
Procedures. In Study 1, we asked 72 university students to complete
completed by all of the 51 participants. High stress was reported by
an online study that was described as a survey examining ‘the university
3% of participants, moderate stress was reported by 30% of partic-
experience’. Participants were randomly assigned to either an incivility
ipants and low stress was reported by 18% of participants. The Brief
or civility condition in which they were asked to recall and describe an
COPE instrument was completed by (41/51) participants and both
incivility (or civility) from their professor. Thereafter, burnout (Maslach,
adaptive and maladaptive methods were shared and useful toward
1998), state-level approach motivation (see Hayes, Ward, & McGregor,
helping the participants cope with workplace stress. The SSEIT scale
2016) and state-level depression (Speilberger, Ritterband, Reheiser, &
was completed by (44/51) participants. High levels of emotional intel-
Brunner, 2003) were assessed. In Study 2, we attempted to replicate
ligence was reported by 16% of participants, moderate EI was reported
the results found in Study 1 within more traditional workplace roles
by 80% of participants and low emotional intelligence was reported
and supervisor- subordinate relationships by assessing 233 partici-
by 4% of participants. Detailed findings that defined perceived stress
pants through the Mturk platform. For the second study, the procedure
triggers and ways of learning were included in the descriptive analysis
remained highly similar to that of the first study with the inclusion
findings that were reported as part of the study.
of an added test of content validity, a measure of work engagement
Results. Stress triggers, coping tendencies and emotional intelli-
(Schaufeli, & Bakker, 2004)
gence proficiencies were uncovered in this study. The learning process
Analyses . Using conditional process modelling, simple mediation
was crucial to the individual’s ability to cope with stress in the work-
models were used to analyze the data. More specifically, the simple
place and many failures led to transformative learning lessons. Self
mediation analysis was conducted to examine the indirect effects of
efficacy was evident in the FLE’s high confidence levels and willing-
incivility, (X) to RAM, (M1), and then to burnout experiences (Y).
ness to teach each other how to navigate fast paced and unexpected
Results. In Study 1, when examining cynicism, results showed a
environments.
significant negative indirect effect (b = -.27, 95%CI [-.671, -.008])
Practical Implications. Despite reported moderate and high stress
from incivility (vs. civility), to RAM, to cynicism, as well as a significant
levels, the majority of frontline employees had a baseline of moderate
positive direct effect (b=.896, 95%CI [.041, 1.75]) from incivility (vs.
emotional intelligence and utilized myriad self effacious induced tech-
civility) to cynicism. Similarly, when examining professional self-effi-
niques to combat workplace stress. Many of the participants desired to
cacy, results showed a significant indirect effect (b=.27, 95% [.028,
provide ongoing feedback to managers and stakeholders in an attempt
.600]) from incivility (vs. civility), to RAM, to professional self-effi-
to optimize their daily experiences and reduce unnecessary conflict
cacy. Exhaustion did not demonstrate the same trends s the other
and stressful interactions.
burnout experiences; however, the overall exhaustion level appears to
Conclusions. The outcome of stressful workplace experiences
create a glass ceiling effect (5.42 out of 7) and thus requires further
informs the self-efficacy of the frontline employee and can enhance the
investigation.
aptitude of using technical ability and personal empowerment, which
In Study 2, when examining exhaustion, results showed a marginally
ultimately aids in adaptive coping efforts. Frontline employees that
significant negative indirect effect (b = -.068, 90%CI [-.160, -.002])
participated in this study accepted their limited locus of control in the
from incivility (vs. civility), to RAM, to exhaustion, as well as a signifi-
workplace and relied on utilizing emotional regulation during conflict.
cant positive direct effect (b = .494, 95%CI [.055, .932]) from incivility
Participant’s also utilized self-efficacious approaches to personally
(vs. civility) to exhaustion. When examining cynicism, results showed a
overcoming stress and also desired to regularly provide feedback to
marginally significant indirect effect (b = -.088, 90%CI [-.193, -.001])
their managers and senior leaders. The findings in this study brought
from incivility (vs. civility), to RAM, to cynicism, as well as a significant
awareness to the front line employee struggles and victories in their
154 WORK, STRESS AND HEALTH
F R I D AY
positive direct effect (b = .40, 95%CI [.038, .762]) from incivility (vs. Coping is defined as a “person’s cognitive and behavioral efforts to
civility) to cynicism. When examining professional self-efficacy, results manage (reduce, minimize, master, or tolerate) the internal and exter-
showed a similar issue as exhaustion in Study 1 (M= 5.64, out of 7). nal demands of the person-environment transaction that is appraised
Although Study 2 does not appear to sufficiently replicate effect as taxing or exceeding the person’s resources” (Folkman, Lazarus,
sizes and significance of the indirect effects from Study 1, the incivili- Gruen, & DeLongis, 1986). Although emotion-focused coping is aimed
ties to RAM connection was much stronger in Study 1 (b=.366, 95%CI at reducing the negative emotions experienced due to stressors, it
[ .047, .686]) than Study 2 (b=.17, 95%CI [ -.034, .377]). In contrast, is possible that using such coping strategies can exacerbate strain
the rest of the connections remained consistent, thus suggesting that outcomes (Koeske & Koeske, 1993; Mearns & Cain, 2003; Lewin &
there might be something about Study 1’s sample better enabled that Sager, 2009; Boyd, Lewin, & Sager, 2009; van der Colff & Rothmann.
sample to activate RAM in response to the incivility. 2009). One study that examined sleep-quality as a strain (Sadeh,
Practical Implications. It is suspected that the differentiating factor Keinan, and Daon, 2004) found that emotion-focused coping poten-
for RAM activation between the two studies resides in the persistence tiated the relationship between stress and sleep quality, while prob-
and frequency of the threatening stimuli. Indeed, a recent study by lem-focused coping attenuated the relationship. Therefore, we propose
Trifiletti, Pedrazza, Berlanda, and Pyszczynski (2017) suggests that the following hypotheses.
lasting incremental strain, as in burnout development, functions to Hypothesis 3. The negative relationship between workload and
prevent anxiety buffering mechanisms like reactive approach motiva- sleep quality will be stronger for those who report higher levels of
tion (RAM). Therefore, a third study is currently under investigation to emotion-focused coping.
confirm the persistence and frequency-based hypothesis. Hypothesis 4. The negative relationship between incivility and
The present studies have several implications for understand- sleep quality will be stronger for those who report higher levels of
ing burnout and threat defense. Organizations may be able to assist emotion-focused coping.
employees in engaging RAM by means of facilitating conditions that Unlike emotion-focused coping, we hypothesize that problem-fo-
promote RAM, and thereby buffer against the development of burnout cused coping will buffer the relationship between workload and sleep
and its inevitable health consequences (i.e., depression). The results quality. Problem-focused coping may be more effective for work-
may also be applied to hiring practices to identify at-risk individuals. load with workload, because employees typically have more ways to
As for threat defense, until now, approach-oriented responses to cope with workload (e.g., work harder, ask for help from co-workers)
threat have been assumed to mitigate anxiety by virtue of restoring compared to other stressors. In contrast, employees have fewer options
motivational clarity. The current research, however, presents evidence when they experience incivility so it is unlikely that problem-focused
that RAM also functions in a different way in which it prevents feel- coping would be effective. Therefore, we hypothesize that problem-fo-
ings of depression by means of preventing the withdrawal responses cused coping will not buffer the relationship between incivility and
to threat. sleep quality. No hypothesis regarding the moderating effect of prob-
lem-focused coping on the relationship between incivility and sleep.
Hypothesis 5. The relationship between workload and sleep quality
E-8
will be moderated by problem-focused coping such that the negative
Work Stress and Sleep Quality: The effects of problem- and relationship between workload and sleep quality will be weaker for
emotion- focused coping those who report higher levels of problem-focused coping.
Wheeler Nakahara (University of Central Florida) Method . Participants and Procedure. Participants were recruited
through Amazon’s Mechanical Turk (MTurk) and were required to be
The current study examines the moderating effects of problem- and
at least 18 years of age and employed. Quality control checks were
emotion-focused coping on the relationship between two stressors
included in the survey to control for careless responses to the survey.
(workload and incivility) and sleep-quality. We propose that work-
After excluding individuals who did not complete the measures and
load and incivility will be negatively related to sleep quality and that
who did not pass quality control checks, the final sample size was 481.
problem- and emotion-focused coping will differentially moderate the
Analyses . Hierarchical linear regression in SPSS was used to test
relationship between the aforementioned stressors and sleep quality.
our hypotheses. Following suggestions made by Aiken and West (1991),
Workload has been measured in terms of hours worked, quantity
we plotted our significant interactions.
of an item produced, or the mental demands associated with a task
Results . Results are provided in tables 1-3 and the interactions are
(Spector & Jex, 1998). Empirical evidence has shown that job demands,
plotted in figures 1-3 (see attached files). Hypotheses 1, 2, 3, and 4 were
such as workload, are negatively related to sleep quality (De Lange et
supported. However, hypothesis 5 was not supported (the interaction
al., 2009; Knudsen, Kanazawa, Suzuki, Onoda, & Yokozawa, 2006; Lin,
term was significant, but in the opposite direction).
Liao, Chen, & Fan, 2014). Therefore, it is hypothesized that workload
Conclusion . Our results suggest that individuals who experi-
will be negatively related to sleep quality.
ence greater workload and incivility experience poorer sleep quality.
Hypothesis 1. Workload will be negatively related to sleep quality.
Moreover, our results provide evidence that emotion-focused coping
Andersson and Pearson (1991), defined incivility as a “low-intensity
exacerbates the relationship between those stressors and sleep qual-
deviant behavior with ambiguous intent to harm the target, in violation
ity. One explanation for this is offered by Sadeh et al. (2004). In short,
of workplace norms for mutual respect.” Experiencing incivility is posi-
focusing on one’s emotions may heighten arousal which is incongruent
tively associated with sleep problems (Holm, Torkelson, & Bäckström,
with sleeping. Contrary to our fifth hypothesis, problem-focused coping
2015; Demsky, Fritz, and Hammer, 2018), therefore it was hypothesized
also exacerbated the relationship between stressors and sleep quality.
that perceptions of incivility will be negatively related to sleep quality.
Because measurement was cross-sectional in nature, it is possible that
Hypothesis 2. Incivility will be negatively related to sleep quality.
people were engaging in problem-focused coping at night (similar to
ruminating about a problem) instead of sleeping. We suggest more
155 WORK, STRESS AND HEALTH
F R I D AY
rigorous investigations of the effects of coping with stressors on sleep of changes in cognitive functioning through retirement, we utilized
using longitudinal or daily diary methods. latent growth curve modelling to study potential changes in sleep
over the retirement transition, combining our measures of sleep dura-
tion and quality. Our preliminary results show that the occupational
E-9
categories of Healthcare Support, Healthcare Practitioners, and Food
Work and Sleep in the Health and Retirement Study: What Role Do Preparation showed shorter sleep durations and poorer sleep quality,
Occupations and Retirement Play? similar to earlier findings. As expected, higher stress and more physi-
John Sonnega (Eastern Michigan University) cally demanding work was associated with worse sleep. Interestingly,
we find that occupational and work characteristics appear to continue
This poster presents research examining the association between occu-
to exert an influence on sleep in older ages. Older working adults may
pations and sleep in later life. Sleep problems become more common
experience work related sleep disturbance similar to younger workers,
with age and have been related to physical and mental decline. In
and these effects may endure into retirement.
particular, short sleep duration, defined as fewer than 7 hours of sleep
per night, is related to a wide range of poor health outcomes. But other Research and Intervention Methods
symptoms indicative of sleep quality can have deleterious conse-
quences as well. Sleep problems have been shown to vary by occupa-
tion, but few studies have examined occupation and sleep in later life F-1
periods. Occupational factors like job stress, longer hours worked, and Development and Validation of the Wellness Attitudes
physically demanding work have been shown to be associated with Questionnaire
shorter sleep duration and poorer sleep quality in younger populations
Gage Ammons (Northern Kentucky University)
of workers. In younger populations, occupations that have higher levels
of shift work have a greater prevalence of short sleep duration (Shockey Health and wellness initiatives have been a focal point of organizations
& Wheaton, 2017). These authors use data from the Behavioral Risk for several decades. Accompanying workplace wellness interventions
Factor Surveillance System (BRFSS) to examine characteristics of sleep have produced not only meaningful financial returns on investment for
by occupational group. The two groups with the worst sleep profiles organizations but also safer, healthier workplaces, and higher perform-
were Health Care and Food Services work. Less is known about the ing employees. Eight dimensions of wellness consistently have been
relationship between these occupations and sleep in later life, when proposed in the literature (i.e., emotional, environmental, financial,
sleep difficulties become more prominent. We build on earlier work intellectual, occupational, physical, social, and spiritual). However,
by examining the intersection of work characteristics, occupation, and we were unable to locate a previously validated scale that empirically
measures of sleep in men and women who are nearing retirement. We measured these dimensions of wellness or the attitudes underlying
also extend earlier work by examining changes that may be associated each dimension. Thus, our primary goal was to create and evaluate a
with retirement and whether or not occupation and work characteris- measure of wellness attitudes to assess individual dispositions toward
tics have any lasting impact on sleep patterns after retirement. Among dimensions of wellness.
older adults, work serves multiple functions as people transition to We developed our measure after reviewing the literature and
retirement. Individuals vary in both the need to work and the desire to conducting cognitive interviews with multiple subject matter experts.
work in later life. Occupations may have differential impacts on sleep Our final scale was comprised of 64 items (i.e., 8 items per theorized
outcomes later in life. We hypothesize that occupational groups will dimension) which were evaluated using a 7-point Likert response
vary in sleep outcome in an older population, with physically demand- format ranging from 1 (strongly disagree) to 7 (strongly agree). Our
ing and high stress occupations more likely to be associated with poorer participants were 430 students attending an urban Midwestern univer-
sleep. We also examine whether occupation continues to have an influ- sity, where they received course credit for participating in research.
ence on sleep even after retirement. We use data from the Health and Although the literature proposed eight distinct, independent dimen-
Retirement Study (HRS), a longitudinal biennial survey of a nationally sions of wellness, our exploratory factor analysis, using principal axis
representative sample of adults over age 50 to examine this ques- factoring with oblique rotation, found only three factors. Based on
tion. HRS features rich measurement across a wide range of domains. item content, we labeled these dimensions as individual contentment
To expand our ability to characterize work, we leverage the ability (seven items), attitudinal apathy (five items), and perceived environ-
to link the HRS to the Occupational Information Network (O*NET) mental wellness (four items). A fourth factor, occupational unwellness,
database. Sponsored by the U.S. Department of Labor’s Employment appeared, however this factor was omitted due to instability (i.e., less
and Training Administration, the O*NET database provides detailed than 3 items). Internal consistency reliabilities (coefficients alpha) of
occupational information that was compiled from a combination of the three factors varied from strong to acceptable. The contentment
surveys among workers, expert assessments, and tests. Our measure factor had a Cronbach’s alpha of .90, the apathy factor .75, and the
of sleep from the HRS included time to bed, time of waking, sleep environmental wellness factor .86. Convergent and discriminant valid-
duration, and sleep quality. HRS asks respondents to self-report on ity were established using four external scales that assess job satis-
retirement, and we use this variable to define retirement. We use the faction (Job Satisfaction Survey, 1985, Spector), work stress (Stress
longitudinal HRS data, from the 1992 through the 2014 waves of the in General Scale, 2001, Stanton, Balzer, Smith, Parra, & Ironson), life
HRS, to ask whether sleep changes over the retirement transition and stress (Perceived Stress Scale, 1983, Cohen, Kamarck, & Mermelstein),
whether occupation and occupational characteristics influence sleep and general health (Short-Form 36, 1994, McHorney, Ware Jr., Lu, &
both before and after retirement. We conducted descriptive analy- Sherbourne).
ses to initially characterize relationships among the study variables. In terms of factor interrelations, although contentment and apathy
Similar to the method reported on by Fisher et al. (2014) in a study were significantly correlated (r = -.44, p < .01) they represent indepen-
dent dimensions. Apathy and environmental wellness were significantly
156 WORK, STRESS AND HEALTH
F R I D AY
correlated (r = .16, p < .01). A marginally significant correlation emerged From 1957 to 2005, over 10,000 reference citations were identified
between the contentment and environmental wellness factors (r = .06, in separate bibliographies on burnout (i.e., Perlman & Hartman, 1982;
p > .05). Kleiber & Enzmann, 1990; Lubin, Robinson, & Sailors, 1992; Boudreau &
The wellness dimension, contentment, was positively correlated Nakashima, 2002; Boudreau, 2005) further reinforcing its importance.
with the job satisfaction survey, r = .21, p > .01, negatively correlated Building on these early efforts, the proposed paper/poster features a
with the perceived stress scale r = -.54, p < .01 and negatively correlated single integrated, bibliographic source of available burnout references
with the stress in general scale r = -.19, p < .01. Significant correlations for the period, 1957 to 2018. This bibliography offers the most compre-
were found between contentment and all dimensions of the Short-Form hensive and usable set of burnout references available.This burnout
36 except physical functioning. Apathy was negatively correlated with bibliography was developed using different versions of EndNote; the
the job satisfaction survey, r = -.23, p < .01, positively correlated with current version in use is X9. In order for a citation to be included in
the perceived stress scale, r = .51 p < .01, and positively correlated with the bibliography, several key strategies guide the reference search
the stress in general scale, r = .28 p < .01. Negative statistically signifi- process: 1) the word burnout or one of its related forms (e.g., burnt
cant correlations were found with all dimensions of the Short-Form 36 out, emotional exhaustion) must appear in the abstract or title. For
except health change, physical functioning, pain, and role limitations definitional purposes, burnout refers to the occupational, emotional, or
due to physical health. Environmental wellness was not correlated psychological phenomenon often characterized by emotional exhaus-
with either the job satisfaction survey or the perceived stress scale. tion, depersonalization, and low personal accomplishment. 2) Citations
Environmental wellness shared a significant correlation with only the that reported measuring some element of burnout were included
role limitations due to emotional problems dimension of the Short- whereas citations that merely use burnout to introduce a different
Form 36, r = -.12, p < .05, and a significant correlation with the stress topic were not included. 3) Citations in any language were included.
in general scale, r = .10, p < .05. To date, a comprehensive catalogue totaling 58,969 unique burnout
Although the eight theorized dimensions may make logical sense, references from 1957 to 2018 has been compiled. A total of 101 active
the current study found only three dimensions embedded in a scale databases (e.g., PsycInfo) from 18 active providers (e.g., ProQuest) and
purposefully constructed to represent each of the eight dimensions. 15 previous bibliographies were used in the development of the bibli-
Additional empirical research is needed to determine which dimen- ography. (Note: These totals will be updated for any November 2019
sions of wellness emerge in organizational settings to better under- presentation). The bibliography includes a variety of sources such as
stand employee attitudes toward workplace wellness interventions. journal articles, conference papers, books, magazines and newspaper
Additionally, the present study suggests that the contemporary domain articles, theses, and websites. The bibliography of burnout citations in
of wellness and wellness attitudes requires theoretical reexamination the EndNote X9 format is searchable using different fields including
accompanied by rigorous empirical evidence of construct validity. We title, year, occupation, author, keyword, and source type. The bibliog-
hope that this preliminary study will stimulate researchers to more raphy contains abstracts for more than half of the captured reference
closely examine the concept of wellness and wellness attitudes to citations.
improve the effectiveness of interventions that are designed to benefit In an attempt to measure the validity coverage of the burnout bibli-
both organizational performance and employee health. ography, two different sets (39 & 13) of review and meta-analysis
articles (1993-2014) were examined by independent raters (Kappa
Statistic = .96 for both sets/raters). The results indicate that 95.6% of
F-2
all of the relevant references in the sample of 52 burnout review arti-
Burnout Sixty Years On cles are in the current version of the burnout bibliography. Such a result
further supports the reliability, accuracy, and the exhaustive coverage
Amanda Mauthe-Kaddoura (University of Lethbridge)
of the bibliography.
Henderson (1957) used the terms “emotional exhaustion,” physi- For the paper/poster, a series of findings will be featured including:
cal weakness, and the need to be alone to describe civilizations in burnout reference count by years, most prolific authors in the field,
disarray. A Burnt-Out Case, a novel published in 1960 by Graham occupations with the greatest number of publications, top 10 burn-
Green, describes the experiences of living and working in a Congo out researchers, most popular journal outlets, most frequently used
leper colony in the 1950s. Kennedy in her 1964 note, Lest We Burn measures of burnout, most studied occupations, and the top coun-
Out, argued that the conversations around counselling burnout should tries represented across the almost 60,000 references in the current
be extended to the field of education and teachers. A few years later, version of the bibliography.
Herbert Freudenberger presented the first descriptive account of “burn- By providing a comprehensive and up-to-date list of references, this
out,” in which he observed that certain individuals within the human bibliography serves as an invaluable resource for global researchers,
services professions came to be inoperative as a result of exhausting students, and practitioners interested in examining either the general
their physical and mental resources. Various concepts had been used topic of burnout or the more specific discussions of burnout experi-
earlier to describe similar experiences (e.g., overstrain, shell-shock, enced across occupations (e.g., nursing, teaching). Anyone interested
nervous tension) and practitioners and workers showed signs of burn- in doing burnout meta-analyses may want to consult this reference
out long before it first appeared in print. Nonetheless, the significance source before beginning any web searches. Finally, one might even
of Freudenberger’s discovery, along with its timing, serves as a poignant consider using the bibliography as its own data set to examine and
reminder for both present realities and future promises. Today, burnout report on the changing trends within the field (e.g., use of different
seems to be more widespread, of longer duration, and more virulent measures) of burnout that have emerged over the last seven decades.
than most people believed—a kind of workplace pandemic affecting
occupations, cultures, and countries alike.
157 WORK, STRESS AND HEALTH
F R I D AY
F-3 Journal of Occupational and Organizational Psychology, Journal of
Is Your Diary “Reliable”?: A Review of Current Measurement Organizational Behavior, Organizational Behavior and Human Decision
Practices in ESM Research Processes, Personnel Psychology, Journal of Occupational Health
Psychology, and Work & Stress) over a span of five years (2011-2015).
Anthony Nguyen (Portland State University) Our search yielded 103 studies across the ten journals. Only 12 out
Experience sampling methods (ESM) have seen increased usage in of 103 studies reported reliability based on proper variance partition-
organizational research over the past few decades due to its advantages ing across levels, and 75 included scales with three-or-fewer items.
in examining dynamic organizational processes over time that occur in Our results indicate that in organizational ESM research the current
situ (Beal, 2015; Beal & Weiss, 2003). ESM studies enable research- practice of estimating and reporting scale reliabilities is often not
ers to examine questions focused on changes based on a representa- consistent with the research questions specific to a particular level of
tive sampling of real-time experiences as they naturally occur (Beal analysis. This is concerning because reliability estimates as reported
& Weiss, 2003; Fisher & To, 2012; Ohly, Sonnentag, Niessen, & Zapf, in the vast majority of ESM studies can be biased, and therefore coun-
2010; Reis & Gable, 2000). terproductive for the scientific process of accumulating evidence for
Our research aims to diagnose potential issues in estimating and measurement quality of scales used in ESM settings. Many scales
reporting scale reliability amongst published ESM studies in organiza- used for ESM research are adapted from the non-ESM literature and
tional research, by reviewing the different types of reliability estimation evidence for their measurement quality in ESM settings is crucial for
methods used in publications as well as their frequency of usage. Such establishing their validity for continued usage. Furthermore, the biased
diagnoses are crucial for evaluating the current state of science in ESM reliability coefficients may have implications for hypothesis testing and
research on organizational phenomena and for proposing standardized research conclusions. Future research should assess to what extent
practices to guide future research. We also review the extent to which the current common practices of estimating reliability in organiza-
scholars use shorter scales in ESM studies, in an effort to understand tional ESM research may be biasing results, in order to offer quantifi-
the potential implications of such practice for scale reliabilities. We able suggestions on how to best appropriately measure reliability as it
hope to build upon prior reviews on ESM methods (Beal, 2015; Fisher pertains to the specific types of research questions being asked.
& To, 2012; Ohly et al., 2010) by systematically and quantitatively Our results also indicate that using shorter scales to assess with-
summarizing the prevalence of using shorter scales in organizational in-person variations is quite prevalent. Therefore, future research
sciences. should also seek to quantitatively examine the implications of using
Recent reviews noted that it is common practice in organizational shorter scales relative to longer scales for scale reliabilities at the
research to estimate and report a range of or an average internal consis- between- and within-person level, respectively. This may help better
tency reliability of the scale across all measurement points for the inform researchers of the benefits and drawbacks of using shorter
same group of participants. However, such methods do not separate scales in their research designs.
variance of item and scale scores at the between-person level from the
within-person level, and are likely to generate biased reliability esti-
F-4
mates that may inaccurately correspond to the level of focal research
questions. Development and Validation of a Work Life Balance Scale for
Future Generations
In recent years, more advanced methods for estimating level-spe-
cific reliability have been developed. These methods allow for the Philip Moberg (University of Northern Kentucky)
partitioning of item and scale variance at the between-person and with-
With progressive generational change in today’s society, the dynam-
in-person level and are well-suited for ESM studies in organizational
ics of the workplace are evolving as well. It has become increasingly
research. These methods include: Cranford and colleagues’ (2006)
essential that work obligations be flexible to accommodate the daily
generalizability theory-based reliability estimation; Geldhof, Preacher
life activities to which individuals dedicate time away from their work
and Zyphur’s (2014) multilevel confirmatory factor analytical frame-
environment. In a study conducted by the Society of Human Resources
work; and Nezlek’s (2007; 2011) hierarchical linear modeling frame-
Management (SHRM; 2002), 70% of employees reported experi-
work. However, due to a lack of standard guidelines for computing and
encing an unhealthy balance between their work and personal lives
reporting reliability, it is unclear if appropriate methods are currently
(Rife & Hall, 2015). Research suggests that this shift in preference for
being used to measure reliability in the ESM literature.
improved work-life balance can be attributed to multiple factors includ-
Another common issue of reliability estimation in ESM research
ing increasing numbers of women entering the workforce, growing life
relates to scale length. Using shorter scales in ESM research has been
expectancy, technological advancements, and lack of parental bene-
suggested as an acceptable practice to address challenges with study
fits (United States Council of Economic Advisers, 2014; Gyanchandani,
implementation (Fisher & To, 2012; Ohly et al., 2010). However, using
2017).
shorter scales in ESM research inevitably creates problems with reli-
The goal of the current study was to develop a new instrument to
ability estimation, as shorter scales are less reliable than their longer
assess perceptions of work-life balance and to investigate its underly-
counterparts (Bolger, Davis, & Rafaeli, 2003).
ing factor structure, construct validity and reliability.
Building on prior ESM reviews, our meta-analytic review focuses
Hypotheses. We proposed that work-life balance is comprised
on 1) the state of practices in estimating and reporting reliability coeffi-
of three underlying dimensions, perceived satisfaction, support, and
cients specific to the research questions at the between-person versus
empathy experienced in work and nonwork settings (H1). To assess
within-person level, and 2) the prevalence of using shorter scales. We
construct validity, we predicted positive factor relations with two theo-
conducted our review on ESM studies published in ten representative
retically related constructs of work engagement (H2) and organiza-
empirical journals (Academy of Management Journal, Administrative
tional commitment (H3) and negative relations with four constructs,
Science Quarterly, Human Relations, Journal of Applied Psychology,
158 WORK, STRESS AND HEALTH
F R I D AY
trait anxiety (H4), general stress (H5), turnover intention (H6), and Researchers and practitioners in psychology recognize the advantages
absenteeism (H7). of incorporating qualitative research methods to supplement quan-
Method. Sample and procedure. We digitally administered the new titative methods. The richness of data generated from open-ended
work-life balance measure and six accompanying validity scales to a responses can be helpful in understanding context, grounded theory
sample of employed undergraduate students (N = 342) attending an in the shared experiences of the target population, and providing illus-
urban, Midwestern university in the U.S., who voluntarily participated trative examples of quantitative relationships (Schonfeld & Mazzola,
in exchange for course credit. Complete data sets were obtained from 2013), prompting recent calls for more methodologies that incorporate
322 respondents who were primarily female (n = 276, 82%), ranged in qualitative data, such as mixed methodologies (e.g. Spector & Pindek,
age from 18 to 30 years, and were employed at least 10 hours per week. 2016). These recommendations have implications for researchers and
Measures. We constructed 42 items representing three proposed practitioners who create, implement, or evaluate occupational safety
dimensions of work-life balance, the perceived (a) satisfaction, (b) and health interventions (Schonfeld & Mazzola, 2013). Qualitative data
support, and (c) empathy experienced in work and nonwork settings. affords a deeper understanding of participant experience or change
To assess the level of stress associated with work-life balance, we processes, as well as novel methods of measuring target variables.
adapted four items from the job stress scale of Shukla and Srivastava Despite the benefits of the use of qualitative data, analysts may shy
(2016) that focused on work and nonwork activities. away from its use for practical reasons. Analysis of qualitative data is
To assess construct validity of the work-life balance dimensions, we time-consuming, often requires additional interpretation, may require
administered previously validated measures of global stress (Perceived training of multiple raters, and researchers may feel that subjective
Stress Scale; Cohen, Kamarck, & Mermelstein, 1983), anxiety (JIP interpretation of text can introduce bias (e.g. Auerbach & Silverstein,
Anxiety Scale, International Personality Item Pool; Jackson, 1994), turn- 2003).
over intention (Turnover Intention Scale - 6; Roodt, 2004), absenteeism To maximize the benefits of the use of qualitative data and minimize
(Employee Absenteeism Scale; Paget, Lang, and Shultz, 1998), orga- practical concerns, the authors investigate the use of text analysis to
nizational commitment (Allen & Meyer, 1990), and work engagement analyze qualitative intervention data. Text analysis involves analyzing
(Work & Well-being Survey; Schaufeli, 2003). and extracting information from unstructured text-like responses to
Results. Exploratory factor analysis using principal axis factoring open-ended questions (Cambria & White, 2014). Text analysis long
with oblique rotation conducted on the 46-item work-life balance scale relied on basic textual properties, like word frequency, to drive analyses,
produced four factors that we interpreted to represent Work Affect, but is now able to incorporate advanced textual properties such as text
Nonwork Support, Perceived Isolation, and Activity Balance based mining (Cambria & White, 2014; Kobayashi, Mol, Berkers, Kismihok,
on an examination of item content. Thus H1, which proposed three & Den Hartog, 2017). Text mining borrows from a diverse set of fields
underlying factors (i.e., perceived satisfaction, support, and empathy including machine learning, natural language processing, and statis-
experienced in work and nonwork settings) was only partly supported. tics to allow for a deeper and more thorough extraction of information
The four factors demonstrated acceptable levels of internal consis- from text through the use of pattern-based and probability-based
tency reliability ranging from .77 to .87 and explained 43.1% of scale models (Kobayashi et al., 2017). Researchers have begun to explore
variance. Factor intercorrelations ranged from -.12 to .14 (p < .05), the relevance of text mining for Industrial Organizational Psychology
suggesting independent factors, although one moderate correlation (e.g. Campion, Campion, Campion, & Reider, 2016; Kropp, Kind, & Yost,
emerged between Work Affect and Activity Balance (r = .30, p < .05). 2017). Text mining may address the aforementioned concerns in inter-
Factor correlations with external validity construct measures ranged vention analysis by reducing rater recruitment and training, analysis
from -.66 to .71, with 22 of 24, and with two exceptions, consistent in time, and subjective bias.
direction with hypotheses H2 through H7. However, before advocating the use of text mining for intervention
Discussion. Based on prior research and review of the relevant liter- data, there is first a need to demonstrate that qualitative data analyzed
ature, we proposed three dimensions to represent work-life balance, using text mining delivers comparable insights and conclusions to more
perceptions of satisfaction, support, and empathy experienced in traditional methods. The present research aims to address this need by
work and nonwork settings. Examination of EFA results revealed four using text mining to compare interpretation of intervention outcomes
essentially independent underlying factors that differed somewhat using text mining and traditional rater analysis in qualitative dependent
from those hypothesized, Work Affect, Nonwork Support, Perceived variables for a peer mental health support intervention.
Isolation, and Activity Balance. Methods. Approximately 30 first responder personnel participated
Although we acknowledge that this preliminary measure requires in a peer mental health support training workshop that was designed
further development (e.g., additional items, incumbent samples, vali- to promote greater awareness and use of open-ended, validating, and
dation studies, confirmatory factor analysis), we believe that the pres- reflective responses and encouragement to seek treatment when
ent study represents an initial step toward a valid, reliable measure of talking to coworkers about mental health concerns. The eight-hour
work-life balance that may provide organizations with practical insights workshop was led by three graduate students in Clinical Psychology.
regarding individual sources of imbalance and guidance to potential The learning methods focused didactic education, role play exercises,
interventions. and a written practice workbook. Participants completed the Helpful
Responses Questionnaire (Miller, Hedrick, & Orlofsky, 1991) at pretest
and post-test in which they provided open-ended responses to writ-
F-5
ten prompts.
Tell Me More: The Utility of Text Mining for Qualitative For the traditional analysis, trained undergraduate research assis-
Intervention Data tants read each responses and coded for the number of open-ended,
Kristin Horan (University of Central Florida) validating, reflective responses and the number of responses that were
encouraging of treatment seeking. For the text analysis, structured
159 WORK, STRESS AND HEALTH
F R I D AY
search terms will be created based of of the codebook used in data the current holistic health status, beliefs and behaviours of ministers,
entry for the traditional analysis. We will use a probability-based tech- globally, is sparse. Most authors have documented the topic of psycho-
nique called latent Dirichlet allocation (LDA). LDA falls under a subset logical health only, not accounting for the holistic biopsychosocial
of text mining called topic modeling (Blei, Ng, & Jordan, 2003). Topic nature of health. Proeschold-Bell et al, appear one of the few research
models are probabilistic models that automatically extract constructs groups to have produced works designed to initiate discussion on clergy
or themes from unstructured text by examining the pattern of term health (Duke University, 2018). Proeschold-Bell et al (2011; 2013), also
frequencies in the text (Blei et al., 2003). remain the only research group to date to comprehensively utilise a
Codes extracted from both the traditional analysis and text anal- theoretical model in their Methodist health behaviour research. Few, if
ysis conditions will be used to create a pre-test and post-test helpful any, further attempts have been made to examine holistic health with
responses scores and a paired samples t-test will be used to assess respect to occupation specific and theologically influenced behaviours.
whether the intervention produced a significant increase in helpful In the context of the United Kingdom (UK), few studies have exam-
responses. All data have been collected and are currently being entered. ined clergy health. The little research that has been conducted has
Data entry is expected to be completed by May 1, 2019 and data anal- focussed on clergy in the Anglican Church (Warwick University, 2017).
ysis is expected to be completed by August 1, 2019. To date, no UK research has been conducted on the health and well-be-
Anticipated Results & Discussion. We expect that the intervention ing of clergy in the Baptist and Nazarene Churches that differ from the
conclusions will be similar across traditional and text analysis condi- Anglican Church organisationally and theologically.
tions, meaning that interpretations about whether or not the peer The Baptist church, being the fifth largest Christian church in the
mental health support intervention produced a significant change in world with over 47.5 million members (BBC, 2009; Baptist World
helpful responses from pretest to post-test will be the same regardless Alliance, 2017), has approximately four thousand churches in the
of the analytic approach. These anticipated results would have impli- UK with circa 239,235 registered members, not including attendees
cations for researchers and practitioners evaluating interventions in who have chosen not to become official church members or children
that they would provide support for the use of text mining to minimize (Baptists Together, 2017). The Church of the Nazarene has 90 UK
practical concerns for analyzing qualitative intervention data. churches with 3,334 members; it has a global reach of 2.5 million
members (Nazarene, 2017; Nazarene UK, 2018). It is common in both
denominations for churches to function with multiple pastors such as
F-6
a lead pastor, assistant pastor and youth pastor.
Baptist and Nazarene Church clergy health and well-being self- Aims & Methods . The aim of this investigation is to describe
care: a mixed methods study and promote the holistic health self-care beliefs and practices of UK
Jamie Green (Nottingham University) Christian Church leaders in the Baptist and Nazarene churches.
Study one comprises an online quantitative survey to examine
Background. Christian church leadership is a unique multi-faceted
current clergy self-care beliefs and behaviours. Study two is a qualita-
occupation with leaders performing many roles such as public speaker,
tive interview-based study that will examine perceived facilitators and
counsellor, and company director (Edmondson, 2015). These voca-
barriers to self-care. The findings of study two will inform the design
tional demands and devotion to church activities may negatively affect
of a bespoke role-specific theologically- and theoretically-based inter-
leaders’ holistic health (physical, mental, and spiritual). What appears
vention to promote self-care. The intervention’s effectiveness will
evident from North American literature is that the holistic health of
be examined in study three. This will involve a quantitative survey
clergy, despite some religious coping strategies, falls short against
pre–intervention with 3- and 6-month post intervention assessments.
comparative adult populations (Cowper, 2012; Lifeway Research, 2015;
This approach will enable the effectiveness of the intervention to be
Proeschold-Bell & LeGrand, 2010; WesPath Benefits / Investments,
assessed through the lens of the transtheoretical model of behaviour
2017). Some describe the demands of the role as being ‘brutal’ (Cannon
change (Prochaska & DiClemente, 2005) in terms of progression
Green, 2015). One survey of 1,500 United Methodist Church ministers
through the stages of change from inaction to action and maintenance.
showed that 84% reported being on call 24/7, 54% stated feeling over-
Contribution. This research will profile the current state of health
whelmed, and 48% reported feeling the demands of the role were more
and well-being self-care in the Baptist and Nazarene UK churches and
than they could handle (Lifeway Research, 2015).
in doing so highlight areas for development. It will create a foundation
Mental ill-health, stress and burnout are known to be mitigated by
for future research in these denominations, with potential implica-
robust self-care strategies such as exercise, clinical supervision, reli-
tions for other Christian denominations. The research will provide an
gious coping activities, nutrition and other therapeutic practices (Killian,
evidence base concerning perceived barriers and facilitators to self-
2008; Poulos et al, 2018; Walsh, 2011). Many Christian denominations
care in this occupational group, with these findings directly informing
globally are beginning to promote self-care (Nies, 2010; The Baptists
the design and targeting of an intervention. Finally, this research aims
Union GB, 2016; The Church of England, n.d.; The Duke Endowment,
to demonstrate that through a modest tailored intervention, holistic
2018). Yet a number of clergy appear reluctant to adopt these assistive
health may be promoted via improved self-care methods for the benefit
practices deeming them inward looking and self-serving (Fuller, 2018).
of clergy and the organisations they serve.
However, this notion may lead clergy to develop compassion fatigue
whereby chronic self-neglect perpetuates burnout, common among
professional caregivers (Figley, 2002). F-7
What is evident from recent US graduate theses (Cowper, 2012; The health help-point for managing work-related stress risk in
Elders, 2010; Jenkins, 2018; Morrow, 2018; Rowell, 2010), is a call from complex health facilities: a pilot study on the experience of an
established and new clergy to protect and promote physical, psycholog- Italian pediatric hospital
ical, and spiritual health in the role. However, published research into
Salvatore Zaffina (Bambino Gesù Children’s Hospital)
160 WORK, STRESS AND HEALTH
F R I D AY
Statement of the problem. In post-industrialized countries, traditional an “adequate functioning” compared to the average pre-intervention
occupational diseases are decreasing while aspecific and multifac- value which reported an “alteration of the psychological state of health”.
torial stress disorders increase. The Health and Safety Executive in Furthermore, the values shown in the 8 scales of the post-intervention
2016 found that in Great Britain the number of work-related diseases, SF-36 indicate a marked QoL improvement.
depression and anxiety in 2015/16 was 488,000 with a prevalence of Practical implications. The Help Point Program has demonstrated
1,510/100,000 workers (1). its validity in the first two year period of implementation. In addition to
Among the emerging psychologic risks, work-related stress (WRS) the impact on health of each individual involved, the program has had -
is the main one on which a growing interest is focused by international and will have - important effects from a point of view of organizational
and national work institutions due to its relevant organizational and well-being. It will constitute an important support for WRS conditions
health implications. WRS is experienced when the demands of the of individuals and whole teams, preventing possible limitations and
work environment exceed the employees’ ability to cope with or control disability of HCWs. The effectiveness of the Help Point represents the
them (2). Definitions can be more or less specific or operational, but adequate attention of the hospital management to the occupational
whatever the measure of interest, the magnitude of this health problem well-being.
remains relevant, at least in Western developed countries. Conclusion. The Help Point can be considered an individual protec-
EU-OSHA has recently published a summary of the 2016 annual tion device able to mitigate the risk of WRS, a risk that however cannot
report describing the activities planned for the analysis and manage- be completely eradicated.
ment of psychosocial risks and occupational health and safety (3).
In Italy, several universities and local health authorities have
F-8
provided specific psychological listening points for employee stress.
However, there is no scientific evidence proving the effectiveness of Systematic review of publications in Spanish between 2010 and
these activities and/or a synergy between different professional figures 2016 on the Burnout syndrome: topics few investigated
in the use of this tool (4). Viviola Gómez Ortiz (University of the Andes)
Aim of our project is to prevent work discomfort and, through active
Introduction. According to the editors of the journal Burnout Research
listening, make workers capable of analysing the contexts objectively,
(Leiter & Maslach, 2015; Maslach & Leiter, 2015), many of the studies
express their own thoughts to colleagues or superiors, and face stress-
published in languages other than English are not known by a large
ful situations.
part of the scientific community interested in the subject. Maslach and
Procedures. Since 2016, in our hospital we have been developing
Leiter expressed in several editorials of the journal the need to publish
a path of psychological support for employees, the so-called health
articles that reflect the work that has been done in languages other
Help Point, to deal with individual discomfort. This tool is an integral
than English, so that researchers from around the world can know and
part of the activity plan identified by the Working Group for well-being
cite such research. Additionally, these authors have pointed out the
at work, and coordinated by Occupational Medicine. The intervention
importance of knowing what is done in the world on topics little inves-
is part of the organic plan of the improvement actions resulting from
tigated so far in relation to burnout, such as interventions to prevent
the assessment of work-related stress risk pursuant to the Legislative
or treat burnout and its evaluations of effectiveness, biomarkers asso-
Decree 81/08. The Help Point through the synergistic action between
ciated with burnout, use of qualitative or non-conventional research
Occupational Doctor and Psychologist consists of six phases: demand
methods and the development of new theoretical models (Maslach &
analysis, assessment, pre-post evaluation, psychological interviews,
Leiter, 2014). Therefore, the research question that guided this system-
feedback and monitoring.
atic review was: what has been published between 2010 and 2016, in
Analysis. The demand analysis allows to ascertain the motivation
Spanish, about the Burnout syndrome, which is different, complemen-
that induces a subject to require the psychological intervention, and
tary or not mentioned in the literature published in English?
the assessment phase, performed by the multidisciplinary team, recon-
Methods. The steps followed to carry out this systematic review
structs the processes underlying the problems and complaints reported.
were defined based on the consultation of different sources (Beltrán,
The psychological support interviews include 15 individual meetings
2005, Hemingway & Brereton, 2009, Perestelo-Perez, 2012).
in which the subject acquires functional coping strategies and more
1. Definition of criteria for inclusion of articles: articles published
appropriate intervention modalities to deal with problems efficaciously.
between 2010 and 2016 were included, which will focus on aspects of
The effectiveness of the psychological intervention is evaluated through
burnout syndrome that are different from those commonly published
the administration of GHQ-12 questionnaires on health in general and
in English. Specifically, articles were included that present: New theo-
of SF-36 on quality of life, in the pre and post-intervention phase.
retical models to explain the burnout syndrome. Interventions evalu-
At the end of the path, a feedback interview will be carried out to
ated to mitigate or prevent Burnout. Moderating variables that allow
analyze the data collected. If necessary, indications will be provided in
to understand the differences in the burnout syndrome among work-
order to set a psychiatric and/or pharmacological support on the terri-
ers from different countries. The design of instruments to measure
tory and, according to the timing agreed between team and patient, a
Burnout or validations of instruments originally in English. Qualitative,
periodic monitoring. A pilot pre-post intervention study was performed
mixed or non-conventional methods to understand aspects related
in order to evaluate the path effectiveness.
to the syndrome. The characteristics and conditions associated with
Results. The analysis of the Help Point pilot experience demon-
the Burnout syndrome in people with occupations other than those
trated a reduction of the work discomfort. The administration of
that are usually investigated (such as health personnel and teachers),
GHQ-12 and SF-36 questionnaires showed a significant improvement
Relationships of the syndrome with bio-stress markers.
in the scores after the intervention in the twenty-two individuals who
2. Identification of the relevant articles: In addition to Psycinfo, data-
completed the path in the period of observation. The mean post-inter-
bases taken into account to identify documents published in Spanish or
vention value reported in GHQ-12 is in fact in the score range indicating
161 WORK, STRESS AND HEALTH
F R I D AY
on studies conducted in Latin America were Psicodoc, Lilacs, Redalyc Fisher & Fisher, 2000; Glanz & Bishop, 2010; Kim et al., 1997; Swann
and Scielo. Initially 903 articles were found; After eliminating duplicate et al., 2003). In an effort to systematize assessments of theory use in
items, the total was reduced to 510 items. public health interventions, Michie and Prestwich (2010) developed
3. Selection of the articles that should be included in the review: The the Theory Coding Scheme. While this tool has been tested among
authors of this article independently reviewed the titles and abstracts multiple samples of interventions for the general population, it remains
of the articles. In total, 32 articles were included in the review. unclear whether it is similarly applicable to workplace interventions. In
4. Data registration and evaluation of the quality of the studies. response, the current project aims to evaluate the utility of the Theory
Once the articles that would be part of the review were defined, 4 Coding Scheme as a tool for assessing theory use in OHP interventions.
researchers read and summarized the articles independently. The study is guided by the following research questions:
Results and discussion. The following are the most relevant issues RQ 1: What is the current prevalence and role of theory in OHP
that are worth highlighting. The theoretical model and the instrument interventions?
developed by Pedro Gil-Monte make a relevant contribution to the liter- RQ 2: How does the use of theory impact OHP intervention
ature on burnout. In this model, the difference between burnout and effectiveness?
other health problems (such as depression), not necessarily related to RQ 3: What value does the Theory Coding Scheme offer to the
working conditions, is emphasized. In particular, the model differenti- field of OHP?
ates two profiles: without guilt and guilt, stating that the consequences Method. The current study’s methods are guided by Michie and
in the second case are more severe. The CESQT (Gil-Monte & Zuñiga- Prestwich’s (2010) coding application approach. First, we conducted
Caballero, 2010) includes items that evaluate the emotional aspects a comprehensive literature review of work-related sleep interventions
of exhaustion and cognitive and physical aspects. Likewise, this instru- published in the peer-reviewed literature from 2008 to 2018. We have
ment, unlike other existing ones in the literature, allows us to calculate a elected to focus on sleep interventions because of their high potential
single value that differentiates burnout levels and profiles with different for variability with respect to scientific disciplines, study designs, inter-
health risks. On the other hand, several interventions were identified vention elements and levels, and outcome variables.
whose evaluations apparently provide evidence of good effectiveness. In October 2018, the authors conducted a comprehensive search
These interventions are multicomponent and were designed specifically of the following databases: Academic Search Complete, CINAHL, ERIC,
for the population in which they were implemented. The results of this Nursing and Allied Health, PsycINFO, PubMed, Science Direct, Scopus,
systematic review allow us to show that, as is reflected in publications Social Sciences and Humanities (SAGE), and TRID. The search terms,
in other languages, there are serious problems related to the evalua- listed in Table 1, were modified from an existing review on targeted
tion of burnout syndrome, which impact on the definition of criteria to workplace interventions (Yunas, Musiat, & Brown, 2017). Inclusion
distinguish between cases and not cases. This problematic aspect of criteria can be found in Table 2.
the measurement is related to an aspect of cultural and international After the initial search was performed and duplicates were removed,
order. These evaluation problems make it difficult to understand if the the search produced a set of 5,138 unique articles requiring further
burnout syndrome occurs in a similar way in different cultures and review. The authors are currently in the process of reviewing all arti-
countries of the world. Therefore, it is evident the need to evaluate cle titles and abstracts for study relevance. Titles and abstracts will
well-defined cultural variables and theoretically sustain how they can be iteratively discussed until 100% inter-rater agreement is achieved.
explain cultural differences, if any. The final article sample will include all those identified as meeting our
inclusion criteria. At the time of abstract submission, approximately
80% of the article relevance reviews have been completed.
F-9
Two independent coders will review the full text for each article in
Theory Use in OHP Interventions: Evaluation of the Theory Coding the final sample. More specifically, each article will be coded against
Scheme for Work-Related Sleep Interventions the Theory Coding Scheme’s 19 criteria (see Table 3) in order to eval-
Kristin Horan (University of Central Florida) uate the use of theory in the published interventions. Codes will be
discussed in an iterative fashion until 100% inter-rater agreement
Interventions in occupational health psychology (OHP) are powerful
is achieved for all criteria for each article. We expect coding to be
tools that can transform basic and applied research into real-world
completed by May 1, 2019 and data analysis to be completed by August
improvements for the health, safety, and well-being of employees and
1, 2019.
organizations. However, interventions are also regarded as complex
Anticipated Results & Discussion . The results will describe the
and complicated endeavors (Schaufeli, 2004). All too often, published
current prevalence and role of theory use within contemporary work-re-
intervention studies—including those in the occupational safety and
lated sleep interventions. We will characterize the extent to which
health domain—fall victim to the intervention ‘black box’ (Nielsen &
OHP sleep intervention research is clearly based in theory, loosely
Randall, 2013), in which study processes are neither well-defined nor
based in theory, or atheoretical. We will also identify and describe the
clearly understood. As a result, researchers and their readership may
intervention stages in which theory is most often used (i.e. interven-
not understand exactly why a ‘successful’ intervention produced the
tion development, implementation, evaluation, or translation). We will
desired outcome, or worse, why an unsuccessful intervention failed
conclude the presentation with an assessment of the Theory Coding
(Nielsen & Randall, 2013).
Scheme for OHP intervention science and discuss the practical impli-
OHP researchers and practitioners can avoid ambiguity and maxi-
cations of our findings.
mize the likelihood of positive and sustained interventions by turning to
Conclusions. This research project contributes to a growing body
multidisciplinary best practices. For example, public health researchers
of literature on best practices in intervention science. It will provide
have established that general population interventions based in theory
researchers and practitioners with actionable strategies to increase
are more likely to produce intended effects (e.g., Albada et al., 2009;
162 WORK, STRESS AND HEALTH
F R I D AY
rigor and efficacy throughout the life cycle of future intervention stud- differences for each dependent variable except for awareness of
ies (design, implementation, evaluation). services. While the trend for mean scores and standard deviations for
the awareness of services scale was similar, the between group differ-
ences for the matched samples was not significant.
F-10
The correlation patterns for the original and matched samples were
Utilization of Services by Law Enforcement Officers and the the same. Work family conflict was significantly correlated with stress,
Potential Value of Matched Groups Designs in Law Enforcement willingness to use services, and health issues for both the original and
Research matched data samples.
Robert Delprino (Buffalo State University) Conclusion. Brooks and Piquero (1998) concluded that the size of a
police agency does not explain much of the variance in stress of police.
This research had two goals. The first to identify the extent of officers’
In this current study, officers from the two agencies did not signifi-
awareness and utilization of support services in two law enforcement
cantly differ in their reported job stress. It may be for law enforcement,
agencies. The two agencies differed in size, population served and
regardless of agency size, there are similarities in the job that cut across
jurisdiction. The relationship of services to measures of job stress and
where it is performed.
work/family was also examined.
Agency size may be an organizational factor related to awareness
The second goal was to investigate how information gained from
and use of services. Officers from the smaller agency had significantly
a smaller matched sample compared to the original data set. Much
greater awareness and use of services, had fewer issues related to
of the published research on law enforcement typically reports data
their use, were more likely to use them and recommend them to others.
collected from larger agencies with a goal to obtain larger sample sizes
Limited concern with the use of services was significantly correlated
for statistical analysis. However, Reaves (2015) reported that based
with lower levels of work and family conflict. Officers were also more
on the Law Enforcement Management and Administrative Statistics
likely to use services if they felt supported by their organization. These
Survey of 12,326 departments, approximately 75% of local depart-
findings are similar to research findings reported by Tucker (2015). The
ments employed fewer than 25 officers. Half of departments employed
influence of the size of an agency on utilization of services would bene-
fewer than 10 officers.
fit from further research as well as its interaction with other organiza-
If data collected from smaller samples is comparable to informa-
tion characteristics such as supervisor support, culture and employee
tion gained from larger agencies, the use of representative smaller
socialization.
samples can be a more efficient and economical way to collect data
The smaller matched group sample in this study provided simi-
from organizations and populations where data collection can pose a
lar results to the original data set. While the results of using smaller
number of challenges.
samples may not be as precise as larger samples, a carefully developed
Method. The survey included scales to measure awareness and
matched group design may be an efficient method to make compari-
use of services (Delprino, 1995), occupational stress (McCreary &
sons between organizations where logistical issues can challenge the
Thompson, 2006), and work and family conflict (Kopelman, Greenhaus,
ability of a researcher to collect information from participants.
& Connolly, 1983). A scale was developed to identify officers’ issues
related to use of services and issues related to health and wellness. A NIOSH Centers for Excellence in Total Worker
total of 77 officers (Table 1) participated (62 from Department 1; 15
Health
from Department 2).
For the secondary analysis a quasi-matched group approach was
used to identify matched samples from the two departments. Matched G-1
demographics included gender, ethnicity, age, education level, marital The Center for Promotion of Health in the New England
status, number of children, and years on the job. SPSS Case Control Workplace: A Total Worker Health® Center for Excellence
Matching resulted in a matched sample of 22 subjects (11 from each Suzanne Nobrega (University of Massachusetts Lowell)
agency). Table 1 presents demographic information of the original data
sets and the match group samples.
Results. As indicated in Table 2, for the original data set, officers G-2
from the larger police agency (Department 1) reported significantly Advancing worker safety, health and well-being through improved
greater work family conflict, and health issues compared to officers working conditions: Research, policy and practice from the
serving in the smaller agency (Department 2). Officers from the larger Harvard T.H. Chan School of Public Health Center for Work, Health
agency had significantly greater concerns with the use of services, were and Well-being
less aware of services and less likely to use services. Glorian Sorensen (Center for Community-based Research, Dana-Farber
For Department 1, officers who reported greater work family conflict Cancer Institute)
reported higher levels of job stress and greater concerns associated
with using services. Both correlations were statistically significant
(r=.31 and r=.25 respectively). Correlations between the scale scores G-3
for Department 2 did not show this relationship. Related to health and Impacting the Health of Workers in Precarious Jobs - How the
wellness all officers identified concerns of maintaining a healthy body Center for Healthy Work Engages in Participatory Action Research
weight, a healthy diet, and keeping to a regimented exercise program. Elizabeth Fisher (The University of Illinois at Chicago)
As indicated in Table 2, comparing the scales scores for the original
and matched data sets found that comparisons between the original
data sets and matched data sets were exact in terms of significant
163 WORK, STRESS AND HEALTH
F R I D AY
G-4 H-7
Healthier Workforce Center of the Midwest: Advancing research NIOSH - TRAUMATIC INJURY PREVENTION (TIP) PROGRAM
and practice of Total Worker Health Christine Schuler (NIOSH)
Diane Rohlman (University of Iowa)
H-8
G-5 NIOSH - AN OVERVIEW OF THE NIOSH HEALTHY WORK
A NIOSH Center for Excellence for Total Worker Health®: DESIGN AND WELL-BEING CROSS SECTOR
Advancing Health, Safety and Well-being of Workers through Jeannie Nigam (NIOSH)
Research, Education and Practice
Liliana Tenney (Center for Health, Work & Environment, University of
Colorado) H-9
NIOSH Total Worker Health® Program: Exploring new research
horizons for worker well-being
G-6
Sarah Mitchell (NIOSH)
Oregon Healthy Workforce Center
Anjali Rameshbabu (Oregon Health & Science University)
H-10
THE NIOSH CENTER FOR MOTOR VEHICLE SAFETY: KEEPING
NIOSH Programs (see Thursday poster session WORKERS SAFE ON THE ROAD
details for program descriptions) Stephanie Pratt (NIOSH)
H-1 H-11
NIOSH - ADDRESSING CURRENT NEEDS IN THE HEALTHCARE OCCUPATIONAL HEALTH EQUITY PROGRAM AT NIOSH
AND SOCIAL ASSISTANCE INDUSTRY SECTOR
Michael Flynn (NIOSH)
Megan Casey (NIOSH)
H-12
H-2
NIOSH - CENTER FOR OCCUPATIONAL ROBOTICS RESEARCH:
NIOSH PUBLIC SAFETY SECTOR PROGRAM PROGRAM, GOALS, AND RESEARCH
Maryann D’Alessandro (NIOSH) Hongwei Hsiao (NIOSH)
H-3 H-13
THE NIOSH TRANSPORTATION, WAREHOUSING, AND NIOSH - NATIONAL CENTER FOR PRODUCTIVE AGING AND
UTILITIES PROGRAM WORK
Dawn Castillo (NIOSH) Bermang Ortiz (NIOSH)
H-4 H-14
NIOSH WHOLESALE AND RETAIL TRADE PROGRAM NIOSH SAFE SKILLED READY WORKFORCE PROGRAM
Deborah Hornback (NIOSH) Rebecca Guerin (NIOSH)
H-5 H-15
NIOSH - CHRONIC DISEASE CROSS SECTOR OF NORA COUNCIL: NIOSH SMALL BUSINESS ASSISTANCE PROGRAM
IDENTIFICATION AND PREVENTION OF OCCUPATIONAL
Brenda Jacklitsch (NIOSH)
DISEASE
Todd Stueckle (NIOSH)
H-16
NIOSH - OIL AND GAS EXTRACTION PROGRAM
H-6
Kyle Moller (NIOSH)
NIOSH - DEVELOPMENT OF THE NATIONAL OCCUPATIONAL
RESEARCH AGENDA (NORA) FOR THE IMMUNE, INFECTIOUS
AND DERMAL DISEASE PREVENTION PROGRAM (IID)
H-17
Stacey Anderson (NIOSH)
NIOSH SURVEILLANCE PROGRAM: HEALTHY WORK DESIGN
PRIORITIES
Sara Luckhaupt (NIOSH)
164 WORK, STRESS AND HEALTH
F R I D AY
9:15–10:30 a.m.
Concurrent Sessions 5
Independence Ballroom B Allostatic Load as a Mechanism Explaining the Links between Job
Stress and Employee Attitudes and Behaviors
Physical Outcomes Of Stress
Nicholas Haynes (University of Georgia)
PAPER SESSION The Problem: There is ample evidence that job stress has a negative
impact on employee attitudes and behaviors (Ganster & Rosen, 2013;
Mental and Emotional Self-Management:An Examination of Lee & Ashforth, 1996; Meyer, Stanley, Herscovitch, & Topolnytsky,
Psychological and Physiological Outcomes 2002; Nixon, Mazzola, Bauer, Krueger, & Spector, 2011; Podsakoff,
Rhonda Rodgers (Claremont Graduate University) LePine, & LePine, 2007). Allostatic load (AL) theory posits that
chronic activation of psychological, physiological, and psychosomatic
Increasing stress levels and decreasing coping skills underlie a global
processes leads to set-point adjustments of the immune, cardiovascu-
epidemic, which is profoundly impacting the health of humans and
lar, and metabolic systems. When these biological systems are consis-
organizations. Current organizational stress interventions are theorized
tently out of normal range, it leads to mental and physical diseases
to influence health outcomes, but meta-analyses suggest otherwise. To
(Ganster & Rosen, 2013; McEwen & Stellar, 1993). While AL theory is
effectively address this challenge, interventions must begin to target
a typical explanation used for the psycho-physiological mechanisms
the root cause of stress related illness: the excessive human stress-re-
through which job stress affects employee attitudes and behaviors, very
sponse. This study is the second to explicate mental and emotional
few studies test this theory (Ganster & Rosen, 2013). Moreover, even
self-management (MESM), a mind-body strategy to address both
fewer empirical studies treat primary and secondary AL processes in
psychological and physiological processes in the excessive stress-re-
a time-separated, sequential process as the theory posits (Ganster &
sponse. A pilot study (N =147) resulted in significant changes in mindful
Rosen, 2013; Juster, McEwen, & Lupien, 2010), which does not allow
attention and well-being after three weeks. The present study advanced
for a rigorous test of AL theory. The present study aims to integrate
this inquiry by testing a one-week MESM intervention to determine
the job stress, employee attitudes and behaviors, and AL literatures by
efficacy in reducing psychological stress and attenuating physiologi-
exploring the relationship between job stress and employee attitudes
cal stress. Participants (N = 76) were healthy adults (between 18-30)
and behaviors via time-separated AL processes.
assigned to one of three training conditions: psychological self-man-
Procedures. The sample of 398 employees consists of primarily
agement, physiological nervous system regulation, or an active control
middle aged (M = 47, SD = 10), female (70%), full-time (96%) workers.
group. Pre and posttest autonomic indicators of physiological stress
Job stress and primary AL mediators were measured at Time 1 while
(i.e., heart rate variability [HRV] and electrodermal activity) and self-re-
secondary AL processes and employee attitudes and behaviors were
port measures of psychological stress were analyzed to determine
collected at Time 2, six months later. Primary AL processes included
effectiveness of the MESM intervention and to guide future design.
self-reported psychological and psychosomatic indicators: mental
Results of the study found no significant main effect of training
SF-12, self-regulation depletion, burnout, fatigue, and sleep problems.
on psychological measures or physiological measures, suggesting
Biometric secondary AL mediators included indicators of the cardio-
the one-week intervention was not effective in changing the stress
vascular and metabolic systems: systolic blood pressure, total choles-
response over time. However post hoc analysis revealed that when
terol, triglycerides, and blood glucose. Self-reported employee attitudes
participants in the psychological self-management (PSM) group were
and behaviors included affective organizational commitment, hostility,
prompted to begin breath counting during three minutes of skills prac-
job satisfaction, turnover intention, absenteeism, health-related work
tice, significant changes in HRV were measured, but this change was
ability, and work limitations.
not sustained during the subsequent segment of laboratory stressor
Analyses. A partially latent structural equation model was analyzed
(i.e., video stimuli). Higher HRV is associated with more adaptive
using Mplus version 8.2 (Muthén & Muthén, 2017). Latent variables
patterns of emotional self-regulation and resiliency to stress, and there-
were created for job stress, primary and secondary AL mediators,
fore indicates an adaptive physiological stress response (i.e., parasym-
affective organizational commitment, hostility, health-related work
pathetic activation). Participants in the PSM group reported sharing
ability, and work limitations. The single-item outcome variables of
their skills more frequently with others and utilizing these skills more
job satisfaction, turnover intention, and absenteeism remained as
frequently in daily life than participants in the physiological nervous
observed variables. Significance of mediation effects were tested using
system regulation group, and 48% of the PSM group reported breath
a bias-corrected bootstrapping procedure (MacKinnon, Lockwood, &
counting meditation as the easiest skill to learn, supporting the premise
Williams 2004).
that physiological changes in HRV during skills practice were attribut-
Results. The measurement and structural models showed adequate
able to breath counting meditation.
fit of the data (measurement: χ2 (175) = 416.744, p < .001; RMSEA
These results suggest that in the current intervention, HRV is
= .059, CFI = .918, SRMR = .065; structural: χ2 (243) = 509.350, p <
responsive to breath counting, and therefore should be emphasized
.001; RMSEA = .052, CFI = .915, SRMR = .061). As shown in Figure 1,
in future MESM interventions. However a longer intervention will be
Job stress was positively related to primary AL mediators (β = 6.80,
necessary to achieve sustainable changes in psychological and physi-
p < .001). Primary AL mediators were negatively related to affective
ological reactivity to stress.
organizational commitment (β = -.03, p < .01) and job satisfaction (β
= -.04, p = .001) while positively related to hostility (β = .04, p < .001),
165 WORK, STRESS AND HEALTH
F R I D AY
work limitations (β = .05, p < .001), turnover intention (β = .01, p = measure (i.e. BMI scores) to retain greater variation and thus greater
.05), and absenteeism (β = .03, p < .001) six months later. Primary AL power within analyses.
mediators were not significantly related to secondary AL mediators The current study adds to the literature examining the experience
six months later and secondary AL mediators were not significantly of job strain and weight gain/change using longitudinal data and meth-
related to employee attitudes and behaviors. While the sequential ods. We firstly investigated whether chronic/accumulated job strain
mediation effects from job stress through both primary and second- over a 16-year period was associated with higher end-point (wave 4)
ary AL mediators to employee attitudes and behaviors proposed by levels of BMI. Secondly, we conducted a series of longitudinal models
AL theory was not supported, primary AL processes were a significant to utilise the multiple time-points of data available and further explore
mediator. Specifically, primary AL processes mediated the relationship the association between job strain and BMI scores over time.
between job stress and affective organizational commitment (95% Procedures. The current study used data collected from participants
bootstrapped CI: -.29, -.06), hostility (CI: .18, .38), work limitations enrolled in the PATH Through Life survey; a planned 20-year longitudi-
(CI: .28, .45), turnover intention (CI: .01, .19), absenteeism (CI: .11, .34), nal community survey based on three narrow-aged cohorts from the
and job satisfaction (CI: -.44, -.13). Canberra and Queanbeyan regions in Australia. Data is collected every
Practical implications. The present study explored how AL 4 years and the current study analysed 4 time-points of data collected
processes work as mechanisms through which job stress affects over a 12-year period from 2000/2001 – 2012/2013. The 40’s aged
employee attitudes and behaviors. By doing so, job stress, employee cohort was selected for analysis exclusively due to the completeness
attitudes and behaviors, and AL literatures were integrated, tested, of the job quality items measured. At wave one 2530 participants were
and expanded. As other researchers have found, the relationship enrolled in PATH, aged 40-44 years. Participants were excluded based
and timing between primary and secondary AL processes is elusive on pregnancy or if they were not currently working full- or part-time.
(Ganster & Rosen, 2013). The current study did not find a significant Primary measures included in the analyses were: job demands and
relationship between the two AL processes within a six-month time control scales modelled on the Job Content Questionnaire (Bosma et
interval. However, we did discover that primary AL processes serve al., 1997) (job strain (high vs low) was derived via a median split of job
as a mechanism through which job stress affects employee attitudes demands and control scales), and height and weight (from which BMI
and behaviors—a relatively untested connection in the AL literature score was calculated). Additional covariates controlled for in the anal-
(Ganster & Rosen, 2013). This knowledge provides target areas for yses included average work hours, physical and mental health, average
workplace interventions. weekly exercise, years of education, current smoking, financial difficulty
Conclusions. Primary AL processes serve as mechanisms through and the presence of children in the household.
which job stress negatively impacts employee attitudes and behaviors Analyses. Initially, an ANOVA was conducted to examine differ-
six months later. The link and timing between primary and second- ences in end-point BMI scores amongst those who reported 0, 1, 2, or
ary AL processes warrants further research. Workplace interventions 3/4 (combined) counts of job strain over time. Four main longitudinal
targeted at reducing primary AL mediators may have positive benefits analyses were then carried out, separated by sex. 1. Baseline job strain
for employee attitudes and behaviors. was entered as a predictor into a random intercept model predict-
ing BMI scores over the 12-year period. 2. A random intercept-model
Investigating the association of job strain, demands and control examined any relationship between job strain scores and BMI scores
with BMI over time: Results from the PATH Through Life study across the 4 waves of data. 3. Job strain was entered as a predictor (i.e.
lagged variable) into a random-intercept model to predict BMI scores
Brie Sage (Australian National university)
at the subsequent wave, 4. A fixed effects model examined change in
Statement of Problem: There is evidence that work stress and over- job strain and change in BMI across the 12-year period.
weight and obesity (OaO) both share associations with many common Results. There was no significant difference in wave 4 BMI scores
health behaviours and diseases, including disrupted sleep, over-eating, between those who reported 0, 1, 2, or 3/4 counts of job strain for
reduced physical activity, diabetes, metabolic syndrome and cardiovas- Males (F(3,368)=1.33, p=.264) or Females (F(3,636)=1.12, p=.341).
cular risk factors (Nyberg et al., 2017; Patel & Hu, 2008; Chandola et al., Similarly, results from the longitudinal analyses indicated no signifi-
2008). However, research linking work stress with OaO is inconclusive, cant association between baseline job strain (model 1, Males: B=.1095,
with some studies reporting positive, though weak, associations, others SE=.244, obs= 6604; Females: B=.0264, SE=.243, obs=6606), job
reporting negative associations, and still others reporting null associa- strain scores over the 12-years (model 2, Males: B=-.0800, SE=.090,
tions. Overall, critical analysis of past studies indicates that the effect obs= 6406; Females: B=-.1043, SE=.090, obs=6604), nor the experi-
size is likely to be small/weak. This means it is difficult to detect, even ence of job strain at a prior wave (model 3, Males: B=-.0800, SE=.090,
in epidemiologic studies with large participant numbers. One possibil- obs= 6406; Females: B=-.1043, SE=.090, obs=4510), in association
ity is that there has been an over-reliance of cross-sectional research, with BMI scores over the 12-year period. The fixed effects models exam-
and that analyses of data from a single time-point may not be suffi- ining change in job strain with change in BMI scores over the 12-year
cient to detect the small association (Nyberg et al., 2017; Kouvonen et period were also not significant (model 4, Males: B=-.0970, SE=.093,
al., 2005). Several longitudinal investigations have examined weight obs= 6406; Females: B=-.1073, SE=.093, obs=6408).
gain/change in association with the experience of job strain and its Practical implications/ Conclusions. Despite analysing the potential
components, however these too have mixed results. Several studies relationship between job strain and BMI across differing longitudinal
have focused on transitions between broad BMI categories, however models, no significant association was detected in males or females.
transitioning between these categories can require a small or large Future considerations could potentially benefit from a focus on concep-
weight gain depending upon individual’s initial BMI, limiting sensitiv- tualising and operationalising consecutive strain and change in BMI
ity. Another possibility is to assess weight gain/levels as a continuous over time, and importantly investigating bi-directional effects of job
strain on change in BMI.
166 WORK, STRESS AND HEALTH
F R I D AY
significant relationships with the psychophysiological reactivity of the
Psycho-physiological reactions to stress at work: an experimental participants. On the other hand, in 2 of the 11 outcome variables (anger
study based on the Effort-Reward Imbalance (ERI) Model and power HF) it was found that low rewards were significantly asso-
ciated with psychophysiological stress reactions (negative emotions
Viviola Gómez Ortiz (University of the Andes)
and low variability of heart rate). Significant interactions between effort
Introduction. The objective of this study was to experimentally contrast and rewards were found in the HRV (3/6 HRV indicators). However,
the hypothesis of the Effort-Reward Imbalance (ERI) model (Siegrist, when decomposing interaction effects, it was found that, contrary to
2016). In comparison with the abundant evidence provided by correla- the ERI model hypothesis that associates work stress with high effort /
tional field studies, only two studies have experimentally contrasted low rewards imbalance, the psychophysiological stress reactions were
the DER model hypotheses (Falk, Menrath, Verde and Siegrist, 2011; greater in high effort / high reward conditions.
Landolt, O’Donnell, Hazi, Dragano, Bradley and Wright, 2017). It is Discussion. The findings of this study suggest that working condi-
known that prolonged work in conditions of high effort and low rewards tions that combine high effort and high rewards could be related to
is significantly associated with cardiovascular diseases and affective negative health outcomes, similar to the high effort-low rewards
disorders. However, the evidence collected by cross-sectional studies imbalance conditions. This result is consistent with some theoretical
does not allow to establish whether the association between the imbal- frameworks of the occupational health psychology, such as the chal-
ance between reward and effort and health is correlational or causal. lenge-hindrance stress, model and draws attention to the little empir-
In addition, the exclusive use of self-report measures to operational- ical knowledge about the effect of rewards on health at different levels
ize the ERI model in the aforementioned investigations does not allow of effort. Although given the limitations mentioned above, it would be
to determine to what extent work-related stress is associated with not prudent to propose lines of intervention based on the findings of
objective labor conditions or with subjective perceptions of workers. this study, organizations could benefit from monitoring organizational
Longitudinal research may offer answers but is vulnerable to method- and health outcomes in occupations characterized by high levels of
ological biases such as selective attrition and inappropriate observation effort combined with high rewards (e.g., high-status professions such
windows (shorter or longer than the duration of the causal effect). In as managers and brokers). Previous research has shown that proper
this sense, the experimental evidence can complement the findings of management of recovery periods and training in emotional regulation
the longitudinal studies, improving the understanding of the effect of are effective in mitigating the organizational and health problems
the ERI model on workers’ health. associated with chronic exposure to challenge stressors (Totterdell,
To date, there are only two experimental studies based on the ERI and Parkinson, 1999).
model, but these have limitations. In particular, none of the two exper-
iments on the ERI model manipulate extrinsic effort. Therefore, the
available experimental evidence does not provide sufficient information
about the interaction effect of effort and rewards on health outcomes. Salon 10
Intervention studies could also provide evidence on the causal rela-
Safety Climate Assessment and Training in the
tionship between the ERI model and health outcomes, however only
one previous study used physiological markers as outcome variables. Firefighting Industry
Methods. Trying to solve the limitations of previous studies, this
PAP E R S E SS I O N
research proposed a factorial design that experimentally manipulates
both the effort and the rewards of the participants. The extrinsic effort
The Work Environment, Stress, and Mental Health in EMS
was operationalized as quantitative work load / time pressure (high vs.
Responders: A Mixed Methods Study
low) and the rewards as the difference between the fair remuneration
and the remuneration received (negative difference = low rewards vs. Regan Murray (Drexel University)
positive difference = high rewards). In particular, the effect of the effort,
Problem. A major challenge confronting the field of emergency medical
the rewards and their interaction on the psychophysiological activation
services (EMS) is understanding the organizational, mental health, and
of the participants was examined. The variability of heart rate (HRV)
safety burden that providers experience as they respond to increasing
and emotional arousal were selected as outcome variables.
community demands for service. Due to the evolving nature of EMS
This study contrasted the ERI model hypotheses using a design
work, responders are exposed to persistent and emerging occupational
2 (high and low rewards) x 2 (high and low effort) with repeated
risk factors. Many of these exposures are physical risks, but there are
measures in the second factor of the model. We selected 80 univer-
also psychological risks that impact the ability of EMS responders to
sity students who were randomly assigned to the groups of high (n =
carry out their duties and provide quality patient care. Exposure to
40) and low rewards (n = 40). A simulated work task was designed.
violence in the pre-hospital setting is one such example, as violence
The objective of the task was to dispatch a number (n) of orders in a
has been associated with increased levels of stress, fear, and anxiety
predefined time (t). The participants played the role of salespeople.
in EMS responders (Gomez- Gutierrez, 2016). Some research has
His work consisted of assembling hardware packages according to
found violence to be the leading cause of stress in EMS (Pozzi, 1998),
the requirements of each client. The effort (intra-subject factor) was
and stress found to be the most frequent injury reported (Schwartz,
manipulated by increasing / decreasing the workload and time pres-
1993). In addition to violence, stress is also associated with expo-
sure and the rewards (factor between-subjects) were manipulated
sure to traumatic incidents in the field. Some research suggests that
increasing / decreasing the payment agreed with the participants (high
between 82 and 100% of EMS responders have experienced a trau-
group and low rewards) for participating in the study.
matic event during their career (Donnelly, 2009). Traumatic exposures
Results. Little consistent evidence was found with the ERI model
may increase the likelihood of EMS responders to develop mental
hypotheses. In particular, the manipulation of the effort did not show
health conditions. Several studies place prevalence rates of PTSD to
167 WORK, STRESS AND HEALTH
F R I D AY
be greater than 20% in EMS responders (Bennett, 2004; Grevin, 1996; Safety climate is the measurable aspect of organizational safety culture
Clohessy 1999; Marmar 1996; Jonsson, 2003). Cumulative exposures and is used by industries such as healthcare, construction, and manu-
to stress and traumatic incidents can lead to burnout, which may result facturing to gauge and improve safety performance. In 2017, The Fire
in the deterioration of the quality of patient care (Boudreaux, 1996). Service Organizational Culture of Safety (FOCUS) survey was validated
Procedures. A comprehensive literature review assessing violence to assess safety climate in the fire service. Once validated, FOCUS was
against EMS responders returned 105 articles, 45 of which related to administered nationally in 500 fire departments (35,000+ firefight-
the psychosocial impacts of the occupation. To gain further insight into ers). Each of these departments received a customized data report,
the work environment, stress, and mental health outcomes experienced in addition to the opportunity to partake in “Culture Camp,” a train-
by EMS responders, we designed a convergent parallel mixed methods ing on safety climate and the utility of FOCUS. This presentation will
study, triangulating both qualitative and quantitative research meth- describe the FOCUS dissemination process and reflect on the utility
ods. Using a convenience sample and subsequent snowball sampling, of FOCUS feedback sessions and “Culture Camp” trainings for the fire
we enrolled 16 study participants from across the country. Semi- service. An examination of how FOCUS data is helping the fire service
structured individual interviews were conducted, accompanied by a to lead, supervise, and organize their work environment around safety
survey assessment comprised of validated scales relating to stress, will also be explored.
burnout, job satisfaction, and safety climate, and mental health. Our Procedures. The Fire Service Organizational Culture of Safety
methods were innovative in that the interviews and survey assess- (FOCUS) survey is a previously validated tool that is a negative predic-
ments were conducted using Zoom, a HIPAA compliant video confer- tor of injuries and burnout, and a positive predictor of work engage-
encing software. ment and job satisfaction. After validation, the resultant FOCUS data
Analyses. Audio and visual files from the interviews and focus was disseminated to participating fire departments through one-hour
groups were transcribed for data analysis, de-identified, and verified phone or video conferencing feedback sessions. The dissemination
by a research team member for accuracy. A coding structure was devel- process that each participating fire department engaged in will be
oped to code the qualitative data using NVivo 12, a qualitative data described, including strategies employed to return results to fire chiefs,
analysis software. As the transcripts were coded and analyzed, the challenges addressed during dissemination such as changes in lead-
researchers looked for patterns in attitudes and beliefs across emerg- ership, and reflections on the utility of the feedback sessions from our
ing themes, as well as contrasting viewpoints. Descriptive statistics fire service partners. Through a partnership with the Fire Departments
were compiled from the survey assessments and cross-referenced Safety Officers Association (FDSOA), the FOCUS tool evolved from
to the individual interviews to establish convergence or divergence research to practice, administering the survey to 500 fire departments
within the data. nationally. In addition, “Culture Camps,” a one-day intensive training
Results. We will present the emergent themes that explain EMS session, were introduced to better educate departments on safety
responder experiences with the work environment, stress, and mental climate and their department’s results.
health. We will correlate these results from assessments using vali- Analyses. We will describe the research-to-practice initiative
dated scales for burnout, job satisfaction, stress, and other mental that returned data to participating departments. We will specifically
health outcomes. describe the dissemination and evaluation of FOCUS feedback sessions.
Practical implications. The findings in this study have practical “Culture Camps,” our one-day intensive training sessions trained 100
implications as researchers and first responders’ work together to fire service members over six national sessions. Fire service members
address the EMS work environment, stress, and mental health. Our were trained on the science behind safety climate, the utility of FOCUS,
findings identify numerous dimensions of the EMS system that demand and received in-depth guidance on their FOCUS results. Each training
further assessment and evaluation. Such findings can inform the devel- concluded with a multiple-choice and short answer online evaluation
opment of organizational interventions to prevent stress and trauma which will be described both quantitatively and qualitatively to assess
from contributing to mental health outcomes in EMS personnel and knowledge transfer and educational impact.
can buttress the work environment to improve employee retention Results. The dissemination process that each participating fire
and job satisfaction. department engaged in will be described, including reflections on
Conclusions. Understanding the situations where EMS personnel the utility of the feedback sessions from our fire service partners.
identify sources of stress and trauma is imperative in improving the Our dissemination outreach effort will be quantified to describe the
EMS work environment. Future research should incorporate these level of engagement in feedback sessions with our participating fire
considerations into intervention design, implementation, and evalu- departments and qualitative data will be used to describe the utility of
ation plans of safety practices in EMS. This research illustrates the FOCUS feedback sessions for the fire service. “Culture Camp” train-
importance of utilizing qualitative and quantitative methods to under- ings prepared and supported fire service members to feel competent in
stand the varied experiences that exist in EMS personnel. By filling understanding the importance of safety climate, to better understand
in the gap that currently exists on this topic, our analysis provides their FOCUS results, and return to their fire department equipped
a unique opportunity to develop innovative prevention strategies to to present their FOCUS findings to peers. Qualitative data will be
protect EMS responder’s health, safety, and well-being. presented from the evaluations to demonstrate the utility and knowl-
edge transfer.
Serving the United States fire service with safety culture Practical implications. The findings of this study have practical
assessment: from research to practice implications as researchers and fire service leaders work together to
improve safety culture in the fire service. Best practices and lessons
Andrea Davis (Drexel University)
learned through dissemination efforts will be shared. The business
Problem. Safety climate is a strong predictor of safety outcomes (i.e. analytics platform provided an efficient method to return results, creat-
injuries) and organizational outcomes (i.e. burnout, job satisfaction). ing scalability and impact while reducing data preparation person-hours.
168 WORK, STRESS AND HEALTH
F R I D AY
It allowed us to rapidly expand content and create ad-hoc reports on analysis (EFA) and confirmed by confirmatory factor analysis (CFA).
demand. The consultations revealed an enthusiasm among the fire Subsequently, multi-level modeling approach was used to examine the
service because it had never seen data like these. Participants felt that criterion-related validity of the fire service safety climate.
the consultation facilitated their data comprehension and reported Results. Based on the EFA results, a 14-item measure of fire service
feeling confident about using these data to maintain or improve safety safety climate containing two factors—management commitment and
culture. FOCUS will advance fire service injury prevention through supervisor support —was developed. CFA results indicated satisfactory
data visualization to understand, maintain, or change the culture that fit of the measurement model and provided evidence of its conver-
creates safety. gent and discriminant validity, supporting construct validity. Multi-
Conclusions. An examination of how FOCUS data is helping the level modeling showed that station-level safety climate scores were
fire service to lead, supervise, and organize their work environment significantly related to station-level outcomes such as injury rates and
around safety will be explored. FOCUS feedback and “Culture Camp” employee engagement levels. Station-level safety climate scores were
sessions seek to impart confidence and comfort using safety culture significantly linked to individual firefighter safety compliance behaviors,
data within the fire service as they begin to use objective data to main- job satisfaction, and burnout - supporting criterion-related validity.
tain or improve a positive safety culture in their departments. As such, Discussion and Conclusion. Our results provide evidence that
FOCUS will advance fire service injury prevention efforts through use FOCUS is a useful tool for assessing safety climate specifically within
of a validated tool to understand, maintain, or change the culture that the fire service. Across a nationally-representative, geographical-
creates safety. The future research to practice dissemination plan for ly-stratified random sample of over 8,000 firefighters nested in 615 fire
FOCUS will be discussed. stations, from 130 departments, the FOCUS scale demonstrated sound
psychometric properties, and convergent, discriminant, and criteri-
Development and Validation of the Fire Service Safety Climate on-related validity. Pertaining specifically to safety-related outcomes,
Scale stations with higher as opposed lower FOCUS scores experienced lower
injury rates and firefighters within those stations reported engaging
Jin Lee (Kansas State University)
in higher levels of safety compliance behaviors. Further, stations with
Statement of the Problem: The fire service is commonly known as a higher as opposed to lower FOCUS scores also experienced higher
hazardous industry. There are approximately 1.2 million firefighters in levels of engagement, and firefighters within stations those stations
the United States, of whom 345,000 are career and 815,000 are volun- reported experiencing higher levels of job satisfaction and lower levels
teer employees (Haynes & Stein, 2017). The National Fire Protection of emotional exhaustion.
Association (NFPA) estimated 62,085 line-of-duty injuries in 2016 Findings from this study not only provide evidence supporting the
(Haynes & Molis, 2017). Over the past five years, an average of 70 construct validity of a fire service specific measure of safety climate
firefighters died annually in the line-of-duty, with approximately 62% but also directly test several aspects Nahrgang et al.’s (2011) model
resulting from injuries and 38% from sudden cardiac events (Fahy et of demands-resources and workplace safety within the high-hazard
al., 2017). Understanding the climate of safety is a core initiative of context of the fire service. Given the physical, mental, and emotional
the US fire service in its quest to reduce injuries, fatalities, and toxic demands that firefighters face, our findings suggest that safety climate
exposures linked to occupational disease. The purpose of this study is a critical resource that helps to both mitigate the emotional strain
was to develop a Fire service Organizational Culture of Safety survey of the job and promote compliance with safety behaviors. Consistent
(FOCUS) to support this goal. with Nahrgang et al.’s (2011) findings, we expect that fire stations with
The framework guiding this research draws on Christian et al.’s a positive safety climate are also likely to experience fewer adverse
(2009) and Nahrgang et al.’s (2011) meta-analytical findings that safety events. It is also encouraging to see that safety climate measured
climate is a critical resource that has downstream consequences for with our fire service specific safety climate scale is associated with
both safety-related performance and outcomes as well as member both safety related variables and firefighter well-being variables. As
well-being and morale. Given the evidence regarding the linkages suggested by Huang et al. (2016), promotion of safety climate would
between safety climate and employee motivation, compliance, and contribute to the well-being of workers and sustainability of the indus-
accidents, improvements in safety climate are expected to result in try, and our study showed that it would be the case in the context of the
subsequent improvements in safety compliance behaviors along with a fire service, underscoring the importance of appropriate management
reduction in near-misses, injuries, and workplace fatalities. Our frame- of fire service safety climate.
work was also informed by Huang et al.’s (2016) expanded theory
of the impact of safety climate on organizational outcomes, in that “Creating the next generation of first responder safety researchers”
enhancements result in improvements to a broader set of workplace
attitudes and behaviors such as well-being, morale, engagement, and Jennifer Taylor (Drexel University)
turnover (Huang et al., 2016; Taylor et al., 2012; Griffin & Curcuruto, Problem. The Center for Firefighter Injury Research and Safety Trends
2016, Nahrgang et al., 2011). (FIRST) is a research enterprise organized to support the United States
Method and Analyses. Survey development followed an explor- fire and rescue service through objective data collection and analysis.
atory sequential mixed methods design combining qualitative meth- FIRST set out to build capacity by developing the next generation of first
ods (interviews and focus groups with 123 firefighters) to generate responder safety researchers through the Fire Service Injury Research,
items, and quantitative methods (exploratory and confirmatory Epidemiology, and Evaluation (FIRE) Fellowship. In the summer of 2016,
factor analyses; multi-level models) to examine the survey’s psycho- FIRST developed the inaugural class of FIRE Fellows to give Masters
metric properties in a geographically-stratified random sample of Public Health students the opportunity to work with real world data
of 130 fire departments including 615 stations and 8,575 firefight- and serve our community partners through faster analytic turnaround.
ers. Measurement structure was identified by exploratory factor
169 WORK, STRESS AND HEALTH
F R I D AY
Procedures. The FIRE Fellowship is a 10-week, full-time (400 hours),
paid summer immersion experience—open to public health gradu- Salon 3 & 4
ate students and alumni—that provides a deep introduction to the
fire service through engagement with community partners, including Work Schedules and Health
in-person opportunities (e.g., fire service organizations, fire depart-
PAP E R S E SS I O N
ments, dispatch, unions, etc.). The FIRE Fellows are introduced to the
principles of injury prevention and control and collaborate on manage-
Shift work and mental health: A systematic review
ment and analysis of fire service data using both quantitative and
qualitative methods. The competencies developed are tied to those Yixuan Zhao (Australian National University)
created by Safe States and the Council on Linkages Between Academia
Background. The movement towards a ‘24hrs/7days’ economy has
and Public Health Practice. Each fellow focuses on a specific safety
brought about a growing demand for shift work (Presser 2003). Shift
research topic and dataset within one of the three research areas of
work, also known as nonstandard work schedules, points to a range
the FIRST Center.
of working time arrangements. To date, there appears to be no single,
Analyses. Process and outcomes evaluations are conducted
agreed upon, definition of the specific employment conditions that
throughout the fellowship including weekly team check-ins and an
constitute as ‘shift work’. Generally the term ‘shift work’ implies that a
in-depth evaluation process at the conclusion of the fellowship. The
considerable proportion of work hours fall outside the typical 8/9am to
fellowship ends with a reflection event, in which community partners
4/5pm, Monday to Friday schedule (Presser 2003). Examples of types
and stakeholders are convened for a half-day event where fellows pres-
of shift work include regular morning, afternoon, evening or night shifts,
ent their achievements from the 10-week period.
weekend shifts, rotating shifts and irregular shifts, and split shifts. The
Results. The FIRE Fellowship was implemented in the summers
high prevalence of shift work has led to concerns about its potential
of 2016 (n=7), 2017(n=6), and 2018 (n=4) and had a total of 17
impacts on population health. To date, the link between shift work and
participants, two of whom participated in both years. Seven out of 13
physical health has been well established (Kecklund and Axelsson
continuing students used the FIRE Fellowship data for their Master’s
2016). In contrast, shift work and mental health has been studied less
thesis, 7 out of 13 continuing students became FIRST research assis-
comprehensively (Vogel et al. 2012). This systematic review sought
tants to continue their affiliation with the research, and 2 of 4 alumni
to ascertain the nature of the association between different types of
fellows have become full-time staff of the FIRST center. The Fellowship
shift work and mental health, summarising the findings of large-scale,
was featured in multiple first responder and academic media chan-
non-occupation specific, research.
nels, including Fire Engineering and the “The Nation’s Health” by the
Methods. Four electronic databases, PubMed, PsycINFO, Web of
American Public Health Association (APHA). The work of fellows has
Science and SCOPUS, were searched to identify studies that reported
also contributed to multiple published manuscripts for FIRST. In addi-
on the statistical association between shift work and mental health and
tion, the fellowship assisted in the obtainment of the Association of
that used population based samples. Generally, the search used the
Schools & Programs of Public Health (ASSPH) 2018 Harrison C. Spencer
“title and abstract” field and was limited to articles in English. Thirty-
Award for the Dornsife School of Public Health. Fellows reported that
three studies were included in the final review. The final review included,
the fellowship offered them “unique” and “real-world experience” in
twenty-two cross-sectional analyses, ten longitudinal analyses and
developing and improving their professional comportment, including
one study that had both cross-sectional and longitudinal analyses. A
communication, public speaking, remote work, and collaboration, as
standardised coding sheet was used to extract relevant data from the
well as providing opportunities for stakeholder engagement and further
articles. The data to be extracted included the data source, author
developing public health competencies.
names, publication year, sample characteristics, study design, shift
Practical implications. The FIRE Fellowship has been evaluated to
work measures, mental health measures, the variables/covariates
be a successful program which provides mentorship and experience
adjusted for, and statistical estimates of the association between shift
to future fire service researchers. In addition to practical data analytic
work and mental health. Data extraction was undertaken independently
skills, FIRE Fellows also obtain important professional development
by two of the authors. Study quality was then rated based on repre-
skills, such as public speaking, remote work experience, and competen-
sentativeness of sample, outcome measure, adjustment, study design,
cies such as the ‘hierarchy of help’ and ‘collaboration over competition.’
and outcome at baseline.
The framework for the FIRE Fellowship, and the professional growth it
Results. Of the 33 studies, at least 26 used randomly selected,
provides could be applicable to other research centers working with
population-based samples of workers. The sample sizes of the 33
various occupational groups.
studies ranged from 132 to more than 50000. Twenty-six studies
Conclusion/Next steps: Through FEMA funding, the FIRE Fellowship
were identified as having samples larger than 1000 participants. The
has been funded through year 2020 and will continue to address the
measurement of shift work varied between studies, including broad
safety needs of first responders. Additional funding mechanisms will be
binary indicators of shift work, night or evening shifts, weekend work,
explored to ensure that the FIRE Fellowship remains a viable pipeline for
work schedule irregularity, rotating shifts, and couple’s joint work
future fire service researchers beyond our current FEMA funding cycle.
schedules. With regards to the mental health measures, the majority
of the studies focused on general mental health (psychological distress)
and/or depression. Findings of the studies were grouped based on
the measures of shift work adopted. Results showed that there was a
reasonable level of evidence that overall, when a broad binary measure
was adopted, shift work was associated with poorer mental health.
There was also reasonable evidence that irregular/unpredictable work
170 WORK, STRESS AND HEALTH
F R I D AY
was associated with poorer mental health. Relatively few studies found to mitigate the adverse effects of long working hours on depression
the association between night/evening work and mental health to be and mental well-being. Company managers and health policy makers
significant, however the studies did so received a higher quality than should attach more importance to these two points in order to better
those that did not. There was minimal evidence for weekend work and improve workers’ mental health and implement workplace health
other various types of shift work. In terms of gender differences, overall, promotion campaigns.
there is stronger evidence for an association between shift work and
mental health for females than males, but no conclusions can be drawn An Exploration of Lunch Break Pressures and Perceptions as
without further formal testing. Predictors of Workplace Outcomes
Conclusions. The current systematic review supports the hypoth-
Lisa Kath (San Diego State University)
esis that shift work, especially irregular shift work, is associated with
poorer mental health. Moving forward, there is a need for continued Lunch breaks can provide employees an opportunity to recharge and
investigation of the impacts of shift work on mental health with more maintain healthy well being; unfortunately, some workplace norms
consistent measures/assessments adopted. This evidence is neces- in North America have led to negative perceptions of taking lunch
sary to better understand the difficulties confronting shift workers breaks. The glorification of busyness in the workplace has led to the
and their families, and to identify where support is needed to protect growing belief that important people will forgo their lunch, which in
workers’ mental health. turn may set up an assumption that those who do take a lunch break
are not that important. However, there is not much literature on the
Effect of Long Working Hours on Depression and Mental Well- glorification of busyness in general or on lunch break pressures and
Being among Employees in Shanghai: The Role of Having Leisure perceptions in specific.
Hobbies The present study explored the relationship between pressure
to skip lunch break (negative perceptions from one’s boss and/or
Junming Dai (Fudan University) coworkers on taking a lunch break) and four workplace outcomes: job
Background. Long working hours has been an increasingly serious satisfaction, intention to quit, perceived organizational support, and
health threat among occupational population. Evidence implied that employee engagement. Our model includes lunch break comfort (i.e.,
long working hours can be harmful to this group’s physical and psycho- how comfortable an employee feels taking a lunch break) as a medi-
logical health. But few studies cared on this issue in China. Our aim is to ator of the relationship between pressure and outcomes, and also
examine the associations between long working hours and depression includes lunch break importance (i.e., how important an employee
and mental well-being among working population in Shanghai, mean- values a lunch break) as a moderator of the relationships between
while to identify the impact of having hobbies on these relationships. predictor-mediator and mediator-outcomes.
Methods. Altogether 2985 participants were available in our Preliminary analyses of an archival data set from a lunch break
cross-sectional survey conducted in Shanghai. All variables of this survey of American and Canadian salaried workers (N = 655) using
survey were assessed by a self-administered questionnaire, job stress bivariate correlations and moderated multiple regression have been
identified by the job demand-control model, depression by the Patient conducted. Initial results from correlational analyses indicate that, as
Health Questionnaire-9 (PHQ-9) scale and mental well-being by the expected, pressure from one’s boss or coworkers to skip lunch break
World Health Organization Five-item Well-Being Index (WHO-5) is associated with lower job satisfaction, higher intent to quit, lower
scale, and job stress by job demand-control model. Pearson’s χ2 test perceived organizational support, and lower employee engagement.
and multivariate logistic regression were used to clarify the associa- However, we plan to test the full model using moderated mediation
tions between long working hours and both psychological outcomes, analysis. This will be conducted using the PROCESS macro created
and general linear model to identify the role of having hobbies in this by Dr. Hayes (https://www.processmacro.org/index.html). Results
pathway. of these analyses and corresponding implications will be discussed.
Results. The phenomenon of long working hours (69.3%) was quite There are important limitations in this study design. This is a
common among employees in Shanghai, and the rate of working over cross-sectional, self-report, single-source survey. As such, media-
60 h was 19.3%. Those who worked over 60 h had the highest prev- tion analysis results should be interpreted with caution. For one thing,
alence of poorer mental health compared with individuals working ≤ common method variance could be introducing bias that inflates the
40 h per week. And there were 19% employees suffering from depres- correlations of the variables. For another, the causal order of the predic-
sion and 25.3% scale as poor mental well-being. there were 31.9% tor, mediator, and outcome(s) is not possible to ascertain clearly with
workers identified as high job stress. After adjustment in the logistic this study design. Another limitation is that the measures used for the
regression model, those who reported weekly working time over 60 h study are single items, so the reliability of the measures cannot be
were 1.40 (95%CI: 1.03-1.90) and 1.66 (95%CI: 1.26-2.18) times more determined. Nonetheless, given the novelty of studying lunch breaks
likely to have depression and poor mental well-being, respectively. in the context of employee well-being, these results might provide an
And adjusted ORs for having hobbies were 0.78 (95%CI: 0.62-0.97) interesting preliminary look at whether this area warrants further study.
and 0.62 (95%CI: 0.51-0.75), respectively. Meanwhile, having hobbies Although one’s comfort in taking a lunch break may seem like a rela-
could significantly lower mean score of PHQ-9 and elevate mean score tively insignificant construct to measure, we believe that it may be an
of WHO-5 in each working time group, with an indication of no interac- indicator of a culture that either supports or ignores important stress
tion effect. so developing a hobby at routine can buffer some negative recovery activities. There are many popular press articles that suggest
effect of long work hours and job stress among employees. that the pressure to appear busy is common in many workplaces. This
Conclusions. Long working hours could be a risk factor linked to a type of pressure may discourage employees from taking the kinds of
significantly negative impact on workers’ psychological health. And breaks they need to stay productive and strategically busy. This study
having hobbies in their daily lives, playing a role of buffer, might help
171 WORK, STRESS AND HEALTH
F R I D AY
could be an interesting first step in understanding the importance of a the prior month, and in the past three months, 12% had been late on
culture that supports stress recovery for all its employees. rent or mortgage payments and 19% had delayed going to the doctor
The effects of improved work schedules on worker health: A or getting prescriptions filled because of financial concerns. About
randomized workplace experiment at a national retail firm half of respondents reported that their work schedule interfered with
their sleep and 60% reported physical symptoms indicative of stress.
Susan Lambert (The University of Chicago)
Work-life conflict was rampant, with 55% of fathers and 39% of moth-
Unpredictable, unstable work hours can have deleterious consequences ers reporting that they had to cancel an event that was important to
for workers and their families. This paper examines the health effects their child because of their schedule at the company; 28% of students
of a store-level treatment intended to change manager behavior and found it difficult to coordinate their classes with their work schedules.
store-level scheduling practices. The multi-component intervention is Effect of intervention: Sleep. The intervention significantly improved
based on social science research indicating that multiple dimensions of quality of sleep (by an estimated 7 percent). The effect is larger for
working time intersect to affect worker health and well-being (Clawson employees with second jobs and for employees younger than 26. Stress.
and Gerstel 2014; Henly and Lambert 2014; Hill, Grzywacz, Allen, et al. The intervention significantly reduced stress by about 5 percent. The
2008; Lambert, Henly, Fugiel, and Choper 2017; McCrate 2018). In the effect was particularly strong among parents (15% reduction) and
current study, we targeted for improvement four dimensions of work second-job holders (9% reduction). We are currently conducting anal-
schedules: schedule consistency, predictability, control, and adequacy. yses examining potential effects on work-life conflict and financial
The experiment was conducted in 28 stores in the San Francisco and hardship. To date, analyses suggest that the intervention did little to
Chicago metropolitan areas, involving over 1,500 employees; it ran improve financial well-being or food security, and that work-life conflict
from November 2015 to August 2016. was reduced among second-job holders only (by about 13%).
We examine the effects of the intervention on several aspects of Conclusion and implications. Although research documents the
hourly sales associates’ health and well-being, including perceived negative repercussions of problematic scheduling practices for workers
stress, sleep quality, financial well-being, and work-life conflict. We and families, this is one of the few empirical examples of the concrete
also estimate the extent to which effects of the intervention vary by steps employers can take to improve them. Combined with prior results
race, age and responsibilities for caregiving, school, and working multi- from this experiment, the findings suggest that improving work sched-
ple jobs. ules can be good for employees and good for business. The findings
Research design and intervention. Stores were randomly assigned also suggest that increasing the stability and predictability of work
to control or treatment conditions. The treatment condition included: hours is not enough to protect retail workers from financial hardship.
1) Stable shift structure: providing standardized start and end times Interventions that effectively increase work hours are needed too.
for shifts, with the goal of improving schedule stability; 2) Core sched-
ule: assigning employees to consistent, recurring shifts from week to
week, another component of stability; 3) Part time plus: designating
a core staff cohort who are guaranteed a minimum of 20 hours per Independence Ballroom CD
week, increasing both schedule adequacy and stability; 4) Employee-
The Healthy Work Campaign: A Public Health
initiated shift adjustments: an app that allowed employees to freely
post and pick up shifts, thereby increasing employee schedule control; Campaign to Advance Work Stress Prevention
5) Additional investment in staff: managers received a few additional and Healthy Work in the United States
labor hours, with the goal of providing both managers with room to
risk making changes to their scheduling practices and sales associates SYM P OS I UM
with more hours (adequacy). Analyses indicate that the intervention
improved schedule consistency, predictability and control, but not Chair: Peter Schnall (University of California Irvine)
adequacy.
Millions of Americans experience “unhealthy work,” with 3 out of 5
Data and analyses. Data come from firm systems (e.g., the payroll
saying that work is a significant source of stress (APA Work Stress
system of when employees clock in and out of work; personnel systems
Survey, 2017). As we discuss the future of work and the changing nature
with employee demographics) and pre and post employee surveys
of work, including the rise of the “gig economy” and varying levels of
(response rates are about 50% in each wave). Measures of worker
precarity, work intensification, and the growth in the low-wage service
well-being come from scales that have been used with similar popula-
sector, we must also consider the considerable evidence that the qual-
tions, e.g., Henly and Lambert 2014. Wave-specific calibration weights
ity of jobs, especially the psychosocial work environment, impacts
are used to weight descriptive statistics on baseline health and well-be-
the mental and physical health, safety and well-being of workers. The
ing. To estimate intervention effects we employ maximum likelihood
“conditions” of work, our employment arrangements and the quality
estimation to fit a series of multilevel models with random worker inter-
of our jobs influence our health, safety and well-being. As well, the
cepts and fixed store effects. Models range from a simple model that
“sources of stress”, from the way work is organized—which objectively
includes indicators for treatment condition, wave, and the interaction
exist in the conditions of a job —- such as excessive demands/work-
of treatment by wave to a model that includes a Heckman correction
load, a lack of job control (e.g. job strain), high effort and low reward
for non-response hazard. We examine subgroup differences with inter-
(effort-reward imbalance), work-family conflict, supervisor support,
action terms, as well as by estimating models separately for groups
job insecurity, low wage work, etc.) contribute to burnout, depression,
of interest.
high blood pressure and heart disease (Theorell et al BMC Pub Health
Descriptive findings. Descriptive analyses highlight the many chal-
2015, Landsbergis et al AJPH 2013, Theorell et al Eu J Pub Health 2016).
lenges facing today’s retail sales associates. For example, at baseline,
The Healthy Work Campaign (HWC) is a public health campaign
51% of respondents reported at least moderate food insecurity in
launched in December 2018 at healthywork.org by the Center for Social
172 WORK, STRESS AND HEALTH
F R I D AY
Epidemiology (CSE) a California-based non-profit organization and a In December 2018, the Center for Social Epidemiology, a California-
NIOSH Total Worker Health Affiliate. The HWC is a collaborative effort based non-profit and Total Worker Health Affiliate, launched the
with researchers from the Center for Occupational and Environmental Healthy Work Campaign (HWC). The HWC is a national public health
Health, University of California Irvine (TWH Affiliate) and the School campaign with the mission to reduce harmful sources of stress at
of Public Health at SUNY Downstate as well as a growing list of part- work and improve job quality and health. The campaign is a collab-
ners. In 2017, NIOSH formed the NORA Healthy Work Design and oration with researchers Dr. Peter Schnall, Dr. Marnie Dobson and
Well-being Cross-Sector Council and Program “to protect and advance Dr. BongKyoo Choi at the UC Irvine Center for Occupational and
worker safety, health, and well-being by improving the design of work, Environmental Health and Dr. Paul Landsbergis at the SUNY Downstate
management practices, and the physical and psychosocial work envi- School of Public Health, as well as a growing list of partners. Healthy
ronment.” The Healthy Work Campaign (HWC) goals align with the work is a place where we have physical safety, economic and job secu-
Healthy Work Design and Well-being program and include, education, rity, are treated with respect and dignity, can apply our skills as well as
outreach, development and use of workplace stress assessment tools be rewarded fairly for our skills and time, both financially and in terms
and intervention toolkits. of advancement and growth. However, still relatively unacknowledged,
This symposium will present the mission and goals of the HWC, over 40 years of research documents that “work-related psychosocial
describe what is meant by “healthy work” and provide an update on stressors” are hazardous to health. These “unhealthy” work stressors
efforts to educate and encourage workers, labor organizations, employ- result from the way work is organized, such as excessive job demands,
ers and public health professionals to reduce and prevent work stress- low job control (e.g. job strain), low rewards (e.g., wages, promotion
ors and promote healthy work. At the forefront of these goals is the prospects), low supervisor support, job insecurity, work-family conflict,
implementation of an online, automated work stress assessment tool, workplace bullying and long work hours. Cumulative exposure to these
the Healthy Work Survey (HWS) - for organizations and individuals, stressors takes its toll on the body and can result in burnout, depression
and a series of intervention toolkits aimed at specific groups, that link (Theorell et al BMC Public Health 2015), workplace injuries (Dembe
HWS results to the “best practices” and strategies to reduce work et al OEM 2005, Benavides et al OEM 2006), high blood pressure
stressors. (Landsbergis et al AJPH 2013), heart disease and mortality (Theorell
The first presenter will describe the background and mission of et al Eu J Pub Health 2016). Research also shows that work stressors
the Healthy Work Campaign, including the material developed to are costing organizations and societies billions in direct and indirect
educate individuals and organizations about research on the impact costs due to increased health care costs, and losses in “productivity”
of work stress. Research shows that work stressors lead to illness and due to increased presenteeism, absenteeism, sick leave, disability and
are costing organizations billions in direct and indirect costs due to workers compensation (Jauregui and Schnall 2009). Educating work-
increased use of health care and losses in productivity due to absentee- ing people, employers, labor representatives, occupational health and
ism, presenteeism, sick leave, disability and workers compensation. The safety professionals, policy makers and others, about how work stress-
Healthy Work Campaign recommends individuals and organizations ors impact psychological and physical health, as well as the social and
measure their exposure to work stressors to determine their impact on financial costs to workers, organizations, communities, and society is
health and to find “solutions” to implement work organization change a primary goal of the HWC. Building on the mission of the Center for
and reduce work stressors. Social Epidemiology, founded in 1988, the HWC has developed a variety
The second presenter will provide an update on the development of of innovative educational materials including a website www.healthy-
the Healthy Work Survey (HWS), intended as an organizational “work work.org, a short documentary film, “Working on Empty,” and a social
stress assessment tool” that consists of the key, scientifically-validated, media outreach campaign including brand messages such as “Healthy
short-form psychosocial work stressor domains that are known to be Work, Healthy People.” The HWC also encourages individuals and orga-
the strongest risk factors for chronic disease. Items from the NIOSH nizations to measure their exposure to work stressors and subsequent
QWL questionnaire were psychometrically tested to determine inclu- impact on health using tools provided at healthywork.org. Currently, the
sion in the HWS which will allow comparisons to national scores. public is being directed to the online, user-friendly, StressAssess survey,
The third presenter will discuss the development of a Healthy Work developed by the Canadian OSH and labor community, while a similar
Intervention “toolkit” including a work organization intervention data- instrument the “Healthy Work Survey” is being developed as part of
base which will include different “levels” of intervention including the HWC. The HWS will provide individuals and organizations with an
worksite-based programs/policies, collective bargaining, legislation automated report identifying the exposure to specific work stressors
and regulation etc. The database will inform a series of “toolkits” which and comparing their scores to US national averages from the NIOSH
have been developed through the healthywork.org website for individ- Quality of Work Life survey. The impetus is not just to collect surveil-
uals, for employers, and for unions/worker advocates. In addition, there lance data but to provide both individuals and organizations with the
are plans for creating automated reports based on “case studies” of means to assess exposure to work stressors in an autonomous, user-
work organization intervention programs and linking them to an orga- friendly online platform, with the benefit of validated scientific tools,
nization’s Healthy Work Survey scored results. In this way, employers and to identify their own needs for organizational improvements. The
and unions can be made aware of specific interventions that may be HWC campaign also promotes healthy work by recommending work
implemented to reduce work stressors particular to their industry or organization intervention programs, which also involve the participa-
organization. tion of workers, workers’ representatives, and managers (all levels of an
organization), and is currently developing a “Healthy Work Intervention
The Healthy Work Campaign: Advancing Healthy Work in the U.S. Toolkit.” Outreach to working people, labor representatives and worker
health and safety advocates, and employers is an essential component
Marnie Dobson (University of California Irvine)
of the HWC. Partnerships and collaborations with organizations that
value the idea of health work design, “sustainable work” or work stress
173 WORK, STRESS AND HEALTH
F R I D AY
prevention, are ongoing. We will discuss the methods by which the family conflict and psychological job demands scales also appeared to
HWC is evaluating the impact and utilization of its materials, as well be problematic in the subgroup factor analyses, particularly, in the five
as the barriers and successes experienced in this first year. occupational groups. Conclusion. This is the first study that tested and
Construct validity of the NIOSH Quality of Work-Life demonstrated the construct validity of more than 10 important work
Questionnaire: The Healthy Work Survey (HWS) Pr stressor scales in the NIOSH QWL questionnaire. This study supports
that the NIOSH QWL questionnaire can be a good basis for creating
BongKyoo Choi (University of California Irvine)
a short standard questionnaire for work organization risk assessment
Background and Objectives. Unlike other developed countries for US workers. At the same time, this study indicates that some QWL
(European countries, United Kingdom, and Canada), there are no items can and should be removed for developing the HWS due to their
national guidelines or regulations for the prevention of work stress weak construct validity. Further psychometric analyses, differential
in the United States (US). Also, there is no standard work organiza- item functioning analysis and predictive validity with health outcomes
tion risk assessment tool in the US. Although the NIOSH Quality of and productivity (sickness absence) in the QWL data, will be conducted
Work-Life (QWL) questionnaire has been used as part of the General for the final best items to be included in the HWS. The to-be-developed
Social Survey (GSS) since 2002, it is not recognized as a national stan- HWS will significantly increase the awareness of work organization
dard tool, nor used widely for work stress prevention. As part of the hazards and facilitate societal and worksite-based interventions for
on-going Healthy Work Campaign (https://healthywork.org/), the healthy work organizations by identifying important work stressors
goal of this project (“Healthy Work Survey” Project) is to develop and enabling a comparison to national statistics.
a short standard questionnaire for work organization risk assess-
ment in the US, based on the NIOSH QWL questionnaire and also Development of an OnLine Toolkit for the Public on Organizational
a literature review on new important work stressors. However, little Interventions to Reduce Job Stress
is known about the psychometric validity of the NIOSH QWL ques-
tionnaire items and scales (1). This study as a first stage of the HWS Paul Landsbergis (SUNY Downstate)
project is to test the constructive validity of the QWL items and scales Much research has been conducted on evaluating the impact of orga-
about psychosocial working conditions for selecting best items to be nizational interventions on changes in stressful job characteristics or
included in the Healthy Work Survey. Methods. The four-wave data employee health (e.g., LaMontagne et al., 2007). However, there have
of the GSS-QWL in 2002, 2006, 2010, and 2014 (N= 5,914 workers) been few efforts to translate this literature into information with utility
were pooled for analysis of this study. The pooled QWL data included and relevance for the public and for workplace practitioners, includ-
multi-item scales about the following important work stressors, largely ing workers, labor unions and employers. In addition, organizational
based on several contemporary influential work stress models such intervention evaluation research has important methodological limita-
as the Demand-Control model, Effort-Reward Imbalance model, and tions (Nielsen & Miraglia, 2017), and has rarely assessed the impact
the Demand-Resource models: job control (7 items), psychological of important types of interventions, such as legislation, regulation,
job demands (4 items; 3 items for workload and 1 item for conflict collective bargaining, cooperatives, and worker advocacy campaigns.
demands), resource adequacy (3 items), supervisor and coworker Therefore, as part of our Healthy Work Campaign (https://healthy-
support (4 items), physical job demands (3 items), safety climate (4 work.org/), we are providing guidance to the public and to workplace
items), job insecurity (4 items), pay/fairness (2 items), rewards (5 practitioners on a “toolkit” of strategies for reducing work stressors.
items; 1 item for job insecurity, 2 items for promotion, and 2 items for We describe below the rationale for the toolkit and the procedures by
recognition/respect), discrimination (3 items), harassment (2 items), which it is being developed. Producing a meta-analytic “summary esti-
and work and family conflict (3 items). Exploratory factor analyses mate” of the impact of interventions to reduce specific job stressors, for
were conducted in the whole data to test the construct validity of the example, interventions to increase job control, increase social support,
aforementioned multi-item QWL scales. In addition, we replicated the or decrease harassment/bullying is not feasible. Organizational (social
factor analysis in the following subgroups (age, sex, occupation, race/ science) interventions are complex, and impacts likely vary depend-
ethnicity, and time period) to test any differential construct validity of ing upon the organizational context, and intervention processes and
the QWL scales by the sociodemographic variables. Two time periods mechanisms. There is often difficulty finding appropriate control groups
were created for testing: 2002-2006 vs. 2010-2014. Five occupa- (Nielsen & Miraglia, 2017). Many published studies lack details of
tional groups were tested: Management, Business, Science, and Arts the process and context of the intervention, or an assessment of the
Occupations; Service Occupations; Sales and Office Occupations; fidelity of the intervention (Nielsen & Miraglia, 2017; Aust, 2018).
Natural Resources, Construction, and Maintenance Occupations; and Combining studies of differing fidelity, and different contexts and
Production, Transportation, and Material Moving Occupations. Results. processes, contributes to reviewers’ conclusions that organizational
Overall, factor analyses confirmed the underlying constructs of the intervention studies have limited or “mixed” results (Nielsen & Miraglia,
following QWL scales: job control, supervisor and coworker support, 2017; Kompier & Aust, 2016). For these methodological reasons, and
physical job demands, safety climates, pay/fairness, discrimination, to provide concrete guidance for practitioners, our toolkit will contain
and harassment. However, one item of work and family conflict (“How detailed case studies of job stressor reduction efforts, as well as links
hard is it to take time off during your work to take care of personal to: 1) The Healthy Workplace Participatory Program (developed by the
or family matters?”), one item of psychological job demands (“My NIOSH TWH Center, CPH-NEW): https://www.uml.edu/Research/
job requires that I work very fast”), and one item of job insecurity CPH-NEW/Healthy-Work-Participatory-Program/, the most detailed
(“How easy would it be for you to find a job with another employer with example of the process of conducting worksite-based interventions.
approximately the same income and fringe benefits as you have now?) 2) Research studies, programs, policies, laws, regulations, guidelines,
were not loaded on the supposed underlying constructs in the factor contracts, cooperatives and worker advocacy efforts designed to
analysis with the whole QWL data. In addition, the items of work and reduce job stressors. 3) Efforts by NIOSH TWH Centers of Excellence
174 WORK, STRESS AND HEALTH
F R I D AY
to address job stressors. Eligibility criteria for our case studies are Work Environment with Worker and Family
worksite-based research studies which: 1) Are designed to improve
Member Well-being
psychosocial work conditions, job characteristics or the organization of
work, or to reduce stressors, and improve employee health. 2) Include SYM P OS I UM
measurement of psychosocial working conditions or worker health
(physical or mental) 3) Provide evidence of positive effects (improve-
ments to working conditions or worker health). 4) Have at least a Chair: Margaret Kitt (NIOSH)
quasi-experimental design with pre and post measures and a control Problem statement: Through the Healthy Work Design and Well-being
group. 5) Provide details about the context, process and mechanisms of (HWD) program, the National Institute for Occupational Safety and
the intervention. In addition, we will develop case studies of representa- Health (NIOSH) and its partners aim to protect and advance worker
tive examples of primarily non-worksite-based interventions—legisla- safety, health, and well-being by improving the design of work, manage-
tion, regulation, contract language, cooperatives and worker advocacy ment practices, and the physical and psychosocial work environment.
efforts. With a few exceptions (e.g., Dollard & Neser, 2013; Landsbergis HWD’s holistic perspective focuses on how work affects overall health
et al., 2011; Landsbergis et al., 2017; Leigh et al., 2015: Weissbrodt & and well-being, including physical, psychological, social, and economic
Giauque, 2017), such interventions have not been evaluated for their aspects for workers and their families, employers, and society overall.
impact on job characteristics or on worker health. Thus, in addition to The papers in this session include:
describing research on voluntary worksite-based interventions, our • An exploration of objective Ohio workers’ compensation data on
toolkit is designed to reach large numbers of people with practical violence-related injuries for classroom personnel that provides
guidance and information on legally binding interventions, such as insight to the how and why violence is occurring in schools (Streit)
legislation, regulation, and contract language. The following types • An assessment of the association between work flexibility and
of research studies are outside of the scope of our current toolkit: 1) work-related well-being (Ray)
Studies solely of productivity, organizational climate, or job satisfaction • An assessment of the association between parental workplace
outcomes that do not include either measures of job characteristics injury and emotional and behavioral problems of children (Asfaw)
or health outcomes 2) Individual-level stress management programs Together, these papers aim to improve our understanding of how the
3) Studies solely of occupational safety and health programs that do design of work, management practices, and the physical and psychoso-
not address work organization or job stressors Our case studies will be cial work environment affect worker well-being (violence-Streit; work
written in lay language, and will have 3 main sections: 1) Demographics flexibility-Ray) and family member well-being (parental workplace
of workplace(s), occupations, industries, and the nature of the problem injury effects on children-Asfaw). In addition, these papers point to
being addressed. 2) Context, content and process of the intervention— opportunities for prevention to improve worker and family member
what changed? Is there evidence of the fidelity of the intervention? 3) well-being.
Indicators of the intervention’s success—what was improved, what Analyses. Both descriptive and regression analyses were conducted.
was not. All case studies will be tagged (labeled) with key words, and Data sources are described and preliminary results are presented in
a search/sort function will allow users to focus on case studies relevant the abstracts below. Additional results will be presented during the
to their work context. Key words will be: 1) Job stressor(s) addressed conference.
(individuals or groups with “poor” scores on specific job stressors Results. Violence-related injuries for classroom personnel. Injuries
from our Healthy Work Survey (https://healthywork.org/individu- sustained by teachers and aides accounted for 46.4% of the total
als/healthy-work-survey-individuals/) will be provided links to case claims filed by employees in the urban public school districts exam-
studies of those specific stressors). 2) Health outcome(s) examined 3) ined from 2001 to 2012. Nearly 40% of these injuries were the result
Occupation(s) 4) Industries 5) Contextual factors: a) Regional: Country, of violent events with perpetrators exhibiting clear intent to cause
or U.S. region/state b) Worksite-based: unionization, downsizing The harm in 96.7% of cases. Teachers and aides were most often injured
healthywork.org website and “toolkit” are “works in progress” and as the result of direct victimization by a student (40.9%). An addi-
more details will be added over the next 1-2 years. This presentation tional 34.6% were indirectly injured as the result of intervening on
will update the audience on the status of the “toolkit” portions of the violence occurring between two or more parties (students, cowork-
web site, lessons learned in its development, and will request feedback ers, parents). Victims most frequently suffered contusions (36.3%),
on improving the toolkit. followed by sprains to the upper extremities (15.0%) and back (11.0%).
Approximately 22% of their injuries were severe enough to result in
Discussants: David Le Grande (Communications Workers of America
(retired)), Pouran Faghri (University of Connecticut) lost time, with an average loss of 46.3 work days.
Work flexibility. Overall work flexibility changed minimally during
2002-2014, although some individual flexibility variables followed
cyclical trends. Work arrangement was an important determinant of
Philadelphia Ballroom South work flexibility. After controlling for demographics and overall health
status, work flexibility was positively associated with well-being.
Associations of Work Design, Management Parental workplace injury effects on children. Descriptive analyses
Practices, and the Physical and Psychosocial showed that reported emotional and behavioral problems were propor-
tionately more prevalent for all four target outcomes among children
with an injured parent. These children were more likely than children of
non-injured parents to: have many worries or seem worried; be often
unhappy, depressed, or tearful; and have more emotional, concentra-
tion, behavioral, and relationship difficulties. Reports of good attention
175 WORK, STRESS AND HEALTH
F R I D AY
span/seeing homework or chores through to the end were less common robust against the selection, response, and measurement biases that
when parents were injured. can contaminate survey results—especially for sensitive topics like
Multivariable analysis confirmed the descriptive findings. After workplace violence—are lacking in the teacher victimization litera-
controlling for covariates, the odds that children of injured parents ture. In addition, there remains a pressing need for studies that provide
were reported as having many worries or seemed worried were 51% insight on how and why violence against teachers is occurring in U.S.
greater than for children of non-injured parents. The odds that children schools. A recent study of Minnesota school personnel demonstrated
of an injured parent were reported as unhappy, depressed or tearful the utility of workers’ compensation claims as a rich source of objective
increased by about the same amount (49%), and a greater increase school violence data (Schofield, Ryan, & Stroinski, 2017). The scope of
(70%) was evident for reports that the child of an injured parent had that study, however, was limited to student-perpetrated injuries. The
emotional, concentration, behavioral, and relationship difficulties. The current study builds upon Schofield et al. (2017) and uses Ohio work-
odds of reports of good attention span and seeing homework or chores ers’ compensation data to more broadly investigate the extent, sever-
through to the end were reduced by 40% among children of injured ity, nature, and determinants of violence-related injuries sustained by
parents. K-12 urban public school teachers and teacher aides. In this study, we
Implications and Conclusion. The studies described make signifi- defined physical violence as “the use of physical force with the poten-
cant contributions to the focus areas of HWD: tial for causing death, disability, injury, or harm.” METHOD Data The
The violence-related injuries for classroom personnel study adds Ohio Bureau of Workers’ Compensation (OHBWC) provided access to
to the school violence literature by characterizing the incident, sever- data for workers’ compensation claims for injuries occurring between
ity, and nature of violence-related injuries for Ohio’s K-12 urban public 2001 and 2012. Each claim includes claimant demographics, injury
school teachers and teacher aides. The findings can help guide the type, injury severity, a narrative description of the event(s) leading
design, implementation, and evaluation of school-based interventions to the injury, and the costs incurred (as both money and time). This
that seek to prevent violence directed at teachers. The study also high- research effort focuses on claims filed by or on behalf of teachers
lights the utility of workers’ compensation claims as a rich source of and classroom aides from nine major urban public school districts in
objective data for investigations of workplace injuries. Ohio. Procedures Secondary data analysis was used to explore work-
The work flexibility study demonstrated the importance of work ers’ compensation claims data. A team of four independent raters
flexibility for well-being and provided valuable information about flex- manually coded open-field occupation (teacher, aide, other) and acci-
ibility by work arrangement type. As far as the authors know, this is the dent descriptions (violence-related or not) for all claims. For each
first study on this topic in the US context. The findings can be used by violence-related case, the raters also used the claim’s accident descrip-
various stakeholders, including policy makers. tion to systematically classify the perpetrator-victim relationship and
The parental workplace injury effects on children study opens a further categorize the circumstances that resulted in a workplace injury
new research dimension in occupational safety and health by providing (e.g., source, injuring party’s intent to cause harm, nature of interac-
empirical evidence of an association between parental workplace injury tions). PRELIMINARY RESULTS Injuries sustained by teachers and aides
and the psychological well-being of children. The authors will suggest accounted for 46.4% (n = 9,064) of the total claims (n = 19,508) filed
further research to confirm and build upon these findings, investigate by employees in the urban public school districts from 2001 to 2012.
likely mechanisms of effect, and establish downstream socioeconomic Nearly 40% (n = 3,426) of injuries to teachers and aides were the
impacts of the outcomes seen here. result of violent events. Perpetrators exhibited clear intent to cause
harm in 96.7% of cases. Teachers and aides were most often injured
Violent victimization of teachers and aides in K-12 urban public as the result of direct victimization by a student who was exhibiting
schools aggressive or escalated behavior (40.9%). However, an additional
34.6% were indirectly injured as the result of intervening on violence
Jessica Streit (NIOSH)
occurring between two or more parties (students, coworkers, parents).
BACKGROUND In 2016, the American Psychological Association Victimized teachers and aides most frequently suffered contusions
(APA) declared violence against K-12 teachers a “silent national crisis”. (36.3%), followed by sprains to the upper extremities (15.0%) and
Approximately 80% of U.S. teachers who responded to a national back (11.0%). Approximately 22% of their reported violence-related
online self-report survey indicated they had experienced one or more injuries were severe enough to result in lost time, with an average loss
incidents of victimization in the last year (McMahon et al., 2014). This of 46.3 work days. Additional descriptive analyses and between-group
is staggeringly higher than the annual victimization rates reported for comparisons are currently underway. These results will be available
U.S. students, which hover around 3% (National Center for Education for presentation at the conference and will provide more detail about
Statistics, 2017). Teachers described victimization by violent offenses the extent, severity, and nature of violent victimization of teachers
ranging in severity from damage/theft of personal property (54%) and aides in Ohio’s urban public schools. CONCLUSIONS This study
to verbal harassment and intimidation (73%) to physical attacks by adds to the school violence literature by characterizing the incident,
colleagues, parents, and students (44%); and teachers in urban schools severity, and nature of violence-related injuries for Ohio’s K-12 urban
had significantly higher likelihood of victimization than teachers in public school teachers and teacher aides. The findings can help guide
either rural or suburban schools (McMahon et al.). Despite its poten- the design, implementation, and evaluation of school-based interven-
tial to adversely impact multiple levels within the education ecosystem tions that seek to prevent violence directed at teachers. The study also
(e.g., worker, student, classroom, school, and district), teacher-directed highlights the utility of workers’ compensation claims as a rich source
violence remains an understudied public health problem. Among the of objective data for investigations of workplace injuries.
limited studies that have been published, most (e.g., McMahon et
al.; Robers, Zhang, Truman, & Snyder, 2011) are based on self-report Work flexibility and work-related well-being across work
survey data. Studies utilizing objective data sources, which are more arrangements
176 WORK, STRESS AND HEALTH
F R I D AY
Tapas Ray (NIOSH) days was your mental health not good?; and, (4) During the past 30
Objective We assessed the prevalence of work flexibility by work days, for about how many days did poor physical or mental health keep
arrangement type among U.S. workers during 2002-2014. We further you from doing your usual activities, such as self-care, work, or recre-
investigated whether work flexibility was associated with work-related ation? We conducted descriptive and regression analyses and assessed
well-being, expressed as job satisfaction, job stress, and health-related the effect of work arrangement on work flexibility and the associa-
quality of life (HRQL). Analyses We used data from the Quality of Work tion between work flexibility and work related well-being. Preliminary
life (QWL) module of the General Social Survey (GSS). Funded by the results Overall work flexibility changed minimally during 2002-2014,
National Science Foundation, GSS is a biannual nationally representa- although some individual flexibility variables followed cyclical trends.
tive cross-sectional survey of U.S. households conducted through face- Work arrangement was an important determinant of work flexibility.
to-face personal interviews by the National Opinion Research Center. After controlling for demographics and overall health status, work
GSS utilizes a multi-stage probability design yielding a representative flexibility was positively associated with well-being. Additional results
sample of the civilian, non-institutionalized, English-speaking, U.S. will be presented at the conference. Practical Implications The study
adult population (Grosch et al., 2006). In 2002, 2006, 2010, and 2014, demonstrated the importance of work flexibility for well-being and
GSS was supplemented with a QWL module (www.cdc.gov/niosh/ provided valuable information about flexibility by work arrangement
topics/stress/qwlquest.html). Developed by the National Institute type. As far as we know, this is the first study on this topic in the US
for Occupational Safety and Health (NIOSH) with contributions by its context. Our findings are relevant for various stakeholders, including
partners, QWL assessed an array of psychosocial working conditions policy makers.
and quality of work life topics among GSS respondents who were either
employed or looking for work. We analyzed pooled cross sectional data Association of Parental Workplace Injury with Emotional and
from 2002, 2006, 2010, and 2014 (weighted sample of 5911 observa- Behavioral Problems of Children
tions). To assess work arrangements, we distributed the study sample Abay Asfaw (NIOSH)
into five mutually exclusive groups based on responses to the question,
Problem statement Most studies on the burden of occupational inju-
How would you describe your employment arrangement in your main
ries and illnesses focus on worker and workplace-specific economic
job? Response categories were: (1) independent contractor/indepen-
impacts such as cost of healthcare, loss of productivity, workers’
dent consultant/freelance worker, (2) on call worker/works only when
compensation costs, and presenteeism. This study asks whether occu-
called, (3) paid by temporary agency, (4) working for a contractor who
pational injuries can reach beyond the worker and the workplace to
provides workers and services to others under contract, and (5) regular
affect family members of injured workers. We investigated whether
permanent employee (standard). To assess work flexibility, we used the
children of parents with workplace injury were more likely to mani-
following variables: 1) Work schedule; 2) Telework; 3) Ability to take
fest emotional and behavioral problems than children of non-injured
time off work for non-work matters; 4) Work demands; 5) Productivity-
parents. To our knowledge, these associations have not been previously
conducive work conditions; 6) Opportunity to develop special abilities;
described. Methods We used data from the National Health Interview
7) Availability of help and equipment at work; and 8) Freedom to decide.
Survey (NHIS), a household interview survey. Each year of the survey,
We assessed job satisfaction using responses to the question, All in all,
a sample child is randomly selected from each sampled household
how satisfied would you say you are with your job? (yes = very satis-
and an extensive array of detailed health, school, behavioral and other
fied, somewhat satisfied; no = not too satisfied, not at all satisfied.)
information is collected via a proxy/key informant (usually a parent).
We assessed job stress through the survey question, How stressful is
The questions we used to assess emotional or behavioral health were
your work? We collapsed responses from a 5-point Likert scale into
from the short version of the strengths and difficulties questionnaire
the following two categories: (1) those who reported being stressed at
and were only asked of respondents of sample children aged 4-17. Injury
work (stressed; response options 5 = always, and 4 = often), and (2)
episode data were collected from the family respondent during the
those who reported not being stressed at work (non-stressed; response
family core interview and establish whether one of the parents expe-
options 3 = sometimes, 2 = rarely, and 1 = never). We used these two
rienced an occupational injury. We linked the sample child file with
categories as a binary response variable, with 1 = stressed and 0 =
the injury episode file. Five years of data (2012-2016) were combined,
non-stressed. This is in line and allows for comparison with earlier stud-
yielding 433 children with an injured parent, and a comparison group
ies that used QWL data (see Grosch et al., 2006). To assess HRQL, we
of 41,574 children. Our independent variable was parental workplace
used four items from the Centers for Disease Control and Prevention
injury, defined as all medically-consulted injury and poisoning episodes
(CDC) HRQOL-4 index. Developed in the 1980 s, the HRQOL-4 has
that occurred during the past 3 months while working at a paid job. Four
been used to derive metrics for government-wide initiatives such as
target indicators were investigated: 1) child had many worries or often
Healthy People 2010 and 2020, and assess the health status of the U.S.
seemed worried; 2) child is often unhappy, depressed, or tearful; 3) a
population both at the national and state levels (ODPHP DHHS, 2014).
combination indicator reflecting emotional, concentration, behavioral,
Variables from the HRQOL-4 have been used in national level surveys
and relationship difficulties; and 4) child has good attention span/
such as CDC’s Behavioral Risk Factor Surveillance System and the
sees homework or chores through to end. The recall period was six
National Health and Nutrition Examination Survey. The four core ques-
months prior to the survey except for the combination measure (no
tions from the HRQOL-4 were: (1) Would you say that in general your
specific recall period). For each question parents answered as ‘not
health is excellent, very good, good, fair, or poor? (Likert scale ranging
true,’ ‘somewhat true,’ or ‘certainly true’. We combined certainly true
from 1 = poor to 5 = excellent); (2) Now thinking about your physical
and somewhat true to define cases of emotional or behavioral prob-
health, which includes physical illness and injury, for how many days
lems. To examine our results robustness we evaluated responses to
during the past 30 days was your physical health not good?; (3) Now
two questions on child emotional and behavioral outcomes that we
thinking about your mental health, which includes stress, depression,
believed would be less influenced by parent injury (control outcomes):
and problems with emotions, for how many days during the past 30
177 WORK, STRESS AND HEALTH
F R I D AY
1) child gets along with adults better than children/youth and 2) child As modern workplaces continue to incorporate telecommuting and
was well behaved and does what adults request (last six months for information and communications technologies (ICTs), it is possible
both question). Lastly, child age, sex, health insurance coverage, and for employees to work virtually anywhere (Kossek & Lautsch, 2012;
doctor diagnosed attention deficit hyperactivity disorder (ADHD) were Major & Germano, 2006). This flexibility may help employees switch
included as covariates along with parent marital and poverty status and between work and nonwork roles (Allen & Shockley, 2009) but it may
education. Results Descriptive analyses Children with injured parents also make it increasingly difficult for workers to maintain a separa-
were more likely to be reported a) to have many worries or to seem tion between work and family boundaries (Kossek, Lautsch, & Eaton,
worried than were children of non-injured parents (33.1% vs. 25.3%; 2006). For some, blurring of work and home lines may create prob-
χ2=12.56, p<.01); b) to be often unhappy, depressed or tearful (16.5% lems when trying to mentally detach from work and therefore make it
vs. 11.7%; χ2=8.85, p<.05), and c) to have more emotional, concen- harder to recover from job stress (Major & Germano, 2006). This may
tration, behavioral, and relationship difficulties (30.2% vs. 20.9%; be because recovery processes that occur during non-work time are
χ2=20.84, p<.01). Reports of good attention span/seeing homework important for reducing the negative effects of stressful work situations
or chores through to the end were less common when parents were (Eden, 2001; Geurts & Sonnentag, 2006) and the lack of separation
injured (82.1% vs. 88.8%; χ2=17.18, p<.01). In contrast, reports that may inhibit the perception of truly being away from work. Boundary
children got along better with adults than children/youth in the last six theory (Ashforth, Kreiner, & Fugate, 2000) states that some employ-
months were roughly equivalent between the injured and non-injured ees benefit from separating work and private life with boundaries. As it
parent groups. Similarly, reports that children were well behaved and has been found that work and family conflict are bidirectional in nature
did what adults request were nearly equivalent. Multivariable analy- and influence one another, (Frone, Russell, & Cooper, 1992) under-
ses After controlling for covariates, the odds that children of injured standing which variables may increase the level of spillover between
parents were reported as having many worries or seemed worried was work and family.
about 51% greater than for children of non-injured parents (p<.01). One such construct that may act as a boundary spanning mecha-
The odds that children of an injured parent were reported as unhappy, nism is workplace telepressure (WPT). WPT is a maladaptative behav-
depressed or tearful increased by 49% (p<.01), and an increase by 70% ior that can result from employee’s need to be continuously connected
(p<.05) was evident for reports that the child of an injured parent had to the workplace through ICTs to meet perceived needs and demands
emotional, concentration, behavioral, and relationship difficulties. The of supervisors, colleagues, and clients (Barber & Santuzzi, 2014). As
odds of reports of good attention span and seeing homework or chores technology-mediated workplace interactions increase and as employ-
through to the end were reduced by 40% (<.05) among children of ees gain more control and flexibility over when and where work is
injured parents. Odds of reporting that children get along with adults handled, employees may become less able to disconnect from work
better than children/youth or that they are well behaved and do what (Mazmanian, Orlikowski, & Yates, 2013). This is supported by the find-
adults request were not significantly different between the injured ing that 44% of Americans report checking their email during vaca-
to non-parent groups. Implications This study opens a new research tion and 54% check email when home sick (American Psychological
dimension by providing empirical evidence of an association between Association, 2013). WPT has been found to negatively relate to sleep
parental workplace injury and the psychological well-being of children. quality and psychological detachment, two types of employee recovery
These findings are consistent with an emergent body of research show- processes (Thommes, 2015) which are vital to employee well-being.
ing that workplace psychological demands can crossover to adversely Increased integration of work and family roles occurs through activ-
influence health-related outcomes in the families of workers, including ities such as working from home, making job contacts at home, and
their children (Bakker, Westman, and van Emmerik, 2009; Ohu et al., work-family multitasking, which are demands that are likely related
2018; Stuart and Barling, 1996; Westman, 2015). Our injury-related to WPT. This increased integration of work and family demands has
effects would benefit from confirmatory study, and underlying mech- been found to be positively related to perceived stress and work-inter-
anisms need to be investigated. Further, research is needed to better fering-with-family (WIF; Voydanoff, 2005). We propose that WPT will
understand the magnitude of parental injury effects on children and be related to an individual’s level of perceived stress, WIF, family-inter-
their socioeconomic impact. fering-with-work (FIW), and burnout.
In Study 1, a sample of 217 working students from a small private
Discussant: John Piacentino (NIOSH)
Midwestern and a small Northeastern University were used to test the
relationship between WPT, WIF, FIW, and stress. A significant positive
correlation was found between WPT and stress. Using hierarchical
Independence Ballroom A linear regression, after controlling for individual preference for segmen-
tation, supervisor preference of segmentation, and family-supportive
Workplace Telepressure, Work-Family Conflict, supervisor behaviors, WPT was found to have a significant positive
and Associated Outcomes relationship with WIF and FIW. Using model 4 of the PROCESS MACRO
(Hayes, 2017), stress was found to mediate the relationship between
PAPER SESSION WPT and FIW but not WIF.
In Study 2, a sample of 269 working individuals from Amazon
Did you get that Thing I Sent You?: Mediating effects of Work- Mechanical Turk were used to test the relationship between WPT,
family Conflict and Stress on the Telepressure and Burnout WIF, FIW, stress, and burnout. A significant positive correlation was
relationship found between WPT and stress as well as burnout. After controlling
for preference for segmentation, supervisor preference of segmenta-
Kyle Page (South Dakota State University)
tion, family-supportive supervisor behaviors, and work-life balance
culture, WPT was found to have a significant positive relationship with
178 WORK, STRESS AND HEALTH
F R I D AY
WIF and FIW. Using model 6 of the PROCESS MACRO (Hayes, 2017), Procedures. We recruited participants (N = 300; 50% Male; 62%
stress and WIF and stress and FIW displayed sequential mediation of White; Mage = 57.58, SDage = 10.89) through Qualtrics’ research
the stress and burnout relationship. Specifically, whether stress or WIF panel recruitment service. Qualified individuals were 18 years or
was entered first, sequential mediation was supported; however, WIF older, employed full-time (Mweekly work hours = 44.74, SDweekly
alone did not mediate the relationship. Additionally, stress or FIW alone work hours = 11.04; Mjob tenure = 6.98 years, SDjob tenure = 6.85
did not mediate the relationship between WPT and burnout, but once years), and used technology (e.g., smartphone, laptop, computers,
both variables were added, sequential mediation was found whether pagers) with internet connectivity for work. Participants responded to
stress or FIW was entered first. a survey assessing workplace FoMO (Budnick et al., 2018), telepres-
In conclusion, following boundary theory, the relationship between sure (Barber & Santuzzi, 2015), message checking behavior (Barber &
WPT, stress, WIF, FIW, and burnout was explored. This is the only study Santuzzi, 2015), work burnout (Shirom & Melamed, 2006), personal-
that has specifically addressed the relationship between WPT and WIF/ ity (Donnellan et al., 2006), need to belong (Leary et al., 2013), family
FIW. In general, WPT was found to relate to greater levels of stress, supportive organizational perceptions (FSOP; Allen, 2001), work
FIW, and burnout while mixed support was found for WIF. Additionally, engagement (Schaufeli et al., 2006), work well-being (Zheng et al.,
stress mediated the relationship between WPT and FIW. When testing 2015) and demographics. Bivariate correlations, means, standard devi-
sequential mediation, stress and WIF, as well as stress and FIW, were ations, and reliability estimates are in Table 1.
found to have indirect effects on the WPT and burnout relationship. Results. Direct Effects. Simple linear regressions confirmed expec-
Thus, our findings highlight the consequences of WPT and support tations that workplace FoMO would significantly predict higher work
future research and practice that may create interventions for reducing burnout (b = .46, t[304] = 7.08, p < .001, CI95%[.33, .59]) and
WPT. Future research must be used to dissect the relationships found more message checking behaviors (b = .51; t[304] = 6.90, p < .001,
and address whether stress or WIF/FIW occur first. CI95%[.36, .65]), but contrary to expectations workplace FoMO did
not predict work-well-being (b = .01, t[304] = 0.15, p = .88, CI95%[-
Is after-work message-checking really coping? Organizational .14, .16]) or general work engagement (b = .08, t[304] = 1.26, p = .21,
support perceptions moderate relations between workplace FoMO CI95%[-.05, .21]).
and employee health and motivation Moderation Tests. We expected high FSOP levels to weaken work-
place FoMO, health and motivation relationships. However, hierarchical
Christopher Budnick (Southern Connecticut State University)
linear regression interaction terms failed to contribute unique variance
Problem Statement. Connecting to work via technology has spurred for burnout (∆F[1, 302] = 1.95, p = .16; see Table 2) or work engagement
considerable “technostress” research on health and motivation (e.g., (b = .01, ∆F[1, 302] = 3.63, p = .06). Yet FSOP significantly moderated
Day et al., 2010; Tarafdar et al., 2017). Additionally, similar topics and the workplace FoMO and work well-being relationship (b = -.27, p =
constructs have been introduced in popular media outlets. For exam- .02; see Table 2). No relationship was observed at mean (b = .04, p =
ple, the Harvard Business Review discusses how to avoid and cope .51) or high FSOP levels (b = -.12, p =.32; see Figure 2), however at low
with “fear of missing out” (FoMO) at work (e.g., Brubaker & Mobley, FSOP levels workplace FoMO predicted increased work well-being (b
2017; Lieberman, 2016). However, empirical work on this construct lags = .21, t[302] = 2.00, p = .05, CI95%[.002, .410]). At low FSOP levels,
behind and studies on FoMO remain limited to college student samples FoMO also predicted more message checking behaviors (b = .50, p <
outside of work (e.g., Pryzbylski et al., 2013). Alternatively, workplace .001) relative to mean (b = .36, p < .001) or high FSOP levels (b = .22, p
FoMO is a recently developed and validated construct distinct from = .05; see Table 2 and Figure 3).
general FoMO that describes the persistent apprehension one is miss- Implications and Conclusions. Emerging empiricism links general
ing work-related opportunities relative to others (Budnick et al., 2018). FoMO to numerous negative individual outcomes (e.g., binge drinking;
General FoMO associates with many detrimental nonwork Riordan et al., 2015), and general FoMO is a frequent popular and busi-
outcomes (e.g., Pryzbylski et al., 2013; Wolniewicz et al., 2018), but ness press discussion topic. Yet organizational researchers have not
no study has examined work-specific FoMO’s influence on employee empirically examined these claims’ veracity. Therefore, this research
health and motivation. Therefore, relying on occupational health theo- confirmed that workplace FoMO influences employees’ health (i.e.,
ries (Demerouti et al., 2001; Deci & Ryan, 1985, 2000; Hobfoll, 2002), work burnout) and motivation (i.e., message checking behaviors).
we tested whether workplace FoMO predicts employees’ health (i.e., Particularly interestingly is that low FSOP led high FoMO employees
burnout and well-being) and motivation (i.e., message checking and to check messages more during non-work hours and to report higher
work engagement). work well-being. These findings raise an interesting possibility; check-
As organizational support can offset detrimental effects of work ing work messages during non-work hours might represent an effective
stress (Allen, 2001), we also considered that organizational support short-term coping strategy for some individuals. As workplace FoMO is
might alter relations between workplace FoMO and health and moti- a new construct in the organizational literature, these findings warrant
vation outcomes. For high workplace FoMO employees, checking further research.
work messages after work might be a coping method. However, after-
hours work message checking interrupts recovery required for opti- Daily relationships between post-work email characteristics and
mal health and well-being (Demerouti et al., 2004; Demerouti et al., recovery-relevant outcomes
2009; Derks & Bakker, 2014); repeatedly disrupting recovery facili-
tates burnout (Sonnentag & Fritz, 2015). However, when organizations Tanya Mitropoulos (Virginia Tech University)
encourage effective work-life balance behaviors, employees might With the ubiquity of the internet, communication is possible almost
reduce their after-hours work message checking allowing more recov- anywhere, anytime (Chen & Karahanna, 2014; Perlow, 2012).
ery time, higher well-being, and lower burnout levels (see Figure 1 for Consequently, work-related emailing has become common during post-
hypotheses). work time, with more than three-quarters of US workers reportedly
179 WORK, STRESS AND HEALTH
F R I D AY
checking email after-hours (Kelleher, 2013). This increased use of Looking at after-hours work email use as a whole, increased use of
work email during post-work time is associated with myriad negative email generally appears detrimental to off-job experiences surrounding
outcomes (see Chen & Karahanna, 2018 for a review), and evidence recovery. However, our results indicate that the underlying properties
suggests that these relationships arise in part from post-work emailing of these emails may make their impact on recovery more complex.
habits hindering off-job recovery (i.e., the replenishment of cognitive Fewer emails but more time spent on these e-mails was associated
and energetic resources during post-work time; Zijlstra & Sonnentag, with increased problem-solving pondering, which may indicate that a
2006). Park et al. (2011) have shown that increased use of work email more complicated selection of emails coaxes an employee to ponder
during post-work time is associated with decreases in employee attain- them more. Furthermore, despite spending an average of only 13.49
ment of recovery experiences that are key to attainment of sufficient minutes per night on post-work e-mailing, we attained evidence that
post-work recovery (Sonnentag & Fritz, 2007). Our study expands after-hours emailing duration was predictive of three experiences rele-
upon this work to explicitly connect the underlying properties of after- vant to post-work recovery—problem-solving pondering, psychological
hours work emails with four key off-job recovery experiences. detachment, and control. This suggests that even a small amount of
More specifically, we focus on how post-work e-mailing influ- post-work time spent on work emails can impede recovery and influ-
ences affective rumination (negative, intrusive dwelling on work), ence rumination. Similarly, despite that just 4.3% of the received emails
problem-solving pondering (unemotional, constructive thinking were perceived as being negative in tone, overall email tone was related
about work), psychological detachment (not thinking about work), and to affective rumination, suggesting that spending post-work time on
control over leisure time (the ability to decide how to spend non-work even a small percentage of negative emails may increase intrusive and
time) (Hamesch, Cropley, & Lang, 2014; Querstret & Cropley, 2012; negative thoughts about work.
Sonnentag & Fritz, 2007). We explore how the frequency and dura-
tion of after-hours email usage relates to employees’ appraisals of When work never ends: Examining the relationship between ICT
these recovery experiences. Drawing upon the work of Butts et al. Demands, Workplace Telepressure, Work-Family Conflict and Job
(2015), we also explore whether off-job recovery experiences may Satisfaction
vary as a function of the tone (positive, negative, neutral) of post-
Lauryn Girgenti (Griffith University)
work emails received. We expected that increased after-hours work
email use (frequency, duration) and decreased positivity in perceived The prolific growth of Information Communication Technologies (ICTs)
email tone would be predictive of increased affective rumination has meant substantial changes to the way individuals interact within
(Hypothesis 1), increased problem-solving pondering (Hypothesis the workplace, and how they perform their work (Dabbish & Kraut,
2), decreased off-job psychological detachment (Hypothesis 3), and 2006; Ragu-Nathan, Tarafdar, & Ragu-Nathan, 2008). Contemporary
reduced perceived control over leisure time (Hypothesis 4) during the research suggests that ICT is both a resource for managing demands
post-work period. and is itself a new source of demands (Day, Scott & Kelloway, 2010).
To investigate these hypotheses, participants recruited via a variety The enhanced functionality and portability of ICT has generated more
of recruitment modalities completed a morning and a bedtime survey flexible work design, allowing employees to manage their workload
for five consecutive work days (Monday-Friday). Participants were at times best suited to their needs, for instance, from globally distrib-
required to be working full-time and to at least sometimes read and uted locations (Glucksman & Nolan, 2007; Townsend, DeMarie, &
respond to work-related emails during off-job time. Fifty-three partic- Hendrickson, 1998). Nowadays more employees are completing
ipants (N=53) provided 192 daily observations (n=192) across the their work in part or full using ICT (Cascio, 2000). Both virtual and
study period. These participants received an average of 5.22 emails onsite employees’ are reporting a preference for ICT over face-to-
each evening after work and spent an average of 13.49 minutes on after- face communication, to facilitate their workplace interactions (Barley,
hours emails each night. Of these emails, 4.30% were perceived to be Meyerson, & Grodal, 2011; Finn, 2006; Markus, 1994). This has
negative in tone, 68.30% neutral in tone, and 27.38% positive in tone. led to a growing focus on the ‘dark side’ of technology, and how it
Multilevel path analyses were conducted in Mplus to test our impacts employee outcomes by allowing constant connection to work,
hypotheses, with the reported frequency, duration, and tone of email anywhere at any time.
usage during a given night entered as predictors of affective rumination, Workplace telepressure is an emerging concept within the litera-
problem-solving pondering, psychological detachment, and control ture, describing an individual’s preoccupation with and their urge to
during leisure time. The overall tone of the post-work emails was nega- respond promptly to work-related ICT messages (Barber & Santuzzi,
tively associated with post-work affective rumination (β = -.26, SE =.12, 2015, 2017). The experience of workplace telepressure has been linked
z = -2.20, p <.05), such that a negative tone in emails was associated to detrimental impacts on employee outcomes. The present study
with more ruminating, supporting Hypothesis 1. The time spent on is the first to the researcher’s knowledge that examines a mediated
after-hours emailing was positively associated with problem-solving model of ICT demands on outcomes of work- family conflict (WFC),
pondering (β = .02, SE =.01, z = 3.31, p <.01), as expected in Hypothesis family-work conflict (FWC) and job satisfaction, through workplace
2. However, receiving more emails during a given post-work period telepressure. These outcomes are well established as being indicators
was predictive of lower problem-solving pondering (β = -.01, SE =.00, of employee performance and well-being. However, to date there has
z = -3.66, p <.01), in contrast to Hypothesis 2. The amount of time an been no empirical investigation of WFC, FWC and job satisfaction in
employee spent on emails was negatively associated with psycholog- relation to workplace telepressure.
ical detachment (β = -.04, SE =.01, z = -5.98), supporting Hypothesis It was hypothesised that overall ICT demands will be significantly
3. A greater number of emails received at night and more time spent positively associated with workplace telepressure, WFC and FWC.
on these e-mails were both negatively associated with perceptions of Similarly, that workplace telepressure will be significantly positively
control over leisure time (β = -.02, SE =.01, z = -6.53, p <.01 and β = associated with WFC and FWC. It was further hypothesised that ICT
-.01, SE =.00, z = -2.38, p <.01, respectively), supporting Hypothesis 4. demands and workplace telepressure to be significantly negatively
180 WORK, STRESS AND HEALTH
F R I D AY
associated with job satisfaction. Additionally, the study also tested a
mediated model of ICT demands on outcomes of work-family conflict Philadelphia Ballroom Nort
and job satisfaction through workplace telepressure. It was hypoth-
esized that workplace telepressure would mediate the relationship The U.S. Workplace Bullying Movement:
between ICT demands and each of the outcomes of WFC, FWC and Assessing Two Decades of Progress
job satisfaction.
Employees from an Australian multinational company within the SYM P OS I UM
mining and resources sector (N = 653) self-selected to participate in
the online survey. The results of the study revealed ICT demands has Chair: David Yamada (Suffolk University College of Law)
both a direct and indirect effect on both directionality of work-family
The symposium gauges American progress regarding workplace bully-
conflict. The indirect effect of ICT demands elicits experiences of work-
ing during the last 20 years across four domains—the academe, mental
place telepressure and propagates greater work-family conflict. Only a
health counseling, the law and employers.
direct effect between ICT demands and job satisfaction was reported.
Bullying in the Academe. The symposium begins with an inward
Workplace telepressure was not observed to have a mediating effect
glance at the work world of the majority of WSH conference attend-
or to be a significant predictor of workplace telepressure.
ees—the academe. The presenter, as a life-long member of both faculty
Initially, ICT was viewed as a mechanism whereby organisations
and administration in a university, cites research that characterizes the
could gain a competitive advantage (Poter & Millar, 1985; Powell &
particular work environment as a hotbed of conflict, “cultures of cruelty,”
Dent-Micallef, 1997) through enhanced performance (Baily, 2004;
and “mean and nasty” workplaces. Because faculty fulfill a central role
Stiroh & Botsch, 2007) and productivity (Gajendran & Harrison, 2007;
in academic institutions, the presenter focuses on research exploring
Hill et al., 1998; Rice & Blair, 1984). This study has shown that such
faculty as both targets and perpetrators of bullying. Rank and organi-
benefits may be inhibited as ICT simultaneous increases employ-
zational status do not clearly predict the likelihood of being a recipient
ees demands and depletes their resources - physical, emotional and
of abusive behavior. Rather, research reveals complexity. It seems that
psychological. The general pattern of findings in the current study can
there are also multiple sources of bullying, though there is a paucity of
be used to inform the design of targeted interventions, for example
research on sources. More important to understanding faculty bully-
providing training on managing ICT use to reduce demands and prevent
ing is the confluence of factors—academic freedom, tenure, shared
workplace telepressure.
governance, and professorial rank—that distinguish the industry from
Results from this research have implications for organisational
others. The presenter explores ways to incorporate the multi-faceted
policy development. The findings support ICT demands are not isolated
contextualization into the direction for bullying research and interven-
the workplace or standard work hours. The omnipresence of ICT
tions in the academe.
combined with its increased functionality and portability allows individ-
Implications for Mental Health Professionals Treating Bullied
uals to be exposed to workplace ICT demands anywhere anytime. Such
Clients. In the U.S. the prevalence of workplace bullying, 19% of adult
norms are learned through organisational culture including through
Americans, coupled with coworker-witnesses translates to approxi-
explicit policies and procedures (Cialdini, Bator, & Guadagna, 1999).
mately 60.4 million workers. It is not known what proportion of those
Therefore, organisations can play an active role in preventing and limit-
workers seek counseling help from mental health professionals. A
ing the negative impacts of ICT demands by implementing policies and
safe assumption is that with greater recognition of the phenomenon,
procedures which reinforce norms around ICT use and behaviours.
demand for counseling will increase. Research shows that as the result
The findings should also motivate unions to intervene, advocating
of mistreatment targets develop physical and psychological symp-
for organisations to adopt ICT policies and provide training to support
toms, including gastrointestinal problems, sleep disturbances, exac-
employees in managing their ICT demands. Partnerships between
erbation of heart problems, depression, anxiety, and symptoms of
organisations and unions to enforce boundaries around ICT use has
post-traumatic stress. The presenter, a licensed clinical psychologist,
been implemented successfully within Europe by German carmaker
researcher and author, believes that social workers, psychologists
Volkswagen (Koch, 2014) and rival BMW (Goldman Sachs, 2013).
and psychiatrists who may be asked to treat bullied individuals are ill
There is also growing action by Government legislators, for example
prepared. For those potentially traumatized clients, an understanding
“right to disconnect” laws within France and Germany, as well as simi-
of group and organizational dynamics necessarily must be combined
lar pending bills in New York City Haridy, 2018; Gomes, 2017; Morris,
with assessment of familial and social support in addition to a focus on
2017; Wolfe, 2018).
the idiosyncratic response of the client to workplace abuse as stressor.
In summary this research provides further evidence that ICT is
Victim-blaming and attributional errors are common. To avoid risk of
transforming the work experience. It is implausible that technology
re-traumatization by treating professionals, the presenter explains the
will be absent from workplaces. Continued adoption and implemen-
principles of trauma-informed counseling.
tation should be made with consideration that ICT is neither good, nor
Legal Responses to Workplace Bullying. Sweden enacted the first
bad, nor neutral.
international legal ordinance against workplace bullying or mobbing
in 1994. That predated America’s awareness of the phenomenon that
began in the late 1990’s. The presenter, a law professor and the author-
itative expert on American workplace bullying legislation, describes
a mixed record. Nondiscrimination laws apply to bullying situations
infrequently. Attempts by advocacy groups and unions to supplement
employee legal protections in state legislatures, in 30 states since 2003,
have yet to result in enactment of comprehensive laws to prevent and
181 WORK, STRESS AND HEALTH
F R I D AY
correct workplace bullying. However, the definition of abusive conduct The “health” of faculty reflects and has profound implications for the
codified in the Healthy Workplace Bill introduced in all of the states, well-being and success of the institution and its members (including
has been appropriated for limited legislation which mandates training students), the state of higher education more broadly, and society writ
for both private and public sector supervisors (California, 2014) and large (Scholars At Risk (SAR), 2018). A central influence on faculty
government employees and managers (Utah, 2015). In addition, several experience is their relationships with administration students, staff,
county governments across the country have adopted anti-bullying their faculty colleagues and increasingly the public and the state (e.g.,
codes of conduct. The presenter notes that the spirit, and sometimes Ferber, 2018; Shin & Jung, 2014; Trower, 2012). In this presentation, I
the exact provisions, of the HWB have been adopted in employers’ poli- will focus on what is distinctive about academe as a “workplace” and
cies and collective bargaining agreements with unions. The presenter academics as “workers” vis a vis other sectors and other workers and
will discuss the prospects of future public policy making and employee what this distinctiveness offers our examination of workplace bullying
relations given the opposition to fuller protections against abusive more broadly. The targets. Despite the usual qualifications of sample
conduct. and measure, it is clear that faculty are sadly familiar with bullying in
Employer Responses to Workplace Bullying. Twenty years ago their institutions. Approximately one quarter of faculty will identify as
American employers’ approaches to bullying were characterized as having been bullied in a 12-month period with another 40-50% indi-
indifference, denial of its existence or explicit resistance to pleas for cating they have witnessed others being bullied. These rates are higher
relief by bullied individuals. The legality of the phenomenon precluded than the general working population but lower than other work sectors.
legal liability for employers and they took no action. The term work- An examination of who does what to whom reveals that academic
place bullying has become familiar. Corporate counsel took note. They bullying is inherently positional, solidly grounded in and reflective of
began to encourage their executive and government administrator-cli- socio-structural inequities, i.e., bullying is not status-blind. Faculty
ents to take proactive steps to prevent and correct bullying, even in with marginalized social identities and lower organizational rank are
the absence of laws. That led to the adoption of policies by pioneering the most vulnerable. Examination of the intersectionality of these
organizations. The major accelerating factor was the MeToo movement identities reveals that not even tenure or high organizational status
against sexual harassment. It made public the plight of victims silenced can protect some faculty from being bullied, i.e., bullying is also count-
by powerful abusers, supported within their organizations by enabling er-positional (Misawa, 2015). Thus, in order to fully reveal the dynam-
executives and boards of directors. Three positive consequences mate- ics and nuances of power and vulnerability, research on bullying in
rialized. Internal policies prohibiting bullying/abusive conduct are academe and other work contexts must focus on organizational and
being adopted voluntarily by organizations with increasing frequency. social group identities and their intersectionality, i.e., a critical cultural
Workers in those organizations will have grounds to demand resolution perspective is vital (Samnani, 2013) The actors. Bullying occurs most
of toxic work environment issues when none existed before. Second, often at the hands of faculty colleagues, many of who occupy senior
approval and reinforcement for high-profile abusers is evaporating rank. These bullying relationships are very longstanding and hard to
thanks to MeToo. No organization wants a public relations nightmare exit without leaving academe altogether, e.g., lateral transfer a frequent
akin to the Weinstein fiasco. Proof of the new intolerance of abuse and option in other sectors is not viable for faculty. In addition, faculty “get it
desire to act, the presenter describes calls for interventions for abusers from all sides”. They are bullied by internal actors including colleagues,
that promote accountability rather than rationalizations. Finally, court- students, and administrators but also by external actors such as the
room successes for aggrieved plaintiffs and for employers who dared state and increasing the public through online harassment (Ferber,
to terminate their bullies are discussed. 2018). The identification of the state and the public as actors suggests
that bullying from these actors may be useful to consider in other work
Studying bullying in our own academic backyards: Lessons gleaned contexts. Further, much current measurement on workplace bully-
for workplace bullying research ing does not incorporate the source of behaviors. This is problematic
because source of aggression influences the experience and impact of
Loraleigh Keashly (Wayne State University)
bullying. Contextual nature of bullying. The fundamental insight from
There is a pervasive belief that academe generally and universities, in the examination of bullying in academe is the inherently contextual
particular, are hotbeds of conflict and, by extension, bullying (Barsky, nature of the behaviours and the experience. That is, behaviour does
2002; Berryman-Fink, 1998; Twale, 2017). Academe has been charac- not speak for itself. Behavior is interpreted, enacted, and experienced
terized as a “culture of cruelty” (Farley & Sprigg, 2014) and academics, in a particular normative and discursive context. The unique nature of
in particular, have been labelled as “mean and nasty” (Hiatt, 2008). academic culture (self-regulating profession managed through peer
The implication is that bullying is inevitable (and by implication unman- review) and the unique foundational features of academic freedom,
ageable) given the nature (structure, processes, values, norms) of professorial rank, shared governance, and tenure (long term contract)
academe, its occupants, and the (neo-liberal) university administra- shape expectations for faculty conduct. These expectations and norms
tion and (corporate) management (e.g., Canaan & Shumar, 2008; are different than those for other university employee groups as well
Chandler, Berry & Clark, 2002; Twale & DeLuca, 2008; Young, 2017; as other work contexts and industry. These norms are critical in what
Zabrodska, Linnell, Laws & Davies, 2011). To assess the basis and hence, gets identified (i.e., measured, assessed) and experienced as bullying as
the validity of this belief, I reviewed relevant scholarly and relevant well as responses to and management of the bullying. These contextual
institutional and organizational literature from around the globe. I logics are relevant to workplace bullying in other work contexts. Thus,
focus on the experiences of faculty because of their central role in the research and practice in workplace bullying must reflect this contex-
manifestation of the research and education missions of institutions, tualization. I will explore the specific implications for research and for
their partnership with administration through shared governance and addressing workplace bullying in this presentation.
more broadly, their positioning as public intellectuals commenting on
the dynamics of power and social inequity (Keashly & Wajgnurt, 2016).
182 WORK, STRESS AND HEALTH
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Help for the Helpers: Avoid Retraumatizing Workplace Abuse of workplace abuse and their family members who are likely to also
Clients and Intervene More Confidently have been negatively impacted. Strategies for fashioning a systemic
rather than individually-based response to the needs of workplace
Maureen Duffy (Nova Southeastern University/Miami Shores Therapist
abuse clients will also be discussed in order to reduce the risk of iatro-
and Consultant)
genic injury to them by well-meaning therapists and other providers.
Reactions to recognition of bullying and mobbing in the workplace To further assist both mental health practitioners and their workplace
have ranged from denials and minimizations of the abuse to aggres- abuse clients, a review of the current and best self-help books, blogs,
sive condemnation of the target who has dared to name it to milder and websites will be presented.
admonishments to let it go because calling attention to it will cause
more problems to suggestions that the target is overreacting and ought Assessing American Legal Responses to Workplace Bullying and
to grow up, and, in a smaller number of cases, to acknowledgment and Mobbing
intervention. The experience of being bullied or mobbed in the work-
place has resulted in targets developing physical and psychological David Yamada (Suffolk University College of Law)
symptoms, including gastrointestinal problems, sleep disturbances, “Workplace bullying” began to enter the vocabulary of American
exacerbation of heart problems, depression, anxiety, and symptoms employment relations in the late 1990s. Since then, awareness of bully-
of post-traumatic stress (Duffy & Brown, 2018; Duffy & Sperry 2012, ing, mobbing, and related behaviors has grown significantly, especially
2014; Duffy & Yamada, 2018). To date, there has been little guidance in in academic and professional fields such as industrial/occupational
the literature for therapists and other health professionals who encoun- psychology, human resources, and labor relations. By contrast, the
ter targets of workplace abuse in their practices (Hillard, 2009) leading American legal system has been slow to respond to workplace bullying,
many to focus on the individual client while not attending to the other except for when such mistreatment is motivated by protected class
systemic dynamics involved. Providing effective care and treatment membership covered by discrimination statutes. However, advocacy
to targets requires understanding of several inter-related dynamics; groups and unions have been advancing proposed legal reforms, and
namely, the target’s unique response to the stressor of having been in recent years these efforts have demonstrated some success. In
abused in the workplace, the effect of the workplace abuse on family particular, several states and municipalities have enacted statutes
relationships and social support, and an understanding of the particular and ordinances pertaining to workplace bullying. This presentation
group and organizational dynamics involved. Case conceptualization will summarize and assess some 20 years of developments in this
and treatment planning that does not include consideration of all of realm and relate them to broader themes of employee relations and
these dynamics and that focuses predominantly on the individual’s psychological well being. This assessment will be grounded in the
response to workplace abuse risks jeopardizing the target’s recovery main public policy objectives that should be advanced by legal inter-
and causing iatrogenic injury (Duffy & Sperry, 2012). Once workplace vention (Yamada, 2018). The interrelated objectives of prevention and
abuse has progressed, the experience for targets is characterized by response are chief among them. The law should encourage employ-
bewilderment about what is happening to them and why and a corre- ers to use preventive measures to reduce the likelihood of workplace
sponding sense of powerlessness to stop it. This experience of power- bullying. When reports of bullying do arise, fair and effective proce-
lessness in the face of a threat to one’s sense of safety and security dures for handling them should be implemented. In addition, the law
in the world is at the heart of trauma. Scaer (2005) stated that “the should compensate targets who experience severe work abuse. This
most obvious and pervasive source of this insidious societal trauma is liability exposure may, in turn, further encourage employer prevention
in the workplace” (p. 132). Because workplace abuse is interpersonal and response. Finally, the law should embrace a broader policy goal of
abuse it is associated with the most severe health consequences of public messaging that bullying and related behaviors are unaccept-
all types of trauma (Van der Kolk et al, 2005). Workplace abuse is able in the workplaces of a civilized society. After all, laws establish
a life-altering negative experience and targets often seek help from societal norms, and here the law should proclaim that all workers
mental health professionals. Practice experience suggests that if ther- are entitled to be treated with a baseline of dignity. The first compre-
apists do not understand the power dynamics involved in workplace hensive survey of potential legal protections for bullied employees
abuse, outcomes are likely to be poor. Blaming targets for their work- examined tort (personal injury) causes of action and employment
place problems or focusing on their vulnerabilities instead of the larger discrimination, labor relations, and occupational safety and health stat-
contextual issues are all too common negative experiences with ther- utes (Yamada, 2000). It concluded that many instances of severe work
apy that targets report. To do effective work with targets requires (1) abuse escape accountability under the law. This significant legal void
an understanding of interpersonal trauma, and (2) recognition of the led to the drafting of proposed model legislation, eventually dubbed
interplay of contextual and organizational factors in the etiology and the Healthy Workplace Bill (HWB), which provides severely bullied
manifestation of workplace abuse. The clinical approach that best workers with a civil claim for damages and creates liability-reducing
fulfills these criteria is trauma-informed care (Blanch, 2003; Jennings, incentives for employers to prevent and responsive to bullying behav-
2004). Trauma-informed care is a clinical framework that provides iors (Yamada, 2004). Since the early 2000s, the HWB has become
clients with sensitive treatment informed by a deep understanding of the primary template for workplace anti-bullying legislation in the
the nature of trauma. The organizing principles of trauma-informed U.S., while undergoing periodic revisions (Yamada, 2013). In 2003, a
care are that the experience of trauma is common rather than rare and California Assembly member introduced the original version of the
that it affects multiple domains of a person’s life and overall functioning. HWB, marking the first time that comprehensive workplace anti-bul-
This presentation will offer guidelines for mental health practitioners lying legislation had been filed in an American legislature. Versions of
who are likely to find themselves working with increasing numbers of the bill have been introduced in some 30 state legislatures, with most of
clients who have been impacted by workplace abuse. These guidelines this activity occurring during the past decade. Although no jurisdiction
will utilize the principles of trauma-informed care adapted for targets has enacted the full version of the HWB, in recent years several states
183 WORK, STRESS AND HEALTH
F R I D AY
and municipalities have enacted workplace bullying laws and ordi- employers loathing an extension of new protections to employees.
nances that draw heavily upon the template language (Yamada, 2018). Second, executives and administrators are demonstrating a new intol-
For example, in 2014 California amended its employment discrimina- erance of the destructive interpersonal antics of high-profile bad actors
tion statute to require employers with 50 or more employees to provide who enjoyed impunity for years. The presenter showcases a sample of
supervisors with training about prevention of abusive conduct, using policies. It is noteworthy that only school districts, as employers, use
the HWB’s definitional language to define covered behaviors. In 2015, “workplace bullying” in their policy name. Most employers adopt the
Utah enacted a statute requiring state executive agencies to train their title of “respectful workplace,” preferring a positive valence and making
supervisors and employees about preventing abusive conduct, also no reference to bullying. Still employers consider bullying and abusive
drawing upon the HWB’s definitional language. In 2012, Fulton County, conduct pejorative terms. The problem with policies with euphemistic
Georgia adopted a workplace bullying and violence policy that covers titles and terms is that the adopting employer potentially downplays
county employees, adopting the HWB’s definitional language and the seriousness of offenses that truly occur in organizations. We posit
allowing for suspension and termination of offending employees. In that the personal shame felt by bullied individuals is similarly felt by
addition to these examples, workplace bullying and related behaviors employers afraid to admit bullying happens within their organiza-
have been incorporated into various employer policies and collective tions. Policies without accountability for confirmed violators accom-
bargaining agreements. Claims for workplace bullying have been raised plish nothing, actually sustaining impunity. Advanced policies mimic
with varying degrees of success in workers’ compensation proceedings European and Canadian laws that force employers to make victims
and applications for unemployment insurance benefits. Nevertheless, whole again. The U.S. has a low unionization rate compared to other
American workers still do not enjoy comprehensive legal protections nations. In those rare circumstances, some government worker unions
against workplace bullying, mobbing, and abuse. None of the forego- have bargained for anti-bullying protections in contracts. However, the
ing provisions or measures provides direct legal claims for damages or provisions are weakened by the prohibition of arbitration when viola-
imposes liability upon employers. The corporate sector and employer tions occur. A second positive employer response to MeToo pressure
trade organizations have opposed efforts to enact fuller protections. is the withdrawal of the unconditional support abusive individuals
Accordingly, this presentation will examine the public policy making enjoyed, often for decades. Previously there were no limits to toler-
context in assessing the potential future for workplace anti-bullying ance of “shenanigans” of high-profile managers or executives. It was
legislation and the implications for employee relations stakeholders. rationalized as inevitable given the personality and acceptable. In the
Evolution of American Employer Responses to Workplace Bullying academe, offenders were Nobel-level scientists and grant-funded
researchers who contribute mightily to university budgets. Tenure
Gary Namie (Workplace Bullying Institute)
was the excuse to not discipline. In law offices, it is the miscreant
Two decades ago American employers were free to ignore complaints senior partner responsible for attracting high-revenue clients. In recent
about harassment that did not meet the criteria for violations of nondis- years, this consultant-presenter has been engaged to “deal” with such
crimination policies without legal liability. Some complainants reported bullying individuals. Whereas, employers would have referred to their
cruelty which was then, and still is, not legally actionable. Based on one problem employees as troublemakers or simply abrasive, all other
of the presentations in this symposium, current employment law still workers were told to accommodate themselves to avoid harm. Now,
does not extend protections against abusive conduct to all employees. organizations want to avoid having a Harvey Weinstein in their ranks.
The legality of bullying enables employers to continue to ignore bully- Evidence of progress is the request to deal with bullies, calling them
ing-related complaints with little risk, except in the 20% of cases with “bullies” and dealing with cruel behaviors unrelated to sexual harass-
a concurrent discriminatory cause (WBI, 2007). American employers ment. The bravest and most effective organizations make retention of
who have addressed bullying in the 20+ years since the start of the the bully conditional on sustained compliance with a new anti-bullying
movement have done so only voluntarily. Thanks to widespread media policy or related code of conduct. We emphasize that this is not “anger
coverage of the topic, and explicitly calling it “workplace bullying,” the management,” the historical alternative to accountability adopted by
public has accepted the new name for the ever-present phenomenon. most organizations. Rather it is a confrontational intervention based
Legal counsel to organizations communicated a twofold message to on existing evidence of mistreatment. We also engage subordinates,
their corporate and government executive-clients. The message: (1) coworkers and executive managers to monitor and report post-inter-
several states were introducing anti-bullying legislation, and (2) bully- vention conduct. The presentation ends with examples of courtroom
ing is a serious and preventable problem that should be addressed by successes for bullied individuals and organizations brave enough to
policies, even in the absence of laws. Voluntary progress remained terminate high-profile bullies. Though there is no legal standard for
infrequent. Then came the MeToo movement against sexual harass- bullying in U.S. legal lexicon, this presenter provides expert witness
ment. It shares at least three principles with the U.S. workplace bullying testimony to support both employers and plaintiffs in bullying-related
movement: (1) victims rarely report their victimization, self-suppressed cases.
by personal shame and fear of character assassination, (2) victims are
not believed using he said/she said equivocation, and (3) organizations
defend high-ranking abusers and take extraordinary actions to silence
and discredit complainants. The MeToo effect was a publicity explo- Salon 5 & 6
sion revealing executive teams and boards of directors as immoral
Emerging Issues and Opioids in the Workplace
agents who enable abusers. The risk that employers would be branded
publicly with MeToo complicity, coupled with previous legal advice, has PAP E R S E SS I O N
compelled more conscientious, and PR-savvy, employers to address
bullying. The positive changes are manifested in two ways. First, resis- The Opioid Epidemic in the US Labor Force : Extent of Pain Reliever
tance to creating anti-bullying policies is weakening despite risk-averse Misuse in Context with other Substance Use Disorders
184 WORK, STRESS AND HEALTH
F R I D AY
Erin Peterson (Integrated Benefits Institute) pain reliever use accounts for only 9 days per month, less than the
Introduction and Background. The opioid epidemic has garnered public amount for problematic use of tobacco (37 days), alcohol (16 days),
and policy attention for its scale, lethality, and impact on the lives and similar to losses for problematic use of marijuana (9 days) and all
of users and their loved ones.(1-3) While some attention has been use of cocaine (9 days).
paid to the workforce implications of the epidemic,(4-6) the focus Discussion and Implications. The use of pain relievers is associated
is often on the risk of on-the-job accidents or difficulties in filling job with excess lost work time, both relative to non-use and when related
vacancies in areas heavily impacted by addiction and dependence. to population. The relatively large volume of time associated with
(7) Less attention has been paid to the routine productivity impact non-problematic use underscores that the opioid epidemic reflects a
in the employed workforce.(5) This can result in an under count of larger epidemic of chronic pain, which by itself impacts workers’ ability
the economic burden borne by employers, and complicate efforts to to attend work regularly. Thus, effective pain management approaches
engage them as stakeholders in addressing the epidemic. Viewing the that minimize the risk of opioid abuse may improve productivity as they
epidemic in isolation from the underlying prevalence of chronic pain help curb the epidemic. Abuse and dependence of opioids—though
and abuse of other substances also obscures its larger social context. certainly a public health concern—presents a smaller productivity
This study examines lost work time associated with prescription pain burden for employers, at least when it comes to incidental sick day
relievers within the context of other substance use disorders in the absences as shown in our findings. Moreover, other substances for
United States labor force. which there are no (or uncertain) therapeutic uses have a productiv-
Methods. The National Survey on Drug Use and Health (NSDUH) ity impact comparable to the problematic use of pain relievers. This
is a cross-sectional survey of U.S. households that provides national suggests the value of comprehensive workplace substance abuse strat-
estimates for the use of drugs, alcohol and tobacco for the civilian popu- egies in concert with larger public health initiatives.(8-10)
lation at least 12 years of age. We use data from years 2015, 2016, and Conclusions. Chronic pain in the workforce contributes to the opioid
2017, which include information on appropriate (i.e., prescription) use epidemic and lost work time. Effective pain management approaches
of pain relievers as well as information on problematic use (i.e., abuse and comprehensive workplace substance abuse strategies may
and dependence). We include those in the labor force over the age of improve productivity as they help curb the opioid epidemic.
18 in our analysis (n=84,579).
Our analysis focuses on abuse, dependence, and non-problem- Opioids and Work: An Overview of the NIOSH Approach to the
atic use of legal, medical, and illicit substance. Non-problematic use Opioid Crisis
includes appropriate use of prescribed medications or use of other Paula Grubb (NIOSH)
legal substances that did not result in abuse or dependence. Our prin-
Problem. Opioids (including prescription opioids, heroin, and fentanyl)
cipal outcome is work absence, assessed by the question, “During the
killed 47,600 people in 2017, more than any year on record. Thirty-
past 30 days, how many whole days of work did you miss because you
seven percent of all opioid overdose deaths involve a prescription opioid
were sick or injured?”
(Hedegaard, et al., 2017). In 2017, 95% of the 70,076 US drug overdose
We estimate patterns of use with contingency tables and chi-square
deaths occurred among the working age population, persons aged
tests. Missed work days are estimated using multivariate logistic
15-64 years (Hedegaard, et al., 2017). It is unknown how many were
regression. Models are estimated for each substance separately, and
employed at the time of their death. According to the National Survey
include as covariates sex, age, employment status, educational attain-
of Drug Use and Health (NSDUSH), an estimated 4.3% of respondents
ment, insured status, poverty status, and self-reported health. Reported
age 18 years or older reported illicit opioid use in the past year. An esti-
estimates are weighted to account for the complex survey design.
mated 66.7% of these self-reported illicit opioid users were employed
Results. One in three labor force participants reported using pain
full- or part-time (NSDUSH, 2017). The Bureau of Labor Statistics
relievers, the majority of which was non-problematic prescription use
(BLS) reported that overdose deaths at work from non-medical use
(Table 1). Less than 5% reported abuse of pain relievers or dependence.
of drugs or alcohol increased by at least 25% annually between 2013
Heroin use was much less common (< 1%).
and 2017 (BLS, 2018). The 272 workplace overdose deaths reported
By contrast, 77% used alcohol; 7% of users indicated patterns of
in 2017 accounted for 5.3% of occupational injury deaths that year, as
abuse or dependence. Marijuana was the most commonly used illicit
compared to 1.8% in 2013. It is unknown how many of these deaths
substance (17%) and exceeded use of prescription tranquilizers, stimu-
were caused by opioids specifically (BLS, 2018).
lants and sedatives, respectively. Prescription misuse and dependence
Framework. Opioid use and misuse are not issues that can be
was highest among tranquilizers and stimulants (<3% of the total in
confined to either the home environment or the workplace. The poten-
each case).
tial for opioid addiction may be preceded by injuries that happened at
On average, non-problematic users of pain relievers missed 1.4
work, and the consequences affect both a person’s work life as well as
days of work per month, compared to 0.6 days for non-users (p < .05).
their home life. NIOSH uses Total Worker Health principles to provide
Problematic use of pain relievers was associated with 1.3 more missed
workers and employers recommendations for addressing the opioid
work days (p < .05), compared to non-use (Table 2). The pattern of
crisis.
higher absence among non-problematic and problematic users was
NIOSH has proposed a framework encompassing the lifecycle of
observed for all substances, with the exception of alcohol (in which
opioid use from workplace antecedents to decontamination of work-
non-problematic use was associated with fewer lost workdays on
places. There are four key components of this framework: 1) Identify
average).
workplace conditions, 2) Determine risk factors, 3) Protect workers
When the prevalence of substance use and marginal lost work days
and responders, and 4) Develop methods for detection and decon-
are combined, we find that non-problematic pain reliever use accounts
tamination. Research questions that are critical to this strategy include:
for the largest amount of lost productivity—261 days per month for
What guidance is needed for employers and medical providers serving
every 1,000 employed persons (Table 2). By comparison, problematic
185 WORK, STRESS AND HEALTH
F R I D AY
workers to prevent prescription opioid use from becoming an opioid Economic stress consists of both subjective and objective evalu-
use disorder? What work-related or employment-related factors may ations of one’s financial and employment-related stress (Voydanoff,
be leading to the use, misuse, or abuse of opioids (for example, injuries, 1990). Subjective economic stressors, which are the main focus of
pain, job loss, job stress, and job insecurity)? How can we protect work- this study, can be further divided into two broad categories. Subjective
ers exposed to opioids and overdose scenarios as part of their job? How employment-related stressors, exemplified by job insecurity, refer to
can we safely and accurately detect the presence of opioids in the work- employees’ concerns about losing their job and/or specific features
place and safeguard workers who must decontaminate these spaces? associated with their job (e.g., Shoss, 2017). Subjective financial stress-
How to Put Into Practice. NIOSH proposes to implement this frame- ors refer to employees’ concerns specifically about their financial situ-
work by 1) obtaining relevant data to characterize and address opioid ation (Voydanoff, 1990). We focus on two forms of subjective financial
crisis in worker, 2) conducting field investigations, exposure surveys, stress– perceived income adequacy, which refers to the perception of
and research studies to determine the extent of opioid exposures and one’s personal financial situation to be insufficient to afford their needs
best approaches to prevention, 3) developing information and knowl- and wants and financial fragility, which refers to the inability to cope
edge to address the problem, and 4) transferring knowledge to all stake- with unexpected expenses.
holders and agencies to promote effective interventions. Recent research shows that subjective financial stressors are
Ongoing Work to Address the Crisis. NIOSH is engaged in several related to opioid use (Hendy, Black, Can, Fleischut, & Aksen, 2018)
ongoing activities to address the opioid crisis. These broad-ranging and that depression is correlated with both economic stress (Viseu
efforts include examining work-related factors and exposures as risk et al., 2018) and opioid use (Goesling et al., 2015); in this study, we
factors for opioid use, coordinating with intramural and extramural advance the literature by examining the mediating role of depression in
partners, creating topic pages and education materials relevant for the relationship between economic stress and opioid use. Additionally,
workers and employers facing this epidemic, conducting health hazard we extend the economic stress and opioid use research to include
evaluations, and developing recommendations for exposure prevention subjective employment-related stressors like job insecurity.
for first responders, healthcare workers, and other frontline groups. Method. Our data were collected in two waves, three months apart,
NIOSH is also advancing research to identify research gaps, examine from a larger survey administered through Amazon’s Mechanical Turk
risk factors (e.g., work-related exposures, overutilization of opioids in (MTurk). The first wave consisted of 965 participants, 613 of whom
prescribing), and opioid use conditions that affect workers (e.g. contri- who also completed the second survey. We had a diverse sample of
bution to workplace injuries, workforce education, medical assisted employees from a wide range of career fields allowing for increased
treatment, and integrating workers affected by opioids back into the generalizability (Buhrmester, Kwang & Gosling, 2011).
workplace). Subjective economic stress was measured by scales for perceived
NIOSH Highlights and Communication Products. NIOSH has also income adequacy (α = .92; Sears, 2008), job insecurity (α = .93,
developed recommendations and resources about the synthetic opioid Oldham, Kulik, Stepina, & Ambrose, 1986), and financial fragility
fentanyl and has conducted Health Hazard Evaluations of emergency (Lusardi, Schneider, & Tufano, 2011). We measured depression (α =
responders and other groups of workers. NIOSH has developed fact .88) with the Center for Epidemiologic Studies Shortened Depression
sheets about Naloxone, which is a drug that can reverse the effects of Scale (CES-D-R 10; Kohout, Berkman, Evans, & Cornoni-Huntley, 1993).
an opioid overdose, and has suggested recommendations for employ- In the second wave only, opioid use was reported using the NIDA-
ers to use in making decisions about establishing and implementing Modified ASSIST adapted from the World Health Organization’s
naloxone administration programs in their workplace. NIOSH has also Alcohol, Smoking, and Substance Involvement Screening Test (WHO,
launched new webpages on opioids that feature information on the 2002). While the full-length version of the measure includes ten
NIOSH framework, data collection, field investigations, research, and substance categories, we only included two groups to focus on opioid
resources related to the opioid epidemic including general resources, use: street opioids (α = .90) and prescription opioids (α = .78).
research on workplaces, and tools for workplaces. Results. Correlations (Table 1) showed that depression was posi-
tively related to opioid use (r = .21) and negatively related with all three
Subjective economic stressors as predictors of opioid use: A measures of economic stress (scored such that higher scores indicate
prospective study less stress): perceived income adequacy (r = -.42), financial fragility
(r = -.21), and job insecurity (r = -.37). To assess the mediating effect
Paige Watson (Clemson University)
of depression on the relationship between economic stress and opioid
Problem. Four times as many Americans died from opioid use in 2015 use, we conducted mediational analyses using a bootstrap estimation
as compared with 1999 (Heavey et al., 2018). This increase has been approach with 5,000 samples using the PROCESS macro as described
driven by abuse of synthetic opioids (i.e. fentanyl), semi-synthetic by Hayes (2012). Mediation results, as seen in Table 2, showed support
opioids (i.e. oxycodone), and heroin (Sarpatwari, Sinha, & Kesselhei, for the fully mediated relationship between job insecurity, financial
2017). The overuse and misuse of opioid substances costs the United fragility, and perceived income adequacy and opioid use as the indi-
States 80 billion dollars each year in healthcare, criminal justice, and rect pathways were significant as indicated by the confidence inter-
productivity costs (Florence, Zhou, Luo, & Xu, 2016). val not including zero for any of the three economic stress measures.
Although heavily studied in other domains, opioid use has received Specifically, the indirect effect (standard error) for job insecurity was
relatively little attention from occupational health scholars. Current -.02(.00), for financial fragility was -.01(.00), and for perceived income
research shows that opioid use is related to increased absenteeism adequacy was -.03(.01).
and reduced work productivity (van Hasselt, Keyes, Bray, & Miller, Practical Implications and Conclusions. Our findings indicate that
2015). Opioid use may also increase organizations’ healthcare costs economic stress increases depression which consequently raises the
and impose safety concerns for employees. Our study extends the liter- likelihood of employee opioid use. This research suggests the impor-
ature on the role economic stressors play in opioid use. tance of proactive strategies to manage the effects of economic
186 WORK, STRESS AND HEALTH
F R I D AY
KEYNOTE ADDRESS
stressors and provide employees with support for mental health issues. Additionally, most Occupational Health Psychology research has focused
solely on job insecurity as an economic stressor; however, the current study includes income-related perceptions (perceived income adequacy
and financial fragility) as additional subjective economic stressors. As noted by Leana and Meuris (2015), researchers need to continue investi-
gating workplace outcomes in relation to income and broader financial issues.
MANAL AZZI, PhD
International Labour
Organization
187 WORK, STRESS AND HEALTH
F R I D AY
10:45–11:45 A.M.
Liberty Ballroom A
Safety and Health
at the
Heart of the Future
of Work
Changes in working practices, demographics, technology and the
environment are creating new occupational safety and health (OSH)
concerns. Growing challenges include psychosocial risks, work-related
stress, and noncommunicable diseases, notably circulatory and respi-
ratory diseases and cancers. As well as more effective prevention for
established risks, we are seeing profound changes in our places and
ways of working. We need safety and health structures that reflect
this, alongside a general culture of prevention that creates shared
responsibility.
Looking to the future, this keynote address will explore four major
transformative forces that are driving change and offer opportunities
for improvement. First, technology, such as digitization, robotics, and
nanotechnology, can also affect psychosocial health and introduce
new materials with unmeasured health hazards. Correctly applied
it can also help reduce hazardous exposures, facilitate training and
labor inspections. Second, demographic shifts are important because
young workers have significantly high occupational injury rates, while
older workers need adaptive practices and equipment to work safely.
Women, who are entering the workforce in increasing numbers, are
more likely to have nonstandard work arrangements and have a higher
risk of musculoskeletal disorders. Third, sustainable development
and climate change give rise to risks such as air pollution, heat stress,
emerging diseases, shifting weather and temperature patterns that can
bring job losses. Equally, new jobs will be created through the green
economy. Finally, changes in the organization of work can bring flex-
ibility that allows more people to enter the labor force, but may also
lead to psychosocial issues (for example, insecurity, compromised
privacy and rest time, or inadequate OSH and social protections) and
excessive work hours. Approximately 36 per cent of the world’s work-
force currently works excessive hours (more than 48 hours per week).
In the light of these challenges, the ILO proposes six areas on which
policy makers and other stakeholders should focus. These include
more work on anticipating new and emerging OSH risks, adopting a
more multidisciplinary approach and building stronger links to public
health. Better public understanding of OSH issues is also needed by
mainstreaming OSH in early education and offering lifelong learning
opportunities. Finally, international labor standards and national legis-
lation need to be strengthened, something which will require not only
stronger collaboration between governments, workers and employers
but the need to expand partnerships. Serious consideration should also
be given to the recommendation of the ILO’s Global Commission on
the Future of Work, that occupational safety and health be recognised
as a fundamental principle and right at work.
188 WORK, STRESS AND HEALTH
F R I D AY
12:00–12:45 p.m.
Philadelphia Ballroom North
Luncheon Session
Publishing Research in Occupational Health Psychology
Chair: Michael T. Ford (University of Alabama)
Terry Beehr (Central Michigan University), Robert Sinclair (Clemson University), M. Gloria Gonzalez-Morales (University of Guelph),
Larissa Barber (San Diego State University)
1:00–2:15 p.m.
Concurrent Sessions 6
from a total of 200 respondents through a self-administered question-
Salon 5 & 6 naire which was then analyzed using sophisticated statistical tools.
Instruments: Job stress is measured through a number of stressors
Stress in Higher Education including role expectation conflict (Rizzo et al. 1970), role ambiguity
(Rizzo et al. 1970), role overload (Gmelch et al., 1986), professional
PAPER SESSION
distress (Fimian, 1984), and rewards & recognition (Gmelch et
al., 1984), the scales for which have been adapted from previous
Exploring the Effects of Job Stress on Job Performance in Higher
researches. Emotional Intelligence is measured by the widely used “The
Education Sector: A Study of the National Capital Region of India
Self-Report Emotional Intelligence Test” (SREIT) developed by Schutte
Divya Sethi (College of Vocational Studies Delhi University) et al. (1998) consisting of 19 items. The social support scale is adopted
from the study of Beehr et al. (1990) consisting of 8 items. Lastly, job
The problem of job stress has received increasing recognition over the
performance is measured by the scale developed and validated by
recent years. Increasing stress at work leads to inefficiency, increased
Dubinsky and Mattson (1979) and modified by Singh et al. (1996).
absenteeism, high turnover, decreasing job satisfaction and job perfor-
Analysis: Data was analyzed using descriptive statistics, correla-
mance (Fogarty, 1996; Brown & Peterson, 1993; Crawford, Lepine, &
tion and multiple hierarchical regressions. The dimensionality of job
Rich, 2010; Hoboubi, Choobineh, Ghanavati, Keshavarzi, & Hosseini,
stress was identified through principal component analysis. Factor
2017). Although some amount of stress is desirable and acts as a
loadings of less than 0.6 were ignored (Cronbach α=0.892). Multiple
driving force if kept at a certain level but beyond this level, it starts
regression analysis was used to identify the relationships between job
producing ill effects both in the internal sphere as well as the external
stress-job performance, emotional intelligence-job performance and
sphere of the employee (Beehr & Newman, 1978). Also, growing liter-
social support-job performance. Further, the moderating effects of
ature suggests that the relationship between stress and its consequent
emotional intelligence and social support on the relationship between
effects on performance, quality, satisfaction, motivation and similar
job stress and job performance were measured.
constructs are moderated by a number of variables such as organi-
Results. Factor analysis confirmed the multidimensionality of stress.
zational support (Jain, Giga, & Cooper, 2013), organizational culture
Role conflict, role ambiguity, work overload and rewards & recognition
(Newton & Jammieson, 2009), self-efficacy (Jammieson, 2000), social
were identified as the major factors contributing to stress. Regression
support (D.Allen, E.McManus, & E.A.Russell, 1999), emotional intel-
analysis showed that the relationship between job stress and job perfor-
ligence (Ioannis Nikolaou, 2002), etc. Moreover, the phenomenon of
mance was significant (β=0.611, p-value<0.01). The moderating effect
job stress has been widely researched but there exists no standardized
of emotional intelligence (β=0.859, p-value<0.001) and social support
scale to measure stress of teachers in the field of higher education.
(β=0.338, p-value<0.01) on the relationship between job stress and
Objective: The present study develops and presents a model to
job performance was also established.
study the relationships among job stress, emotional intelligence, social
Conclusion/Practical implications. While job stress is highly
support and job performance.
researched, its effects are largely overlooked. The results of the study
The objective of the research is two-fold: 1) to investigate the effect
suggest that job stress significantly impacts job performance in the field
of job stress on job performance among higher education faculties 2) to
of academia as well. However, the deleterious impact of job stress can
determine the moderating effects of emotional intelligence and social
be buffered through emotional intelligence and adequate social support
support on the relationship between job stress and job performance.
system at work. The paper also discusses stress coping strategies and
Methodology: The universe for the study was Delhi-NCR region and
interventions to effectively manage stress at work. It therefore follows
the population comprised of higher education faculties teaching under-
that job stress needs to be managed effectively in order to enhance
graduate courses at different universities in the national capital region
satisfaction and commitment for teachers, thus, stemming the tide of
of the country. Being a preliminary investigation, the data was collected
low motivation in the teaching profession.
189 WORK, STRESS AND HEALTH
F R I D AY
of exhaustion and negative attitudes toward one’s work (Bakker &
Prevalence and sources for stress among employees at a major Demerouti, 2007; Bakker, Demerouti, & Sanz-Vergel, 2014). Much
academic institution research has been devoted to understanding the antecedents of burn-
out. Consistent findings include a positive association between job
Jin Jun (University of Michigan)
demands and burnout, with job and personal resources alternatively
Research objective: The Centers for Disease Control reports that 110 acting as a buffer against burnout (Crawford, Lepine, & Rich, 2010).
million people die every year as a direct result of stress. For employed Beyond job demands and resources, individual differences such as
adults, work is one of the top stressors in daily life, followed by children. hardy personality traits have been associated with lower burnout risk
Researchers interested in stress traditionally distinguished between (Garrosa, Moreno-Jimenez, Liang, & Gonzalez, 2008).
work and non-work. However, the relationship between work and Preventing burnout has gained attention, not only because of
non-work have been explored by some in notions of spillover and the effects on employee well-being, but also for the costs to organi-
compensation. In order to further understand the sources of stress zations, as many employees in occupations susceptible to burnout
experienced among working adults, this study examined the level of consider leaving the profession (e.g., Numminen, Leino-Kilpi, Isoaho,
stress and stressors among the employees who participated in a well- & Meretoja, 2017). In efforts to intervene early in an employee’s career,
ness program at a large teaching institution and its affiliated health Dwyer, Hunter, and Revell (2015) called for increased attention on
centers. how to incorporate additional teaching on the emotional challenges in
Study design: A cross sectional, correlational design was done using the nursing profession into the educational training of nurses. While
a large data set from an employer wellness program in 2013. General studies like this have begun to identify burnout among students in
stress level and various stressors were measured in a 5-point Likert these occupations prone to burnout (e.g., commonly nursing and other
scale. Descriptive statistic was done for the analysis. healthcare fields; Watson, Deary, Thompson, & Li, 2008), less is known
Population studied: Since 2005, the University of Michigan (UM) about what students think about the potential for experiencing burnout.
initiated a program aimed to promote employee health and well-being. In order to better understand early prevention techniques that
All faculty and staff from the university and health care centers were could be used for students considering professions susceptible to
invited to participate. Health data were obtained annually via self-report burnout, we surveyed a sample of undergraduate students regarding
and biometric screening. The participants were categorized into ten their perceptions of the potential to burnout in their future career. Our
“job families” based on the Human Resources Career Path: 1) Nurses, overarching research questions were: 1) Do students anticipate burn-
2) House officers, 3) Healthcare Administrators & Supports, 4) Patient ing out of their future jobs? 2) Are there student characteristics that
care services, 5) Office, 6) Engineering/Information Technology, 7) differentiate those who believe they may burn out?
Lecturer/faculty, 8) Service/Maintenance, 9) Research, and 10) Others. Undergraduate students (N = 354) were recruited from an online
Principal findings: In this study, 9,256 individuals answered the participant pool at a southeastern university. Participants took part in
stress-related questions in the self-report wellness screening program. an online survey that contained questions on their desired career for
About 46% of House Officers, who were residents and fellows, reported their future, their awareness of certain healthcare fields, and a variety
‘extremely or quite stressed”. The members of ‘Lecturers/Faculty’ were of items asking students to reflect on their future careers. Students
the second highest in their stress level (32.2% reported “extremely or were asked to imagine they had been working in their intended career
Quite stressed “). Healthcare Administrators and Supports (p = .01), for two to three years and consider how they would feel at that point
Office (p = .02), Engineering/Information Technology (p = .01) and in time. They then responded to the Oldenburg Burnout Inventory
Service/Maintenance (p ≤ .00) were statistically significantly less (OBLI; Demerouti, Bakker, Vardakou, & Kantas, 2003), which was
stressed than House Officers. The top three stressors were consis- re-worded to future tense. The same measure was repeated, having
tent across all jobs: 1) lack of time (36.6%), 2) finance (32.4%), and the students imagine themselves ten years into their future career. In
3) job (32.2%). addition we included measures of orientation toward ones work, person
Conclusions. House officers reported the highest stress level, job fit (adapted to future tense thinking about one’s future job), and
however, the sources of stress were the same regardless of their jobs. future work-self salience. Beyond these quantitative measures, we
Implications for policy and practice: The findings of this study included a number of open-ended questions, which asked the students
demonstrate that work and non-work stress are interconnected regard- to provide: examples of things about their future job that they expect
less of jobs. This is encouraging for employers who are developing a will be a source of stress; examples of how they imagine their future
work-based stress reduction and/or wellness program. These programs job will impact their health and happiness; experiences that they’ve
may have global effects on the overall well-being of their employees. had or personal characteristics they possess that they believe have
prepared them for any potential stressful aspects of their job that they
College student perceptions of anticipated burnout and may encounter. Finally, we directly asked students if they have any fear
engagement in their future careers that they may “burn out” of their future job.
Data analysis for this project is ongoing, but will be complete by
Kristen Black (The University of Tennessee at Chattanooga)
the time of the Work, Stress, and Health Conference. We hypothesize
Employee burnout has received increased attention, both in research that students will generally report higher levels of anticipated burnout
and practice, over the past few decades. Early conceptualizations symptoms at 10 years compared to two or three years into their future
associated burnout with professions that require intensive involve- job. We expect that the difference between the prospective ratings
ment with people (Maslach & Jackson, 1981), but burnout can be more will be larger for those who indicate that they are going into a health-
generally described as occurring when employees experience high job care field (compared to other students who do not provide a health-
demands with low resources (Bakker & Demerouti, 2007). Some of care field as their anticipated career). We also expect that those who
the most common features used to characterize burnout are a state have a calling orientation toward work and perceive high fit with their
190 WORK, STRESS AND HEALTH
F R I D AY
intended career will have a smaller difference in anticipated burnout health issue. Our participants generally managed their mental health
from 10 years compared to two or three years. We will also present issues privately through modifying their work schedules, “working”
themes encountered in the open-ended questions described above from home, using sabbatical leaves, and maintaining just enough visi-
to better understand whether students anticipate health and well-be- ble work. Participants typically indicated more than one reason for not
ing aspects of their future careers. Our hope is that the results of this taking a leave. Some could not afford to take a leave financially (sole
study can be used to develop proactive interventions to help students breadwinner, child support payments) or for their career (pre-tenure,
receive realistic information about their future careers early in their fear of falling behind colleagues, tenure/promotion clock does not
college career, as well as to better understand what intervention efforts stop). There were also concerns about downloading work onto their
could help early career employees to cope with the stressors they may already-overburdened colleagues and causing disruption to graduate
encounter on the job. students and undergraduate classes.
Underlying everything, however, is the stigma related to mental
“I’m a little too macho for that”: Mental health, gender, and leaves health. In many places, there remains “an attitude of suspicion and
of absence in academia mistrust.” Our participants were afraid that discussing their mental
health would have repercussions, particularly for tenure and promotion
Janet Mantler (Carleton University)
decisions or resource allocations including grant decisions. Given that
Background. According to a RAND Europe (2017) report, 37% of success is often measured by the number of publications, people with
academic staff have mental health disorders such as depression mental health issues may focus whatever attention they can muster
(Deaville, 2009), anxiety (Berg, et al., 2016), and bipolar disorder on keeping research in the pipeline and do the minimum in terms of
(England, 2016; Skogen, 2012). Stress resulting from performance teaching. Very few told colleagues, department heads, or Deans about
management (Jung & Jisun, 2014), heavy workloads, and a culture their situation because revealing mental health issues could be seen
that compels long work hours (Higher Education Network, 2015) is as weak and feminine in a masculine culture. One participant noted
frequently attributed as a contributing factor to poor mental health. that her Dean told her that she was “a woman being hysterical right
Academic staff who are experiencing mental health issues tend to keep now” and another noted not asking for a leave because “I’m a little too
working and suffer in silence (i.e., presenteeism). macho that way.”
There has been considerable research on accommodations for phys- Implications. Universities in North America tend to have poor poli-
ical injury (e.g., Baril, Clarke, Friesen, Stock, & Cole, 2003), but much cies and procedures for mental health leaves. It is difficult to arrange
less on accommodations required for mental health issues (Briand, accommodations for academics with mental health issues, who may
Durand, St.-Arnaud, & Corbiére, 2007; Noordik, Nieuwenhuijen, be afraid of what their colleagues will say and do if they request an
Varekamp, van der Klink, & van Dijk, 2011. Negotiating a leave of accommodation. This can open the door to repeated cycles poor health,
absence and return to work can be particularly difficult when poten- greatly reduced productivity, and to leaving academia altogether. We
tially stigmatizing mental health issues are involved. For academics, need to consider systemic interventions aimed at addressing the
work culture and structures often seem to be insurmountable barriers mental health of academic staff to focus not only on individual work-
to taking a leave of absence. ers and their needs for accommodations, but also the expectations and
Purpose. The purpose of our research was to explore whether conditions related to academic work that lead to mental health issues.
academics with mental health issues take leaves of absence and the
effects of not taking a leave. Our intention is to develop interventions
related to policies and procedures to reduce stigma associated with
leaves, and at a high level, consider workplace actions that contribute Philadelphia Ballroom North
to poor mental health. This research is part of a larger mixed-methods
Unique Factors Related to Stress and its
pilot study funded by a SSHRC-CIHR Partnership Development Grant
that examined the mental health, leaves of absences, and return-to- Outcomes in Healthcare Workers
work experiences of health care and professional workers including
SYM P OS I UM
academics, reflecting a gender perspective.
Procedures. We conducted seven semi-structured telephone inter-
views with 5 women, 1 man, and 1 transgender academics (1 contract, 1 Chair: Stephanie Andel (University of South Florida)
pre-tenure, 5 tenured) at Canadian universities in Fall 2017. Interviews Healthcare workers, including nurses and emergency medical tech-
(22 to 44 minutes, mean length 33 minutes) were audio recorded and nicians, face many stressors that impact their health and well-being.
transcribed and analyzed using thematic analysis. In the larger study, These stressors include those that are typical across many jobs, such
we collected descriptive survey data and nationally-representative data as role overload, role ambiguity, and organizational constraints (Kath
to contextualize these data. et al., 2013), as well as additional stressors that are unique to patient
Results. Our participants reported anxiety, depression, and bipolar care, such as the suffering of patients (Gray-Toft & Anderson, 1981).
disorder, as well as many helping family members to cope with mental Such stressors have been linked to a number of detrimental outcomes,
health issues. None of our participants had taken a mental health among them injuries (Nixon et al., 2015), burnout (Lloyd et al., 2002),
leave and all said they worked far in excess of 40 hours a week, indi- and turnover (Brewer et al., 2012; Letvak & Buck, 2008).
cating that they were not taking restorative breaks (Fritz & Sonnentag, Promoting the well-being of healthcare workers is challenging,
2005). Some said that, in hindsight, they should have taken a leave because these employees are often expected to put their patients’
because they felt they were completely unproductive during this period. needs above their own (WHO, 2016). However, the well-being of
However, if they wanted time off work, it was simpler to indicate there healthcare workers (e.g., low burnout and fatigue) is also associated
was a physical health problem than to lose one’s privacy over a mental with fewer medical errors (Lockley et al., 2007; Shanafelt et al., 2010),
191 WORK, STRESS AND HEALTH
F R I D AY
better caring behaviors (Sarafis et al., 2016) and ultimately, lower Occupational stress of patient-care nurses is an important area of
patient mortality rates (Aiken et al., 2002). Therefore, it is espe- research and has been linked to a myriad of negative consequences,
cially critical to also prioritize the well-being of healthcare workers including burnout, dissatisfaction, and ill-health as well as higher
themselves. patient mortality rates (Aiken, Clarke, Sloane, Sochalski, & Silber,
In order to ultimately develop successful interventions that improve 2002; Greenglass, Burke, & Fiksenbaum, 2001; Kath, Stichler, Ehrhart,
the health and well-being of these employees, it is necessary to under- & Schultze, 2013; Kirkcaldy & Martin, 2000). However, there may be
stand the factors that either exacerbate or mitigate the negative effects more immediate outcomes to stressors, such as rumination, defined
of stressor exposure at work. To address this issue, the proposed as a repetitive thoughts and preoccupation with negative work events
symposium focuses on work stress and some of its common outcomes extending beyond working hours (Frone, 2015). Rumination has been
(e.g., turnover intentions, safety performance) as well as less studied shown to be a part of the psychological process that leads nurses with
outcomes (e.g., work family conflict) in healthcare occupations. It a high passion for work to be more emotionally exhausted (Donahue et
examines stressors that are present in many types of jobs (e.g., orga- al., 2012). The relationship between stressors and rumination in nurses
nizational constraints) as well as those that are unique to healthcare may differ depending on the level of occupational calling. Occupational
workers (e.g., patient suffering). And finally, each presentation in this calling is defined as a fairly stable set of core beliefs that form an occu-
symposium examines a unique factor within the context of patient care pational orientation of meaning, engagement, and passion, and is often
stress that can be used to improve the well-being of nurses, emergency viewed as a primary source of work motivation (Dik & Duffy, 2009).
medical technicians (EMTs), and other healthcare workers. Those A person living their calling finds their job intrinsically enjoyable and
factors include occupational callings, physical fitness, and the empow- central to their identity and these, in turn, act as a personal resource.
erment of healthcare workers. Indeed, studies show that living one’s calling is related to various forms
The first paper is a cross-sectional study examining the buffering of work related well-being, commitment and engagement (e.g., Duffy,
effects of occupational callings on the stressor-rumination relationship Allan, Autin, & Bott, 2013; Duffy, Allan, Autin, & Douglass, 2014; Duffy,
in 199 nurses. There are many advantages to experiencing a high sense Bott, Allan, Torrey, & Dik, 2012; Duffy, Dik, & Steger, 2011). However,
of calling to one’s chosen occupations, but in this study one disadvan- there is a potential downside for calling. Clinton, Conway, and Sturges
tage is highlighted: Patient suffering was associated with increased (2017) found that individuals with a high sense of occupational calling
rumination only for those nurses who are low on occupational call- had somewhat lower detachment levels. This means that after work-
ings, whereas nurses high on calling ruminated regardless of the level hours, it was harder for those employees to stop ruminating about work
of patient suffering they encountered. Results suggest the possibility related issues. Surprisingly, very little research has been done on the
of a “dark” side of occupational callings. occupational calling of nurses, and even less on its association with
The second paper uses latent growth modeling to assess the longi- nursing stressors. One early study (Raatikainen, 1997), for example,
tudinal impact of physical fitness on turnover intentions in a sample found that nurses with a greater sense of occupational calling had a
of 1,537 Emergency Medical Technicians (EMTs). Results suggest that deeper understanding of the patient care process, and greater aware-
high levels of physical fitness may serve as a resource that allows EMTs ness to the needs of patients. The current study aimed to examine the
to successfully meet the physical demands of the job, and ultimately associations between several stressors (organizational constraints,
decreases intentions to turnover over time. patient suffering and inadequate preparation), rumination, and occu-
In the third paper, the authors illustrate the impact that stress has pational calling. The second aim was to test whether nurses living
on empowerment in the workplace. Specifically, this cross-sectional their calling are less likely to experience stressors and more likely to
study of 153 nurses examines the conditional indirect effect of struc- ruminate as a result. We recruited 199 full-time patient care nurses
tural empowerment, through psychological empowerment, on two currently licensed in the state of Florida. These nurses completed a
important nurse-related outcomes: affective organizational commit- cross-sectional survey, which included the three stressors, rumination
ment and safety performance. Findings revealed that the indirect effect and occupational calling scales. The stressors were measured using the
of structural empowerment on each outcome was weakened under Organizational Constraints Scale (OCS; Spector & Jex, 1998), and the
high levels of stress. patient suffering (3 items from the “Death and Dying” subscale) and
Finally, our discussant is an experienced researcher in the occu- inadequate preparation subscales from the Gray-Toft and Anderson
pational health domain, and specifically in the study of nurses’ occu- (1981) Nursing Stress Scale. Rumination was measured using three
pational stress. She will provide insight and synthesis of the three items (Genet & Siemer, 2012; Nolen-Hoeksema & Morrow, 1991).
papers and facilitate a discussion about individual and workplace Occupational Calling was measured using the 12-item Dobrow and
factors that influence the stress process for healthcare workers, as Tosti-Kharas (2011) scale, adapted to reflect calling for patient care.
well as the importance of considering the health and well-being of Descriptive statistics, bivariate correlations and reliabilities are avail-
these employees. able in Table 1. Two of the stressors were significantly correlated with
After attending the symposium, attendees will be able to (1) iden- rumination (r = .19, p < .05 for organizational constraints, r = .24, p <
tify stressors and strains that are prevalent for employees in healthcare .01 for inadequate preparation). However, patient suffering and rumina-
occupations, (2) describe how individual differences and contextual tion were not significantly correlated (r = .09, p = .23). This pattern of
factors influence the stress process of healthcare employees, and (3) results remained similar when entering all three stressors into a single
design future research studies that consider the work experience, heath, regression (β = .15, p < .05 for organizational constraints, β = .21, p < .01
and well-being of healthcare employees. for inadequate preparation, and β = -.02, p = .82 for patient suffering).
In order to test for moderator effects, we conducted three separate
Being Called to Nursing: Buffering the Stress-Rumination Effects regression analyses, one for each stressor. As can be seen in Table 2,
the only significant interaction was for patient suffering (β = -.22, p <
Michele Gazica (Embry-Riddle Aeronautical University)
.01). This interaction is presented in Figure 1. Probing the interaction
192 WORK, STRESS AND HEALTH
F R I D AY
revealed that the association between patient suffering and rumination hypotheses. H1: Initial physical fitness levels will be negatively related
was not significant for nurses with a high occupational calling (effect = to initial turnover intentions. H2: Physical fitness will predict a linear
-.14, p = .21, CI = [-.36, .08]), but was positive and significant for nurses decrease in turnover intentions over time. Method This study utilized
with a low occupational calling (effect = .33, p < .01, CI = [.11, .54]). data from the Longitudinal Emergency Medical Technician Attributes
This finding is in line with studies outside of nursing which found that and Demographics Study (LEADS I) collected by the National Registry
it is harder for those living their calling to detach from work in general of Emergency Medical Technicians. Annual survey responses were
(Clinton et al., 2017). Those lower on calling were more likely to rumi- used from the years 2005-2008. Participants indicated their physical
nate as a response to high levels of patient suffering. This study is one fitness levels at Time 1 (i.e., “How would you rate your overall physical
of very few to examine occupational calling in nurses. The results point fitness?”) and turnover intentions (i.e., “How likely is it that you will
to a downside of calling, whereby nurses with a high sense of calling choose to leave the EMS profession in the next 12 months?”) each year
are more likely to ruminate regardless of the circumstances, whereas (i.e., Times 1-4). All measures were single items, and thus alpha reli-
those lower on calling ruminate as a response to their exposure to abilities could not be calculated. Usable data were available from 1,537
patient suffering. EMTs at Time 1, although most participants did not complete surveys
across all four years. These participants were mostly male (70%) and
Physical Fitness and Turnover Intentions Among Emergency Caucasian (73%) with an average age of 34.7 years. Over two-thirds
Medical Technicians (68%) of participants reported at least five years of experience as an
EMS provider. Results/Discussion Descriptive statistics and correla-
Stephanie Andel (University of South Florida)
tions are reported in Table 1. Latent growth modeling was used to
Turnover is a prevalent and costly issue for emergency medical techni- assess the relationship between physical fitness levels and turnover
cians (EMTs; Freeman et al., 2009). Indeed, recent statistics estimate intentions over time. Results are available in Table 2. As can be seen,
annual turnover rates to be as high as 10.7%, representing an annual fit indices indicated excellent fit for the study model. Therefore, we
cost of approximately $72,000 to each EMT organization (Patterson et used the obtained parameter estimates to test study hypotheses. Both
al., 2010). Moreover, high turnover rates negatively impact the quality hypotheses were supported as high physical fitness levels was related
of crucial services provided to the public (Soo et al., 1999). Therefore, to decreased turnover intentions at Time 1 (H1; γ = -.12, p < .01) and a
given the critical role of EMTs, researchers and practitioners have long slower rate of turnover intentions (H2; γ = -.17, p < .01). The latter rela-
been interested in understanding and preventing high turnover within tionship is depicted in Figure 1. Taken together, these results suggest
this field. In the current study, we take a longitudinal approach and that promoting physical fitness might help emergency medical organi-
use latent growth modeling to analyze the impact of physical fitness zations reduce turnover among EMTs. Therefore, organizational leaders
levels on turnover intentions over the course of four years. Drawing on could encourage physical fitness by providing free or discounted gym
person-environment (P-E) fit theory (Kristof, 1996) and Conservation memberships, implementing physical fitness tests, and/or sponsoring
of Resources theory (COR; Hobfoll, 1989, 2001), we argue that phys- physical fitness competitions. Overall, study findings provide stake-
ical fitness represents an important predictor of turnover intentions holders with important insight into a significant problem affecting EMT
among EMTs. First, according to person-environment (P-E) fit theory, organizations, and as a result, the quality of services provides to society.
an incongruence between an employee’s abilities and job demands Future research should build on these findings using physical tests to
yields negative job outcomes including turnover (Hoffman & Woehr, assess fitness levels, as well as investigate additional factors that might
2006; Muchinsky & Monahan, 1987; Kristof-Brown et al., 2005). influence the trajectory of turnover intentions over time.
Germane to the study and based upon the O*NET job description which
lists several physical abilities including static strength and reaction The Conditional Indirect Effect of Structural Empowerment on
time as required for core task completion (National Center for O*Net Nurse-Related Outcomes
Development, 2018), we argue that the EMT job is physically demand-
ing. As a result, high physical fitness levels likely provide EMTs with the Laura Heron (Florida International University)
physical strength needed to complete physically-oriented job tasks The role of workplace empowerment has gained popularity in the past
and low physical fitness levels likely leave EMTs without the physical few decades, and is recognized as an important contributor to organi-
strength necessary to complete these tasks. The latter situation creates zational success. Kanter’s (1993) structural empowerment (SE) theory
an incongruence between the EMT’s abilities and job demand, thereby suggests that if environments are rich in terms of resources, opportu-
making him/her more likely to turnover. Second, being physically fit nities, information, and support, employees will be able to accomplish
might also act as a coping mechanism since EMTs are tasked with their work successfully. Alternatively, Spreitzer’s (1995) psychological
emotionally demanding work that requires quick thinking under stress- empowerment (PE) theory involves four cognitions (meaning, compe-
ful work conditions (Regehr & Bober, 2005). This point is supported by tence, self-determination, and impact) that reflect how an individual
COR theory (Hobfoll, 1989, 2001) which argues that individuals strive is able to shape their work role. Using an expanded theory of empow-
to gain and retain resources. While organizational research typically erment, this study investigated the role of stress as a moderator on
focuses on more traditional resources such as supervisor and coworker the indirect effect of SE through PE, on two important nurse-related
support, we argue that engaging in physical fitness activities is another outcomes: affective organizational commitment and safety perfor-
type of resource not frequently discussed. Indeed, Hobfoll (2001) mance. Affective Organizational Commitment The affective compo-
specifies personal health on his list of resources and engaging in phys- nent of organizational commitment describes an employee’s level
ical fitness activities represents one way of maintaining one’s health. of emotional attachment to and identification with the organization
Therefore, we argue that being physically fit is a resource that EMTs (Meyer & Allen, 1991). Research suggests that an individual’s commit-
can draw upon to help handle the emotionally demanding aspects of ment is often dependent on the events and policies through which an
the job. Based upon these arguments, we propose the following two organization creates positive connections with employees. Hence, if a
193 WORK, STRESS AND HEALTH
F R I D AY
workplace environment has high SE, it’s likely that employees will have design (i.e., improve access to resources, information, support, and
greater levels of commitment (Ahmad & Oranye, 2010). Several stud- opportunities to grow), but they also highlight the importance of engag-
ies have demonstrated a positive relationship between PE and orga- ing in primary and secondary stress prevention to reduce the negative
nizational commitment (Ahmad & Oranye, 2010; Joo & Shim, 2010), impact of stress on nurses.
likely due to a reciprocal process, whereby employees feel apprecia-
Discussant: Lisa Kath
tive of organizational efforts to provide a favorable environment, and
subsequently, reward the organization by being more committed (Joo
& Shim, 2010). Safety Performance Some research suggests that the
workplace environment plays a role in safety performance, but this Salon 10
literature mainly focuses on leadership type (Clarke & Ward, 2006) or
safety climate (Christian et al., 2009), and not specifically on SE factors. Organizational Resources
The present study looks to fill a gap in the literature by proposing that
SE will be positively related to safety performance. Few researchers PAP E R S E SS I O N
have examined the role of PE on safety performance, however, there
is evidence for the relationship between PE and safety participation Organizational Factors of Resilience among members of the
(Ford & Tetrick, 2011). These authors suggest that individuals higher Canadian Special Operations Forces Command
in PE tend to perform safety behaviors that aim to improve the safety
Christine Frank (The Department of National Defence and the
within the work context, implying that these individuals may be more
Canadian Armed Forces)
likely to engage in safety performance behaviors. The Mediating Role
of PE Organizational literature suggests that SE influences both orga- Background. Employee well-being is linked to positive organizational
nizational and individual outcomes. However, Laschinger et al. (2001) outcomes such as: performance (e.g., Wright & Cropanzano, 2004);
argue that by simply describing the work environment, SE does not organizational commitment or retention (e.g., Harter, Schmidt, & Hayes,
account for individual reactions towards working conditions. Therefore, 2002); productivity (e.g., Donald, Taylor, Johnson, Cooper, Cartwright,
Laschinger et al. (2001) expanded Kanter’s (1993) model to include & Robertson, 2005; Harter et al, 2002); and absenteeism (e.g., Harter
PE as an intervening variable between SE and outcomes. The present et al., 2002). Employee well-being is particularly important in the mili-
study aims to build upon previous research by examining the indirect tary, where member well-being is additionally linked to operational
effect of SE, through PE, on two novel outcomes. Stress as a Moderator effectiveness (Department of National Defence, 2005) and potentially,
Previous research has demonstrated that psychosocial work conditions indirectly, national security. The Canadian Special Operations Forces
can act as moderators of important relationships (e.g., Bond et al., 2010; Command (CANSOFCOM) is a high-readiness organization within
Garrick et al., 2014). Stress is often defined as a psychological factor the Canadian Armed Forces, able to deploy on very short notice to
within the psychosocial work climate (Stansfield & Candy, 2006), and protect Canadians from threats at home and abroad. SOF operators and
since these studies demonstrate that environmental conditions can assaulters must be ready to complete demanding pre-selection, high-
act as moderating variables, it is likely that stress will have a moder- risk training and missions, and be able to deal with the stress related
ating effect on empowerment and nursing outcomes. Specifically, the to the high operational tempo of frequent and lengthy deployments
present study proposes that the experience of stress will reduce the and exercises. They are also more likely to be exposed to potentially
benefits that individuals receive from having high PE, thus, weaken- traumatic combat situations compared to non-SOF military personnel
ing the relationships between PE and the two outcomes. Methods, (Hanwella & de Silva, 2012). SOF supporters and specialists also oper-
Results, and Implications Data were collected from 153 nurses who ate in high stress, high demand environments and must maintain good
were mostly female (94.1%) and Caucasian (68.6%), with ages rang- overall well-being and high levels of physical fitness to perform their
ing from 21 to 67. There was a positive correlation between SE and PE, roles. Given the rigorous requirements of a SOF member career and
providing further evidence for the expanded model of empowerment. the potential organizational implications of poor member well-being,
Additionally, SE and PE demonstrated an ability to increase nurses’ identifying organizational factors that contribute to member well-be-
affective organizational commitment and safety performance, suggest- ing is of high value.
ing that by increasing empowerment, organizations can effectively Method: A descriptive qualitative design was used to explore the
increase employee commitment—a finding that is timely in the face of a process of resilience among CANSOFCOM members. A total of 70
nationwide nursing shortage crisis. Further, examining ways to increase participants (33 Operators and Assaulters, 31 Supporters, 3 Pilots
employee engagement in safety practices is always necessary, and the and Aircrew, 3 Specialists) were selected using a purposeful sampling
present findings contribute to this body of knowledge by demonstrat- method. This non-probability sampling technique was used with a
ing that empowerment is significantly related to safety performance in maximum variation sampling (i.e., small number of participants with
nurses. In addition, the findings provide further evidence for the indirect diverse characteristics) to ensure the heterogeneity of participants and
effect of SE on outcomes, through PE, highlighting the importance of that different experiences are represented (Coyne, 1997). Participant
having a workplace environment with resources, support, etc., which, characteristics included in the sampling process were: CANSOFCOM
in turn, will increase feelings of PE, resulting in positive workplace unit, role/position, language profile, and gender. Members were invited
outcomes. Finally, stress significantly moderated the indirect relation- to participate in a study exploring the process of resilience and well-be-
ships between SE and affective organizational commitment and safety ing, which examined individual, social, and organizational contributors
performance. As expected, as stress levels increase, the positive effects of resilience. Face-to-face semi-structured interviews were conducted
of empowerment are weakened, and nurses will experience decreases in the member’s home unit and lasted approximately 60-90 minutes.
in affective organizational commitment and safety performance. Thus, Thematic analyses were conducted on the interview notes (Fereday &
not only can the results of this study be used to inform work process Muir-Cochrane, 2006).
194 WORK, STRESS AND HEALTH
F R I D AY
Results. There were several key organizational factors that partici- study was to examine the impact of organizational and environmental
pants reported positively impacted their well-being. Most commonly, factors in the workplace on health behaviors (i.e., diet, physical activity,
participants mentioned the programs and services that were specifi- sleep, alcohol consumption, and smoking).
cally created, or modified, for CANSOFCOM employees. For example, Construction apprentices recruited from local trade unions (N=991)
participants often mentioned the Special Operations Mental Agility completed a paper survey. Because of the low number of female partic-
course (SOMA), which is a program that aims to increase mental health ipants (1.9%) only males were included in the analysis. Workers who
literacy and enhance mental performance. Participants reported SOMA were not currently employed (4.6%) were also excluded. The average
provided valuable strategies to improve mental well-being and helped age was 28 years and apprentices reported working in the trades an
to reduce stigma surrounding mental health issues. Participants also average of 2.6 years. The apprentices were general healthy as 95%
reported on the benefits of having dedicated strength and conditioning reported no conditions hindering their job performance and many
coaches. Physical health is highly linked to member well-being in SOF engaged in physical activity outside of work. However, 23% reported
forces; thus, having dedicated coaches to help work around injuries and pain impacted their normal activities. A large proportion of this young
create personalized workouts was seen as very beneficial. Some partici- population engage in unhealthy habits: 38% currently smoke and 32%
pants also mentioned the benefits of having a dedicated Military Family engage in heavy drinking, with many receiving inadequate sleep (mean
Services centre (MFS). MFS provides programs and services to support of 6.7 hours a day). Apprentices reported coworker and supervisor
the families of CANSOFCOM personnel, and participants reported that support was high and most worksites had some health and safety poli-
knowing their families were well-supported improved their well-be- cies (e.g., smoking, cell phone use, hearing protection). On average the
ing. Another organizational factor participants felt improved member apprentices commuted 42 miles one-way to work each day.
well-being was the opportunity for members to request a posting to a Univariate analyses were conducted to identify variables associated
non-operational unit. Members are able to be posted to units where with health behavior outcomes to include in multivariable stepwise
they will not deploy in order to take time to recover from physical or regression models. Age was associated with the most health outcomes
mental injuries or burnout. Lastly, participants often reported that a in univariate models (e.g., increasing age was associated with better
positive and supportive leadership within CANSOFCOM increased diet, less physical activity, less drinking and more smoking). Other vari-
their well-being. Participants reported that their chain of command ables with a p-value <0.1 were included in regression models. Linear
was supportive when members requested accommodations to reduce regression models for diet, physical activity, and sleep outcomes and
stress and improve well-being. They also reported that their superiors modified Poisson regression models for heavy drinking and current
encouraged members to seek care. In addition, participants provided smoking outcomes were used to examine the relationship between
recommendations to help increase well-being among personnel. The work organizational factors and health behaviors.
most common recommendation was to increase attempts to decrease Important predictors of current smokers were increasing age,
unit tempo. Participants also reported wanting more mental health perception of lower work ability from greater job demands, and no
education including: SOMA refreshers, supervisor training, and more limit on maximum work hours. Heavy drinking, defined as binge drink-
information on accessing the mental health system. Finally, they indi- ing five or more days during a month, was associated with younger
cated that having dedicated or embedded mental health professionals workers who have been with the same employer for over 14 months.
would increase well-being. These workers also perceive greater job demands, higher self-per-
Implications. Broadly, understanding the organizational factors that ceived workability, and fewer workplace health and safety policies.
help promote well-being and resilience amongst members of SOF is Less sleep was associated with higher workloads, younger apprentices,
likely to strengthen the forces and increase operational effectiveness. more commute miles, and lower mental health scores. Lower leisure
At the organizational level, a better understanding of the organizational time physical activity was associated with increased work load, lower
efforts that translate into increased well-being among members will perceived work ability from greater mental health demands, fewer
allow CANSOFCOM, and potentially other SOF partners, to strengthen health and safety policies, and lower physical health scores. Poorer
existing programs, as well as use the findings to create new programs eating habits were associated with younger apprentices and those with
and services. lower mental health scores.
The results show that high job demands, heavy workload, longer
The Impact of Work Organization and Work Environment on commute time, as well as poorer mental and physical health were asso-
Health Behaviors of Construction Apprentices ciated with adverse health behaviors. In contrast, better mental health
and workplace policies addressing safety and health were associated
Diane Rohlman (University of Iowa)
with better health behaviors. Young workers were more likely to have
In addition to high injury rates, construction workers have higher worse eating habits and to engage in heavy drinking more frequently.
rates of mortality and morbidity from chronic diseases compared to These behaviors can have a long-term impact on their health and safety.
workers in other occupations (Ringen et al., 2014; Dong et al., 2011). Interventions addressing health behaviors (e.g., diet and smoking)
Construction workers also report higher rates of alcohol use (Barnes et that target individuals may have limited benefit unless coincidentally
al., 2013), smoking (Lee et al., 2007), and low consumption of fruits and supported by the work environment. Policies implemented through the
vegetables (Harley et al., 2010; Devine et al., 2007). The organization work environment may have more widespread benefit to all workers,
of work and the work environment in the construction industry (e.g., even those with better health behaviors. There is a need to prospec-
multiple job sites, long hours, irregular employment, harassment and tively examine the relationship between environment, organization, and
discrimination on the job site, and long commute times) can impact behavior in order to develop effective interventions to improve health
health behaviors. For example, construction workers often travel long and safety of this high-risk population.
distances to worksites and work long days, which impact sleep, exercise, Funding for this study was provided by NIOSH National Institute for
and the ability to prepare and eat healthy foods. The goal of the current Occupational Safety & Health, Grant U19OH008858.
195 WORK, STRESS AND HEALTH
F R I D AY
Psychological Strain in Higher Education Faculty: Examining the member’s Chair or Department Head), and coworkers (e.g., fellow
Role of Resources on Teaching, Research, and Service Stress faculty) mitigate teaching stress, research stress, and service stress
relationships with psychological strain.
Marcus Fila (Hope College)
Results from zero-order correlations and hierarchical linear regres-
Relatively limited attention has been given to understanding and sions of a sample of 281 full-time faculty in North American and British
predicting work stress in higher education faculty; perhaps due to higher education institutions show that teaching, research, and service
widely held assumptions that academic work is less stressful than most stress are positively related to anxiety, emotional exhaustion, and
other professions (Hogan, Carlson, & Dua, 2002; Winefield & Jarrett, depressive symptoms. Several two-way interactions were found, reveal-
2001). However, faculty work life, with its multiple demands of teaching, ing two distinct patterns of moderation between the three activity
research, and service, is wrought with opportunities for conflicting roles, groups, and the three psychological strains. First, for those reporting
and therefore, stress (Hendel & Horn, 2008; Olsen, 1993). Teaching low levels of the resource (e.g., control, Chair/supervisor support, or
stressors include preparing and delivering public (e.g., class) presen- coworker support), strain remained constant regardless of level of
tations, having adequate time for preparation, resolving differences stress; but for those reporting high resource levels, strain was lower
with students (e.g., student grade complaints), and having students with low stress, but equaled that of those with low resources when
evaluate teaching performance. Research stressors include having stress levels were higher research stress. The second, opposing pattern
sufficient time to keep abreast of current developments in one’s field, of interactions showed that participants reported, on average, the same
securing financial support for research, and preparing manuscripts for level of strain when stress was low regardless of their level of resource,
publication. Service stressors include the nature of the departmental or but those reporting low resource levels experiences higher levels of
university committee work itself, clarity on how service activities will strain when stress was high. In all, research stress and emotional
be evaluated, and receiving sufficient reward for institutional/depart- exhaustion had the most interactive effects. Several triple-order inter-
mental service (Gmelch et al., 1986). actions were also found.
Most studies of faculty stress focus on strains—the negative and Interactions reveal different benefits of control and support
harmful responses that employees experience as a result of chronic, resources to teaching, research, and service functions. Understanding
or ongoing stressors—as outcomes of demographic differences (e.g., these distinctive patterns is important for higher education leaders to
race, gender, tenured versus untenured, and academic discipline), other ascertain effectiveness of specific resources, and to plan interventions
personal differences (e.g., educational preparation, personal char- for teaching, research, and service stress accordingly. Primary stress
acteristics), differences in professional environmental, overarching interventions around job design differ from secondary interventions
measures of stress (e.g., workload), or stressors from outside the work- which focus on stress management skills, and tertiary interventions
place (e.g., family, and financial stressors). However, greater under- which are concerned with the treatment, rehabilitation, and recovery
standing is needed of how stress from teaching, research, and service (Cooper & Cartwright, 1997; Grant, Fried, & Juillerat, 2011).
relate to various strains in faculty; because they (i) are usually central
to performance expectations and career progression, (ii) compete The work engagement of nurses: The impact of high involvement
for an individual’s time, and the relationship between them is practi- work practice opportunities, job crafting and supervisor support
cally zero (Hattie & Marsh, 1996, Hart & Cress, 2008). Thus, in accor-
dance with the stressor-strain model (Jex, 2002), we examine teaching, Cathy Sheehan (Monash University)
research, and service stress relationships with three frequently exam- From an organisational perspective, the work engagement of nurses has
ined psychological strains: anxiety, emotional exhaustion, and depres- been identified as a priority issue because it is closely linked to nurses’
sive symptoms. Anxiety is a cloudy, unpleasant emotional condition job and professional turnover, an issue of increasing unease in the face
characterized by concerns, distress, and restlessness in response to of global nursing shortages (Moloney, Boxall, Parsons & Cheung, 2018).
potential physical and/or psychological danger (Hamama, Ronen, & The current research not only builds on the existing work in the Human
Rahav, 2008). Emotional exhaustion refers to feelings of being over- Resource Management (HRM) area related to work engagement, but
extended, of being “…drained or used up, unable to face a day’s work, addresses calls for the ongoing understanding of antecedents to work
totally unenthusiastic” (Sulsky & Smith, 2005, p.45). Depressive symp- engagement in the nursing profession (Castanheira & Story, 2016;
toms are affective reactions of sadness that follows negative events Moloney et al., 2018; Pahlevan Sharif et al., 2018).
(Baumeister & Leary, 1995). Work engagement, defined by Schaufeli, Bakker and Salanova
Following this, we apply theory from the job demands-control (2006, p. 701) as “a positive work-related state of fulfilment that
(-support) (JDC(S)) model (Karasek and Theorell, 1990), and job is characterised by vigour, dedication, and absorption”, has gained
demands-resources model (JD-R; Demerouti et al., 2001) to exam- increasing attention from researchers since Kahn’s (1990) seminal
ine how resources might mitigate these relationships. Resources of work. Within the HRM field a connection has been established (see,
control and support continue to be central to most investigations of, Zhang, Zhu, Dowling & Bartram, 2013; Ananthram, Xerri, Teo & Connell,
and interventions for stress (Griffin & Clarke, 2011). According to the 2018) between work engagement and high performance work systems
buffer hypothesis (Karasek & Theorell, 1990), control over work and (HPWS) “an internally consistent set of policies and practices that
support from workplace constituents mitigates (i.e., buffers) effects ensure that a firm’s human capital (employees’ collective knowledge,
of demand stressors on strain; such that strain can be minimized even skills, and abilities) contributes to the achievement of business objec-
if work is perceived to be demanding. However, this theory remains tives” (Huselid, Jackson & Schuler, 1997, p. 171).
unexamined in higher education faculty with respect to relationships In view of these variable outcomes of HPWS Zhang et al., (2013),
between teaching, research, and service stress, and psychological and later Ananthram et al. (2018), explain that the effects of HPWS on
strains. Thus, building on our stressor-strain examinations, we exam- employee well-being, including work engagement, are neither direct
ine whether control over work, support from supervisors (e.g., a faculty nor unconditional and call for more research into the HPWS–well-being
196 WORK, STRESS AND HEALTH
F R I D AY
linkage that explains the complex underlying mechanisms. In response,
the current paper develops a mediation explanation that incorporates Independence Ballroom A
the mediating role of job crafting in the HPWS–work engagement rela-
tionship. The research considers a specific type of HPWS, high involve- Positive Approaches to Promoting Employee
ment work practices (HIWP), as these practices promote opportunities and Organizational Outcomes
for employee self-management, personal development and problem
solving (Boxall & Macky, 2009). We argue that HIWPs prompt job PAP E R S E SS I O N
crafting behaviour by drawing from Boxall, Hutchison and Wassenaar’s
(2015) explanation that HIWPs activate skills via the cognitive pathway For whom? Examining the impact of psychological context in two
in Vandenberg, Richardson and Eastman’s (1999) extension of Lawler’s randomized controlled trials investigating positive reflection and
(1986) initial model. HIWPs encourage workers to complete their tasks emotion reappraisal at work
in a way that they think works best (Boxall et al., 2015), a skill aligned M. Gloria Gonzalez-Morales (University of Guelph)
with job crafting behaviour. Job crafting is defined by Wrzesniewski
Psychological resource theories suggest that engaging in effortful
and Dutton (2001, p. 180) as “the actions employees take to shape,
activities depletes our store of available energy or resources (Barnes
mould, and redefine their jobs”. The connection between job crafting
& Van Dyne, 2009; Baumeister, Muraven, & Tice, 2000). As a type of
and work engagement is well established in the literature (Tims, Bakker
effortful action, daily work tasks deplete our resources. Daily psycho-
& Derks, 2012; Petrou, Demerouti, Peeters, Schaufeli & Hetland, 2012;
logical micro-interventions may help to buffer against depletion or
Van Wingerdan, Derks & Bakker, 2017), and is based on the premise
boost resources across the working day and have been proposed as a
that when workers are allowed to shape jobs to fit their needs, their
method of developing employees’ resources to manage the day-to-day
intrinsic needs are satisfied and they are more engaged with their jobs
stressors experienced on the job.
(Bakker & Demerouti, 2007).
Using the model of energy at work (Quinn, Spreitzer, & Lam, 2012),
We make a further theoretical contribution by examining the bound-
we argue that micro-interventions can impact the energy we have to
ary conditions of the relationship between HIWPs and work engage-
perform our work roles on a daily basis. Energetic activation at work is
ment mediated by job crafting. Following Wong, Škerlavaj and Černe
defined as “the subjective component of the bio-behavioural system of
(2017) and Bakker, Rodríguez-Muñoz and Sanz Vergel (2016), we
activation experienced as vitality, vigour, enthusiasm, zest, etc.” (Quinn
argue that job crafting is not a private behaviour and, consistent with
et al., 2012; p. 341), which accounts for the degree to which people feel
Wrzesniewski and Dutton’s (2001) early writing, highlight the import-
energized, rather than an objective indicator of their physical energy
ant role played by the supervisor in fostering the job crafting behaviours
(Quinn et al., 2012). We conceptualized vigour and fatigue as two
of subordinates. Theoretically, responding to the calls from Brunetto,
independent but related indicators of energetic activation across the
Shacklock, Teo, and Farr-Wharton (2014) we draw on social exchange
day. The inability to replenish energy resources that were lost in an
theory (SET) (Blau, 1964) to highlight the role played by the supervisor
attempt to cope with demands may lead to long-term fatigue and even-
in accentuating the extent to which subordinates engage in job crafting
tually burnout (Gorgievski & Hobfoll, 2008). We are interested in the
when provided with HIWPs by the organisation.
extent to which daily micro-interventions at work operate to positively
The study makes a number of contributions. First, the focus on
sustain end-of-day vigour or to combat against end-of-day fatigue.
nurse work engagement addresses an area that is directly related to
We expected that over the course of a workday, energetic activation is
concerns about nurse professional turnover and global nursing short-
expended but the extent to which resources are depleted at the end of
ages (Moloney et al., 2018; Pahlevan Sharif et al., 2018). Second, our
the day depends on a number of factors, including the amount of ener-
study addresses the need for the development of mediation models
getic activation the individual started with when they began their work.
that show how HPWS directly and indirectly influence employee
We examine this in two randomized controlled trials investigating
engagement and therefore well-being (Ananthram, et al., 2018). Finally
two daily micro-interventions (positive reflection and emotion reap-
our study makes an important contribution to practice, by highlighting
praisal) on energetic activation (evening vigour/fatigue), compared to
how supervisors can foster the work engagement of nursing employees,
a control group. We investigated whether performing a daily micro-in-
by reinforcing job crafting behaviours adopted by nurses.
tervention buffered against resource depletion in terms of daily vigour
The study was based on an anonymous online survey of 2,984
(studies 1 and 2) and daily fatigue (study 2).
nurses employed in Australia. Analysis confirms the hypothesised
In addition, we investigated the psychological context of the inter-
relationships in that job crafting was found to mediate the positive
vention as a currently under-explored aspect of intervention effects
relationship between HIWPs and work engagement. Further, supervi-
(see Wellenzohn, Proyer, & Ruch, 2016 for a notable exception). In the
sor support moderated the indirect relationship between HIWPs and
context of micro-interventions, the subjective experience (Richardson,
work engagement through job crafting, such that the indirect effect is
1999) including preference, of the intervention represents a form of
stronger under increasing levels of supervisor support. The results have
psychological context. Little research has investigated subjective
implications for the importance of HIWPs on job crafting for nurses
appraisals, despite calls for more research on process effects at the
who carry out many professional roles simultaneously. The research
micro-intervention level (Lyubomirsky & Layous, 2013; O’Shea et al.,
highlights the role that supervisors play in encouraging and managing
2016).
nurses who take advantage of HIWP opportunities to shape, mould
The final sample of study 1 comprised 60 participants (sample size
and redefine their jobs.
at level 2 or between level), 29 in the intervention group and 31 in the
control group, who completed diaries over 10 days (a priori sample
size at level 1 or within level was 600). In study 2, a total of 101 partici-
pants enrolled in the study, and were randomly assigned to one of three
197 WORK, STRESS AND HEALTH
F R I D AY
groups, the positive reflection group (IGp), the reappraisal group (IGr), Intervention: The leadership program “Leadership in Balance” was
or the control group (CG). Participant flow is outlined in Figures 1 and 3. developed in 2016 on behalf of a German health insurance company.
According to simulation studies on power of multilevel models (Maas The prevention program consists of three content-related seminar
& Hox, 2004, 2005), our level 2 sample sizes were above the recom- modules of 8 hours each (healthy self-management, healthy staff
mended size of 30 level 2 units for estimating fixed effects. To test our management, dealing with employees under stress) as well as two
hypotheses, data were analysed using hierarchical linear modelling in sustainability workshops of 1.5 hours each. The contents of the semi-
the R package lme4 (Bates, Maechlet, Bolker, & Walker, 2015). nar were mainly mindfulness- and skillbased (Lyssenko et al., 2015),
Across the two studies, we did not find significant main effects of which are anchored in Acceptance Commitment Therapy (ACT, Hayes,
the interventions on daily energetic activation compared to a control Luoma, Bond, Masuda, & Lillis, 2006) and Dialectical Behavior Therapy
condition (see tables with detailed results). However, we found that a (DBT, Linehan, 1993).
selected group of participants benefitted from the positive work reflec- Procedure: Executives from eleven companies from different
tion micro-intervention: those with lower levels of vigour in the morning economic sectors in Southern Germany were invited to attend this
who appraised the micro-intervention positively. This provides initial course in the period 09/2017-12/2018. The participating executives
support for our contention that psychological context is important to and their direct employees were interviewed using questionnaires at
consider in explaining how positive savouring activities have their effect three time-points (t0: before the start of the courses, t1: directly after
on daily energy. The results of study 2 replicate and extend those of the completion of the three content-related seminars (t0 + 3months)
study 1, demonstrating that regardless of the micro-intervention activ- and at t2: after the sustainability workshops, three months later (t0 +
ity, subjective appraisal interacts with morning vigour in predicting 6months). As a control group insured persons of the health insurance
evening vigour. The finding of a main effect of subjective appraisal on company were contacted, who were matched for major potentially
fatigue would suggest that the subjective appraisal of an intervention confounding variables. A study protocol is available at the German
plays a role in both types of daily energetic activation. Clinical Trials Register (ww.drks.de).
Findings point out the need to consider psychological context in Hypotheses: Hypothesis 1: For executives, participating in the
the evaluation of micro-interventions in the workplace. Ignoring such prevention course, health-oriented leadership style and apprecia-
issues may result in spurious and/or null findings of intervention effec- tion of employees relative to the control group increase at the time of
tiveness and contribute to conflicting findings about the efficacy of such post-testing. The mental burden of the executives compared to the
interventions. Further, our research points to the need to understand control group decreases at the post-measurement time.
the boundary conditions (both environmental and psychological) of an Hypothesis 2: The direct employees of the participating execu-
intervention. Across two studies examining two micro-interventions, tives evaluate the health-oriented leadership style and appreciation
our results demonstrated that the nature of the intervention activ- of their executives higher than the post-measurement control group.
ity itself may be less important than the subjective appraisal of that The mental burden of the employees compared to the control group
micro-intervention by the individual. Regardless of the activity, expe- decreases at the time of the post-measurement.
riencing the activity as pleasant and/or feeling better after completing Instruments: Health oriented leadership was assessed as self-as-
it positively impacted energetic activation. sessment by executives and external-assessment by employees using
the health-oriented leadership scale (HoL, Franke, Felfe & Pundt, 2014).
Effectiveness of a Mindfulness- and Skill-Based intervention for Appreciation was assessed as self-assessment by executives and
health oriented leadership: A controlled, multisite and multisource external-assessment by employees using the appreciation at work
field trial scale (WAA, Jacobshagen, Oehler, Stettler, Liechti, & Semmer., 2008).
Mental Health was assessed as self-assessment by executives and
Ruben Vonderlin (Central Institute of Mental Health (CIMH), Germany)
employees using the Hospital Anxiety and Depression Scale (HADS-
Background. Leadership development and mental health of execu- D, Herrmann-Lingen, Buss & Snaith, 2007)
tives are a critical factor in the healthy design of the work environ- Sample Description: A total of 131 supervisors and 803 employees
ment (Barling & Cloutier, 2017; Kelloway & Barling, 2010). Leadership signed informed consent and participated in the study (on average 6,5
behaviour does not only affect the supervisor’s own health, but is also employees per supervisor, SD=5.5, Range= 0-30).
assumed to affect the health of followers and organizational culture Data Analysis & Results. Data assessment in the intervention
(Quick, Macik-Frey, & Cooper, 2007). To date many studies have inves- and control groups will be completed in March respectively June
tigated the link between leadership behaviour or style and the supervi- 2019. A Mixed-Effects Model will be used to analyse data including
sor’s own or their followers’ health, both as single-source studies and as time (t0,t1,t2) as within factor and group (experimental vs. control)
multi-source studies (e.g. Montano, Reeske, Franke, & Hüffmeier, 2017; as between factor. Characteristics on the level of supervisors (e.g.
Kranabetter & Niessen, 2016). However, to the best of our knowledge, management span or change in leadership behaviour) will be anal-
there is no research that has evaluated an intervention for healthy lead- ysed as moderator for treatment effectiveness. Data analysis will be
ership on both, supervisors’ and employees’ mental health in a natu- completed in September 2019.
ralistic setting (Avolio, Reichard, Hannah, Walumbwa, & Chan, 2009). Practical implications. The results of the study have a high impact
For this reason, we have designed an intervention to train supervisors for research both in the area of healthy work and in the area of general
to lead both themselves and their employees in a healthy way. The prevention, as well as for decision-makers in politics and business,
aim of this study is to test the effectiveness of the intervention at the when considering to implement interventions for mental health promo-
supervisor level and to examine the spill-over effect at the level of the tion at the workplace.
employee. To answer the research question, a controlled, multisite and Discussion: To our knowledge this is the first multi-source interven-
multisource field trial was conducted. tion study, designed to improve healthy leadership. Data analysis and
interpretation will be presented at the conference.
198 WORK, STRESS AND HEALTH
F R I D AY
n=2,472 people in control groups. Random-effects models revealed
Mindfulness interventions in the workplace: A meta-analysis of significantly lower levels of perceived stress (k=42, d=-0.67, p<.001),
randomized-controlled trials lower subsyndromal symptoms (k=37, d=-0.36, p<.001), lower phys-
ical symp-toms (k=6, d=-0.32; p<.05), less burnout (k=22, d=-0.37,
Ruben Vonderlin (Central Institute of Mental Health (CIMH), Germany)
p<.01), as well as significantly higher levels of mindfulness (k=31,
Background. In light of the complex, intense and flexible demands of d=0.42, p<.001), well-being (k=16, d=0.51, p<.05), compassion (k=8,
many workplaces, there is growing interest in occupational psychol- d=0.61, p<.001), positive affect (k=7, d=1.07, p<.05), work engage-
ogy for the potential beneficiary effects of mindfulness-based inter- ment (k=5, d=0.53, p<.05), job satisfaction (k=6, d=0.51, p<.05) and
ventions (MBIs) for employees. Consequently the number of studies resilience (k=4, d=0.49, p<.001) in the MBI groups compared to the
investigating MBIs at the workplace has rapidly increased over the control groups at post intervention. Marginally significant changes
last decade. Existing meta-analyses on MBIs in the work context refer were found for productivity measures (k=8, d=0.29, p=.084) and
to either a specific occupa-tional group (e.g., teachers: Iancu, Rusu, negative affect (k=6, d=-1.07, p=.066). The analysis of follow-up
Măroiu, Păcurar, and Maricuţoiu [2018]; mental health profession- assess-ments revealed that effects maintained over a period up to
als: Lomas [2018]; Burton, Burgess, Dean, Koutsopoulou, and Hugh- three months (stress: k=10, d=-0.68, p<.001; subsyndromal symptoms:
Jones [2017]) or to specific dependent variables (e.g., psychological k=13, d=-0.61, p<.01; burnout: k=9, d=-0.38, p<.001; mindfulness:
distress: Virgili [2015] or burnout: Iancu et al. [2018]). Two system- k=10, d=0.41, p<.001; well-being: k=8, d=0.36, p<.001; compassion:
atic reviews have provided a narra-tive overview of MBIs in the work- k=5, d=0.54, p<.01). There were not enough studies available for the
place (Eby et al., 2017; Lomas et al., 2017). However, the quality of analysis of longer time periods. In the moderator analyses neither the
the included controlled and uncontrolled studies was inconsistent, participant nor intervention charac-teristics consistently influenced
re-stricting the interpretation of findings. Recently Lomas et al. (2018) the outcomes. Egger’s regression test revealed signifi-cant funnel plot
published a meta analysis regarding mindfulness-based interventions asymmetry for mindfulness indicating a risk of publication bias.
at the workplace. However this meta-analysis has some limitations: 1.) Practical implications. This meta-analysis might inform deci-
The literature search was only conducted till January 2016, however, sion-makers within com-panies when considering to implement mind-
our literature search revealed that since 2016, 27 new random-ized- fulness interventions for their employees.
controlled studies were published, which were eligible for inclusion. Conclusion. Overall, our meta-analysis provides evidence that
2.) Lomas et al. did only analyze pre-post effects, and no long-term MBIs can be implement-ed with positive effects on a variety of differ-
effects. However, these long-term effects are quite important for deci- ent outcomes, mainly on personal health indicators, across a wide
sion makers in organizations. The aim of our meta-analysis was to range of professions and organizational structures with small to large
synthesize results from methodologically sound randomized-controlled effect sizes ranging from d = |0.29| to |1.07|. The limitations and future
studies on MBIs in workplace settings across professions and outcome research topics primarily concern the long-term effects (longer than
variables, as well as to update the earlier meta-analysis of Lomas et al. 3months) as well as a con-sideration of the contextual factors and
2018 and to examine the long-term effectiveness of MBIs. effects on the performance of individuals and organizations.
Method: To identify relevant literature, we conducted a systematic
literature search within the following databases up to November 2018: The Effects of an Online-Based Positive Psychological Capital
PsychInfo, PubMed, Web of Sci-ence and Academic Search Premier. Micro Intervention on Work-Related Outcomes
The literature search revealed 2,945 studies, of which k=56 studies
were eligible for inclusion. The inclusion criteria were: (1) Popula-tion Shu Da (Beijing Normal University)
are healthy adults (age 18-65 years) with close to full-time employ- Problem. Psychological capital with components of hope, self-efficacy,
ment (> 30 hrs/week), (2) any type of mindfulness/meditation based optimism, and resiliency has recently emerged as a core construct in
intervention with at least two hours of training and with mindfulness taking positive psychology to the workplace(Luthans, Avey, & Patera,
constituting at least 50% of the program, (3) interventions offered at 2008). Moreover, psychological capital is state-like in nature and opens
the workplace or initiated by the employer, (4) randomized control to development, which positions it somewhere along a continuum
trials, (5) report of the mean (M), standard deviation (SD) and sample between transient states, which are momentary and very change-
size (N) for the outcome measures, or (6) sufficient information to able, and “hard wired” traits, which are very stable and difficult to
calculate those values. Two raters independently grouped the different change(Luthans, Avolio, Avey, & Norman, 2007; Walumbwa, Luthans,
outcomes from the primary studies into dif-ferent outcome domains. Avey, & Oke, 2011).
The outcome domains, which consisted of at least 4 different studies, A number of researches have already demonstrated the influence
were included in data analysis (i.e. mindfulness, stress, subsyndro- that PsyCap may have on work-related outcomes, such as perfor-
mal symp-toms, burnout, well-being & life satisfaction, compassion, mance(Luthans et al., 2007) , satisfaction or commitment(Luthans,
productivity, negative affect, positive affect, physical symptoms, work Norman, Avolio, & Avey, 2008; Youssef & Luthans, 2007), and absen-
engagement, job satisfaction, resilience). In addition we extracted teeism (Avey, Patera, & West, 2006). However, research on positive
participant and intervention characteristics as moderators to an-alyze psychology interventions in organizations is still in its infancy (Meyers,
variation in effect sizes (i.e. age, gender, education, profession, work van Woerkom, & Bakker, 2013).
experience, type and duration of intervention, total time of contact). Therefore, the purpose of this study is to test the feasibility and
Publication bias was assessed using Egger’s regression test and the effectiveness of an on-line intervention strategy to develop psycholog-
risk of bias within studies was assessed using the Cochrane Risk of ical capital and to explore whether the change of psychological capi-
Bias Tool for Randomized Controlled Trials. tal will lead to the change of work-related outcomes such as turnover
Results. Overall we synthesized data from k=56 studies includ- intention, job embeddedness, job satisfaction and job performance.
ing n=2,689 participants of mindfulness interventions compared to
199 WORK, STRESS AND HEALTH
F R I D AY
The greatly increased demand of web-based products, service, and
treatment delivery carries over to human resource development. The Philadelphia Ballroom South
online intervention method in this study is on the strength of psycho-
logical capital micro intervention model —— the Psychological Capital Worker Well-Being: A Framework and
Intervention (PCI) (Luthans, Avey, Avolio, Norman, & Combs, 2006; Measurement Tool
Luthans, Avey, et al., 2008) and road metaphor is involved in hope
dimension development design. SYM P OS I UM
Procedures. Participants are full-time employees from Mainland
China. They are recruited online and randomly divided into three groups. Chairs: Chia-Chia Chang (NIOSH), Steven Sauter (NIOSH)
The technique of random allocation and randomized control trial (RCT)
Increasingly, there is interest in an integrated, systemic approach to
are used in this study. Totally 104 valid samples are collected in this
worker safety, health, and well-being. There is recognition of the impor-
study containing 38 samples in experimental group, 31 samples in
tance of not only preventing disease and injury, but also enhancing
placebo group and 35 samples in blank group. The on-line micro inter-
overall well-being. However, there has been no consistent definition of
vention needs participants to spend 10 minutes a day and 5 workdays
the concept of well-being. To address this gap, NIOSH and the RAND
in a row learning and practicing the materials. Variables including
Corporation initiated an effort to develop a conceptual framework and
employees’ psychological capital and work-related outcomes were
operationalize indicators for worker well-being.
tested before (T1), after (T2) and a week after (T3) the intervention.
During the past two Work, Stress, and Health conferences, we have
Analyses. The present study used SPSS 19.0 to analyze the data.
reported on the progress of this effort. This symposium will present a
Descriptive statistics, independent-sample t test, repeated measure-
summary of the project and discuss implications and next steps. The
ment analysis of variance, simple effect analysis were mainly included
first phase of the project was a multidisciplinary literature review and
in statistical methods.
identification of key conceptual issues that informed the framework
Results. The analysis of variance of repeated measure on the
development. The second phase of the project was the development
employees’ psychological capital of the three groups at three-time
and validation of a survey instrument based on this framework. We will
points has shown that the level of psychological capital at 3 time-
discuss the analysis and findings from the validation process. Finally,
points is significantly different (F=3.419, df=1.722, p=0.042, η2=0.033),
we will highlight some conceptual and practical issues related to the
which means the main effect of measurement time points is significant.
framework and instrument and discuss ideas for sharing and using the
Also, the interaction effect between repeated measured psychological
measurement instrument. We will invite the audience for a discussion
capital and three intervened group is significant (F=3.788, df=3.444,
about implications and opportunities to further advance the well-be-
p=0.008, η2=0.070). Further analysis indicates only in the experi-
ing of workers.
mental group the psychological capital levels is significantly different
The concept of well-being captures many facets of the human expe-
between T1 and T2 (p<0.001) and between T1 and T3 (p<0.05), which
rience, and researchers are beginning to consider well-being as a major
proves that compared with placebo group and blank group, psycho-
outcome used to evaluate the effectiveness and impacts of policies
logical capital in experiment group is significantly increased and the
designed to enhance the public’s health. With this in mind, the National
effect last for a while.
Institute for Occupational Safety and Health (NIOSH) and the RAND
As to work-related outcome variables, the interaction effect
Corporation embarked on an effort to develop a conceptual framework
between the repetitive measured turnover intention and three groups
and operationalize indicators for worker well-being. During the past
of different experimental treatment reaches almost the significant level
two Work, Stress, and Health conferences, we have reported on the
(F=2.515, df=3.450, p=0.052, η2=0.048). Further analysis shows that
progress of this effort. This symposium will present a summary of the
compared to placebo group and blank group, the turnover intention are
project and discuss implications and next steps. The first phase of the
significantly reduced between T1 and T2 in experiment group.
project was a multidisciplinary literature review and identification of
As for job embeddedness and job performance, the intervention
key conceptual issues that informed the framework development. We
has shown a positive influence but not reach a significant level, while
will present the resulting framework that defines worker well-being
the intervention does not have a positive influence on job satisfaction.
as a subjective and objective phenomenon inclusive of experiences
Practical implications. This study may attract human resource
both within and beyond work contexts. The framework consists of
management and managers from corporations to pay attention
five domains: (1) Workplace physical environment and safety climate,
to psychological capital, which will bring positive psychology into
(2) Workplace policies and culture, (3) Health status, (4) Work evalu-
management and be useful to the development of organizations. For
ation and experience, (5) Home, community, and society. The second
instance, psychological capital may be considered as an aspect in
phase of the project was the development and validation of a survey
selection and recruitment, especially for key management positions.
instrument based on the framework to measure worker well-being. We
Moreover, psychological capital can be involved into training systems
reviewed existing validated instruments and extracted items relevant
or EAP services to promote more development to individuals and make
to the five domains. Through an expert panel process, we prioritized
both organizations and individuals benefit more.
and selected the items for inclusion in the instrument. We field tested
Conclusions. Compared to placebo and blank group, the online
the instrument in a nationally representative sample and conducted a
micro intervention strategy of psychological capital in this study has
series of psychometric analyses. We will share the results of the anal-
proven to effectively increase employees’ psychological capital level
yses, the reliability and validity of the various scales representing the
and the effect can last for a week. Moreover, this intervention also
dimensions included within each domain, survey scoring guidance, and
effectively decrease employees’ turnover intention at T2 despite the
changes proposed to the original worker well-being framework. Finally,
effect doesn’t last to T3.
we will stimulate discussion about the implication of this work and
200 WORK, STRESS AND HEALTH
F R I D AY
opportunities for next steps. We will outline a few conceptual issues Home, community, and society. Table 1 includes a brief definition of
related to the framework’s multi-disciplinary nature, strengths and each domain. Each domain contains several subdomains, gleaned
weaknesses of the framework and scoring measures, and similarities from the literature and refined throughout the project’s lifecycle. This
and differences between the survey instrument and other well-being presentation will overview existing literature, introduce each domain,
measurement tools. We will also discuss practical issues such as how and describe included subdomains and constructs. To summarize,
the framework and survey instrument can be used in research, policy, this framework takes a comprehensive perspective in defining worker
and workplace contexts and how the findings can be interpreted and well-being across work and non-work contexts. The framework not only
applied. We will invite the audience to discuss how the instrument can provides a more comprehensive understanding of this topic, but also
be adjusted for different applications and contexts, options for data offers the groundwork for assembling an instrument to measure worker
management and sharing to advance research and increase applicabil- well-being. Ultimately, this work is the first step towards improving
ity; and ideas to move research to practice and ensure that the instru- organizational and community policies, programs, and practices to
ment is put to use in work settings. We will also encourage discussion promote health and prevent disease for workers in the United States.
about next steps in research to better understand worker well-being
and how employers, workers, researchers, policy makers, and other Measuring worker well-being: development and validation of a
stakeholders can use the framework and instrument to advance worker survey
well-being.
Ramya Chari (RAND Corporation)
Defining worker well-being: Overview of a new framework In recent years there has been a larger societal movement to incor-
porate the concept of well-being into evaluative assessments of how
Elizabeth Petrun Sayers (RAND Corporation) well nations, communities, organizations, and people are doing. This
On average, Americans spend almost half of their waking lives working movement is also occurring in the workplace, where there has been
(Saad, 2014). However, only half of working Americans report being increased interest in defining, measuring, and then acting on worker
satisfied with their job (Cheng, Kan, Levanon, & Ray, 2015). Considering well-being as a means for achieving a host of positive outcomes such
the central role of work in our lives, low satisfaction and engagement as enhanced productivity, increased employee retention, and better
can signal trouble not only for a single organization but broader U.S. health outcomes. To inform both organizational research and practice
culture as well. Considering, a robust understanding of worker well-be- on well-being, the National Institute for Occupational Safety and Health
ing serves an important step in developing programs aimed at enhanc- and the RAND Corporation initiated a multi-year study to conceptualize
ing the quality of working life and creating a culture of safety and health and operationalize the concept of worker well-being. The first phase
at work. An interdisciplinary topic, well-being is found in psychology, of this research resulted in the development of a worker well-being
economics, philosophy, political science, biology, sociology, and public framework consisting of five domains: (1) workplace physical environ-
health literature. Each field approaches well-being differently, but ment and safety climate; (2) workplace policies and culture; (3) health
broadly the term is conceived as a positive state of being. Further, the status; (4) work evaluation and experience; and (5) home, commu-
construct may be defined as not only an absence of negative factors, nity, and society. This presentation describes the second phase of the
but rather the ability to flourish and live well. The concept of well-being research, the development of a worker well-being survey instrument
captures many facets of the human experience, and researchers are and the psychometric evaluation of the instrument. To develop the
beginning to consider well-being a major outcome used to evaluate the survey, we first extracted over 800 items from 46 existing instruments
effectiveness and impacts of policies designed to enhance the public’s that covered dimensions germane to the five domains. Candidate
health. With this in mind, the National Institute for Occupational Safety items were prioritized and selected through an expert panel process
and Health (NIOSH) and the RAND Corporation embarked on an effort for inclusion in the worker well-being survey. In June and July of 2018,
to develop a conceptual framework and operationalize indicators for the instrument was fielded in a nationally representative U.S. sample
worker well-being. This abstract presents an overview of existing of 1,894 employed adults drawn from the Knowledge Networks online
worker well-being literature and presents a new framework for worker Internet panel. The response rate was 52% and the final number of
well-being that (1) addresses workers, workplaces, and the communi- completed surveys was 975. Altogether 83 questions (187 items)
ties in which they reside or operate; (2) contains both subjective and across 22 dimensions, most of which were adapted from validated
objective well-being indicators; and (3) acknowledges organizational, surveys, were tested with exploratory and confirmatory factor analy-
environmental, and health conditions that provide opportunities to ses. Six items were newly developed for the survey. This presentation
thrive instead of only preventing illness and injury and the risk factors will describe the analytical results including the number of items and
for these outcomes. Our framework reflects the idea that achievement dimensions included in the final worker well-being survey instrument,
of worker well-being cannot occur through employer-based workplace the reliability and validity of the various scales representing the dimen-
interventions alone but may require broad-based programs that touch sions included within each domain, survey scoring guidance, and any
on different areas of an individual’s life and organizational partner- changes proposed to the original worker well-being framework.
ships that cross work and non-work settings. To build our framework,
we examined existing well-being constructs and measures. A litera- What’s Next? Conceptual and Practical Implications and Next
ture review returned about 150 constructs to consider, including over Steps for Measuring Worker Well-Being
500 existing measures. After categorizing and grouping constructs
Gwenith Fisher (Colorado State University)
together, a framework consisting of five domains emerged to capture
major themes in from the literature. These domains are (1) Workplace Previous presentations in this symposium introduced our framework
physical environment and safety climate, (2) Workplace policies and for the measurement of worker well-being based on five domains: (1)
culture, (3) Health status, (4) Work evaluation and experience, (5) Workplace physical environment and safety climate, (2) Workplace
201 WORK, STRESS AND HEALTH
F R I D AY
policies and culture, (3) Health status, (4) Work evaluation and expe-
rience, (5) Home, community, and society. Additionally, the other Independence Ballroom B
presentations described the methods used to develop the scale and
collect data for validation purposes, and presented results from the Leadership as a Resource for Work Life
validation study and described how we reduced the overall length of the
PAP E R S E SS I O N
survey while still aiming to cover multiple domains of worker well-being.
The purpose of this presentation is to return to the bigger picture or
A Multi-level Model of Unit Work-Family Resources and Employee
larger context by discussing conceptual and practical issues of worker
Well-being
well-being assessment with the audience. We will also summarize
next steps regarding the use and dissemination of this new well-be- Jacquelyn Brady (Portland State University)
ing measure. To accomplish this purpose, we will engage in a dialogue
Work-life stress is a health hazard (Hammer & Sauter, 2013), therefore
with the audience to address numerous relevant issues. We hope
work-family (WF) research has focused on resources to reduce stress
that academics, practitioners, and other professionals interested in
and improve employee lives. Resources such as flexibility, schedule
assessing worker well-being and / or intervening to improve well-be-
control (Lyness, Gornick, Stone, & Grotto, 2012), and family supportive
ing will attend the session to engage with us on the following topics:
supervisor behaviors (FSSB; Hammer et al., 2009), have been linked
1) Conceptual issues. We will facilitate a discussion regarding the
with employee well-being (for review see Crain & Stevens, 2018;
conceptual strengths and limitations of this new measure. First, we
Thomas & Ganster, 1995). However, with most WF literature rely-
will discuss how well our measure of well-being addresses the multi-
ing on single source and time measures, there exists a need for novel
disciplinary conceptualization of well-being across psychology, public
multi-source methods. WF resources are traditionally examined at the
health, environmental and occupational health, epidemiology, medicine,
individual rather than unit level, despite that unit perceptions can be
and economics. Second, we will discuss the strengths of combining
stronger predictors of individual outcomes (Christian, Bradley, Wallace,
subjective and objective approaches to well-being measurement. Third,
& Burke, 2009), and that WF resources can emerge as a group level
we will also aim to compare the conceptual similarities and differences
construct (FSSB; Hill, Matthews, & Walsh, 2015. Unit perceptions of
between this new well-being measure and other existing measures (e.g.,
resources can yield important information conceptually different from
Gallup-ShareCare Well-Being Index, among others). Finally, we will also
individual perceptions. For instance, unit level analyses shed light on
discuss strengths and limitations associated with various possible scor-
unit culture as a whole. Drawing on COR theory (Hobfoll, 1989), and
ing algorithms, including the use of a composite score in which scores
using a time-series design with multi-level data (aggregate employee
for each domain of well-being are combined into a single score across
unit, and individual), we take a novel approach to further our under-
the five domains included in our measure, compared to examining the
standing of how unit WF resources may ultimately influence employee
domains individually and not aggregating them into a single compos-
well-being.
ite indicator. As part of this discussion, we will solicit and entertain
COR theory posits individuals seek to obtain, protect, and main-
comments from symposium attendees on potential ways instrument
tain resources (personal, material, energies, and conditions; Hobfoll,
content might be adjusted to improve its usefulness in different appli-
1989) that serve major goal attainment, and share value across groups.
cations and contexts. 2) Practical issues. Following our discussion with
Establishing WF resources as a group level predictor of psychological
the audience about the aforementioned conceptual issues, we will
and job well-being would be a test to determine the shared value of
discuss many ways in which this measure may be used. For example,
resources, which also fits well within the climate research. Climates
this measure may be used to assess worker-well-being across a vari-
are defined as employees’ shared perceptions (positive or negative;
ety of organizational and research contexts (e.g., as an organizational
strong or weak) about procedures, practices, and kinds of behaviors
diagnostic tool to facilitate academic research in occupational and
that are supported or rewarded (Schneider, 1990; Zohar, 1980; Zohar,
environmental health and Total Worker Health®; and to contribute to
2014). Yet, very few studies have utilized COR theory to link shared WF
improving organizational, community, regional, and national policies,
resources to psychological well-being, despite the conceptual overlap
programs, and practices to protect worker safety and promote worker
of shared perceptions.
health and well-being). Options for management of data arising from
Both psychological distress (Kossek et al., in press) and job burn-
application of the instrument for use by organizations and researchers
out (Maslach, Schaufelli, & Lieter, 2001, pp. 397) are considered poor
will be part of this discussion of practical issues. 3) The third portion of
well-being outcomes resulting from chronic exposure to stressors (e.g.
our presentation will consist of describing our next steps for dissemi-
work-life stress). However, resources are known to help. For example,
nation and use of this new measure of well-being. We will welcome any
FSSB has been linked to improved job and psychological well-being
comments or suggestions from the audience regarding ways to share
(Crain & Stevens, 2018; Kossek, et al., 2018), and schedule control (SC)
this measure with the broader community. 4) We will conclude this
has been linked to lower burnout (Almer & Kaplan, 2002) and nega-
presentation with a question-and-answer (Q&A) session with the audi-
tive WF spillover (Moen, Kelly, Tranby & Huang, 2011). Importantly,
ence. Our objective will be to answer any questions that the audience
these findings have relied almost entirely on individual perceptions of
may have, whether it is about the instrument itself, its development,
FSSBs and SC. Shared perceptions of FSSB and SC may be particularly
or broader implications and next steps.
meaningful for individuals trying to balance work and family by solidi-
Wenjing Huang fying the work environment as unambiguously supportive. If resource
perceptions are shared among group members, the availability of the
resources may feel more certain, and therefore reduce psychological
distress and job burnout further.
202 WORK, STRESS AND HEALTH
F R I D AY
H1: Unit perceptions of FSSBs will be negatively related to a) of family-supportive work environments and the reduction of harmful
psychological distress and b) job burnout stereotypes (Australian Human Rights Commission, 2014).
H2: Unit perceptions of SC will be negatively related to a) psycho- The study aims are: (i) to test if job demands and other job-related
logical distress and b) job burnout reasons (e.g., job satisfaction, schedule flexibility) to RTW shorten the
Methods and Analysis Strategy. This study will draw on archival, duration of parental leave, and (ii) to test if workplace support as indi-
transdisciplinary, Work, Family, and Health Network (WFHN) data. cated by family-friendly supervisor support, general supervisor, and
Participating employees worked in the long-term healthcare indus- co-worker social support buffer the associations of job-related reasons
try from 30 extended-care facilities. Measures include aggregate to return to work with leave duration for birth and non-birth parents.
resources as predictors at time 1 (FSSB; Hammer, Kossek, Bodner, & Procedures. This study used data from an anonymous online
Crain, 2013; schedule control; Thomas & Ganster, 1995), and well-being cross-sectional survey conducted on August 2017 among employ-
outcomes, at time 2 (psychological distress; Kessler et al., 2003; job ees who took paid parental leave and/or FMLA (n=134) within a large
burnout; Maslach & Jackson, 1986). To analyze our data, first we will municipal employer in Portland, Oregon.
report justification for aggregation on unit level variables (SC, FSSB) Analyses. Bivariate statistics and multiple generalized linear regres-
by using Mplus v8 (Muthen & Muthen, 2018) to establish acceptable sion models (GLM) were used to estimate model parameters. We fitted
ICCs consistent with the literature (e.g. ICC1 values should gener- three models for the association between leave duration (outcome),
ally be > .10). Once shared perceptions are established, a series of reasons to return to work (RTW) (predictor) and workplace social
multi-level regressions will be run with employees nested within their support (moderator). The first model included the predictor and several
supervisors to examine the link between unit level WF resources and control variables (education, tenure, and whether respondents had any
employee well-being. leftover leave). The second model expanded the former adding work-
Implications and Future Directions. In conclusion, the current place support variables (family-friendly supervisor support, general
study takes a novel approach in understanding the role of resources supervisor support, and general coworker support). The third model
on employee well-being. Analyses will shed light on the impact of unit included the interaction term between reason to RTW and workplace
level resources from a shared perspective, and therefore yield new support variables.
information about the WF culture of a unit. Considering a substantial Results. For birth mothers, a significant and positive association was
amount of WF research relies on single source and time data, our find- found (p<.05) for the interaction of family-friendly supervisor support
ings will provide novel insights to the culture around resources and their and the reason RTW: ‘My job did not offer flexible schedule’ compared
role in employee well-being. to birth mothers who did not state that reason. Non-birth parents (of
Findings should yield important considerations for organizations, whom 74.1% are fathers) who reported the reason to RTW “I had too
and researchers, including potential targets of WF interventions. much work to do at my job” had an average of 27.6 fewer days of leave
Future research questions may seek to compare individual versus unit than non-birth parents who did not state this reason to RTW (p < .01).
level resources on employee well-being, informed by safety research Non-birth parents who reported RTW because their job did not offer
suggesting unit-level perceptions may be more strongly related to flexible schedule had an average of 23.9 days of longer leave than
outcomes (Christian, et al., 2009). Alternatively, researchers may seek non-birth parents who did not report that reason (p<.05). For non-birth
to determine whether WF resource climate is changeable, or asso- parents, the interaction estimates of general supervisor support and the
ciated with family outcomes (e.g. family well-being) that are known reason to RTW “I had too much work to do at my job” had a significant
to be associated with WF conflict (Amstad, Meier, Fasel, Elfering, & positive association (p<.05) on the length of leave days compared to
Semmer, 2011). non-birth parents who did not assert that reason. Moreover, non-birth
parents who reported the reason to RTW: “I enjoy my job” were more
Co-worker and supervisor support buffer job demands upon return likely to have a longer leave with higher coworker support compared to
to work after paid parental leave non-birth parents who did not indicate that reason (p<.05).
Conclusion. We analyzed the link of reasons to RTW related to job
Lisset Dumet Poma (Oregon Health & Science University)
demands, job satisfaction, and flexible job schedule with leave dura-
Problem. Nations with paid parental leave, a policy that compensates tion for birth and non-birth parents, and also explored the moderation
the time that parents spend away from work to take care of a new child, of workplace social support on this association. Birth mothers who
have shown positive health and socio-economic outcomes (Burtle & reported that their supervisors were family supportive took longer
Bezruchka, 2016). The United States remains the only high-income leave even if they did not have flexible job schedule. The reason to
nation that does not offer a federal paid parental leave policy (OECD - RTW “I had too much work to do at my job” was linked to shorter leave
Social Policy Division, 2017). However, American firms have opted to duration and the RTW “My job does not offer flexible schedule” was
provide this benefit as a strategy to enhance the recruitment and reten- associated with longer parental leave. General co-worker support and
tion of a talented and skilled workforce (Bartel, Baum, Rossin-Slater, general supervisor support moderated the association between the
Ruhm, & Waldfogel, 2014). These employer-based policies impose RTW: “Because I enjoy my job” and “I had too much work to do” and
implementation and evaluation challenges given the interaction of local, leave duration, respectively for non-birth parents. Study limitations
state, federal public policies (Beauregard & Henry, 2009). Analyzing include a small sample and a possible over or underestimation of leave
the experience of new parents upon return to work (RTW) after paid duration. Future studies should include administrative data for a more
parental leave is a significant endeavor to shed light on the policy accurate estimation of the length of leave.
successes or challenges. Furthermore, exploring the role of coworkers Practical implications. Further interventions should focus on giving
and supervisors on the effectiveness of an optimal RTW after paren- supervisors and co-workers the resources they need to better help
tal leave is critical given they are critical actors for the establishment employees on the process of leave, for example, offering information
and coordinating handover of duties and communication while on leave.
203 WORK, STRESS AND HEALTH
F R I D AY
to behave similarly within those roles (Morton et al., 2010, 2011; Popper
Authoritative parenting and transformational leadership: A family- & Mayseless, 2003).
to-work enhancement example Polynomial regression and response surface modeling did not
support H2. Results did, however, indicate that family-to-work enrich-
Christopher Cunningham (The University of Tennessee at Chattanooga)
ment may be experienced more strongly for individuals who perceive
Do parental experiences at home influence one’s functioning as a leader their parenting roles and leadership roles to require similar behaviors.
or manager at work? This question reflects a phenomenon known as Hierarchical regression analyses supported H3a, showing a posi-
positive interrole spillover or interrole enhancement (i.e., a process of tive relationship between perceived strengthening of transformational
positive affect, skill, value, and/or behavior transfers between roles; leadership after becoming a parent and perceived family-to-work
Hanson et al., 2006). Behaviors exhibited in family/parenting roles enrichment. These findings support the notion that the resources accu-
may transfer to other roles that an individual perceives as being similar mulated while raising children are applicable to many other facets of
(Furr & Funder, 2004). This interrole behavioral congruence (Diener life, including the workplace (McNall et al., 2009). This also helps to
& Larsen, 1984) also helps to explain the connection between parent- explain past research indicating that many managers who are parents
ing at home (originating domain) and leadership at work (receiving attribute their leadership effectiveness or success to the skills that they
domain). With the present study, we explored a specific example of developed through being a parent (McCall et al., 1988; Morrison et al.,
family-to-work enhancement: the theoretically and conceptually justi- 1992). No support was found for H3b.
fied link between authoritative and “transformational” parenting at Additional analyses revealed that 91% of respondents indicated
home and transformational leadership at work. having or developing “stronger” or higher levels of leadership ability
Within the child development literature, authoritative parenting as a result of becoming a parent and 94% reported that they are better
is often identified as the “best” or most effective form of parenting leaders after having children than they were before. No participants
(Gecas & Seff, 1991; Takeuchi & Takeuchi, 2008), similar to how trans- reported that becoming a parent in some way hindered or weakened
formational leadership is seen by many organizational psychologists their leadership abilities. Thematic content and prevalence analyses on
as among the most effective styles of managing others at work (Hater participants’ qualitative data revealed that the most frequently iden-
& Bass, 1988). Authoritative parents demonstrate a balance between tified leadership skills developed as a parent were: communication,
demandingness and responsiveness by being strict and assertive, while patience, empathy and understanding, and coordination; these skills
also being loving and responsive (Baumrind, 2013). Transformational were frequently used by more than 90% of respondents and used “all
leaders are described as selfless, and focused on enhancing employee of the time” at work by 42% of respondents.
performance and well-being (Bass, 1985; Rafferty & Griffin, 2004). These findings suggest there is more to examine regarding the
The similarities between these two forms of “managerial” style are potentially positive relationship between parenting and leadership.
especially clear when closely considering the behavioral tendencies It is important to note that leaders reported not only developing crit-
and values generally associated with authoritative parents and trans- ical leadership skills through their parenting, but also needing and
formational leaders. Despite clear theoretical rationale, few studies using these skills regularly in their everyday work-lives. These find-
have examined the possible link between these two behavioral styles ings also provide a specific illustration of family-to-work enrichment
(e.g., Graves et al., 2007). Thus, we undertook the present study to and enhancement with multiple implications (e.g., guidance for future
test the following: research and strategies for developing effective transformational lead-
H1. Leaders who demonstrate an authoritative parenting style at ership skills and abilities).
home are more likely to demonstrate a transformational leadership
style at work. Don’t Leave it All at the Door: Leadership Development Programs,
H2. Perceived family-to-work enrichment is highest for those who Emotion Regulation, and Work-Life Enrichment
perceive a higher degree of transformational leader/transformational
parenting behavioral congruence between work and family domains. Chelsea LeNoble (Clemson University)
H3. (a) There is a positive relationship between perceived strength- Introduction . Leaders in organizations face complex demands, putting
ening of transformational leadership after becoming a parent and them at risk for burnout (Lee & Cummings, 2008). To address leader-
perceived family-to-work enrichment, and (b) this relationship is ship challenges, organizations have turned to leadership development
moderated by a person’s level of authoritative parenting, being stron- (LD) programs (Lacerenza, Reyes, Marlow, Joseph, & Salas, 2018).
gest for those who are more authoritative than for those who are less However, whether LD programs affect employees’ well-being or
authoritative. non-work lives is relatively unknown. Using principles from work-fam-
Method, Results, and Discussion. Participants were working manag- ily enrichment theory and organizational training, we examined how
ers who were also parents (N=150). Mixed method data were gathered LD may enrich leaders’ non-work lives and enhance resilience through
via internet-based survey composed of measures of parenting style, emotion regulation. This study aimed to answer: Does LD transfer skills
work-family enrichment, and transformational leadership. Participants to the non-work domain? If so, what are the effects and through what
also provided qualitative responses regarding the overall impact of mechanisms does this occur?
having children on their personal leadership development. Work-life enrichment (WLE) refers to experiences or resources
Results using the cocor tool for comparing the strength of correla- from work role(s) improving one’s non-work role(s) (Greenhaus and
tions (Diedenhofen & Musch, 2015) showed that leaders who are Powell, 2006) and is related to increased work engagement (Zhang,
authoritative parents at home are more likely to be transformational Xu, Jin, & Ford, 2018). As LD programs teach strategies for develop-
leaders at work (H1). This aligns with evidence that parenting roles and ing better relationships with staff (Lacerenza et al., 2018), they may
managerial roles require similar behaviors, which can lead individuals provide leaders with resources that enhance non-work lives. Theoretical
support can be found in the organizational training literature. When
204 WORK, STRESS AND HEALTH
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interpersonal skills—predictive of well-being in all domains (Segrin, However, qualitative analyses add depth to the results. As single time
Hanzal, Donnerstein, Taylor, & Domschke, 2007)—are learned in LD data collection prevents us from making conclusions about causality
programs, they may transfer outside of the workplace (Noe, 2017). from mediation analyses, future research should examine these effects
Hypothesis 1: Participants in LD programs focused on building inter- over time. From a practical standpoint, these results support includ-
personal skills at work will report enrichment at home. ing emotion regulation strategies in LD programs, as a mechanism for
Hypothesis 2: Comfort practicing LD program skills at work will leader effectiveness and well-being. An emphasis on interpersonal
be positively related to comfort practicing LD program skills at home. skills and self-regulation in leadership training can boost leader resil-
As affective mechanisms are thought to explain WLE effects ience in the face of complex and demanding work environments.
(Greenhaus and Powell, 2006) and emotion regulation is a signifi-
cant component of leadership (Gardner, Fischer, & Hunt, 2009), we
propose that emotion regulation strategies leaders learn through LD
Independence Ballroom CD
programs are key mechanisms in explaining well-being outcomes. If
leaders feel comfortable practicing LD program skills at home, they will Age and Work Ability
likely continue refining emotion regulation strategies at work—posi-
tively influencing well-being. We examine three emotion regulation PAP E R S E SS I O N
strategies: suppression, or hiding emotions; reappraisal, cognitively
reprocessing a situation to feel positive emotions; and the genuine Age in differences in psychological and physical dimensions of
expression of emotions (Diefendorff, Croyle, & Gosserand, 2005). work ability and the moderating influence of burnout symptoms
Hypothesis 3: Comfort practicing LD program skills at home will be
(a) positively related to emotion reappraisal and (b) genuine expression, Guy Potter (Duke University)
and (c) negatively related to suppression at work. One of the principal goals of occupational research is to foster a healthy
Hypothesis 4: Comfort practicing LD program skills at work will work environment, which can be reflected in the longevity of an indi-
be indirectly negatively related to burnout through (a) comfort prac- vidual’s ability to work. This longevity is important because the labor
ticing LD program skills at home, (b) emotion reappraisal, (c) genuine force in the U.S. and many other countries is expected to include an
expression, and (d) suppression at work. increasing proportion of workers aged 55 years and older; therefore,
Procedures. A LD program designed to enhance interpersonal effec- it is important to understand how aging is related to maintenance of
tiveness was implemented at a large healthcare system in the southern work ability over time. Research indicates that many psychosocial and
United States. The program teaches candid emotion expression, avoid- mental health factors contribute to work ability, including job demands,
ing suppression, and rethinking stressful situations as learning experi- job resources, burnout symptoms, and depression symptoms. Job
ences. A survey administered to leaders assessed feelings of comfort demands-resource theory (JD-R) predicts that both job demands and
with practicing the skills learned, open-ended reaction comments, job resources may contribute to work ability, either directly, or indi-
emotion regulation (4 suppression, 6 reappraisal items; Gross & John, rectly via their effect on burnout and depression symptoms. Adding
2003; 3 genuine emotion expression items; Diefendorff et al., 2005), further complexity to the issue is research suggesting work ability is
and the emotional exhaustion dimension of burnout (3 items; Maslach, not a unidimensional construct, and may include distinct psychological
Jackson, & Leiter, 1996). Participants (N=624) included healthcare and physical factors. This indicates the need to better understand the
leaders (73% female, 90% white) at various levels (47% managers, job characteristics and mental health factors that contribute to defi-
33% supervisors, 15% directors, 5% executives). cits in psychological and physical work ability, and how they might be
Analyses and Results. Means and correlations are reported in Table moderated by age. The current research was undertaken to examine
1. Three coders independently coded the open-ended responses to this problem.
identify themes in perceived LD program benefits (Table 2). Comfort We recruited individuals actively working in the nursing field from
practicing program skills at work was significantly related to comfort a health care system in the southeast USA (N = 402). Participants
practicing at home (B=0.69, SE=0.04, p<0.001). Qualitative and quan- completed a battery of questionnaires at study entry, including job
titative results provide support for hypotheses 1 and 2. Data were demands and resources (Copenhagen Psychosocial Questionnaire),
analyzed using structural equation modeling with estimates of indirect burnout symptoms (Oldenburg Burnout Inventory), and depres-
effects. Based on established cut-off values (Hu & Bentler, 1999), the sive symptoms (PHQ-9). They received follow-up questionnaires
hypothesized model (Figure 1) was a good fit for the data. A modified on a monthly basis, which included the Work Ability Index (WAI) at
model omitting suppression and reappraisal was tested, demonstrat- 12-month-follow up. We used confirmatory factor analysis (CFA) to test
ing improved fit (Figure 2 and 3; Table 3). Comfort practicing LD skills the dimensionality of the WAI. We used structural equation modeling
at work was indirectly negatively related to burnout through comfort (SEM) to test latent paths of job demands and job resources to burn-
practicing LD skills at home and genuine emotion expression (B=-0.04, out and depressive symptoms, and further to test the paths of these
SE=0.01, 95%CI [-0.07,-0.03]). Results provide support for hypotheses variables to work ability after 12 months. We additionally tested for the
3b, 4a, and 4c (Tables 4 & 5). interaction of these variables with age.
Implications and Conclusions. These findings expand the potential Results of CFA found distinct factors for psychological and physi-
impact of LD program learning to the home domain, suggesting that LD cal work ability that provided a better fit than a unidimensional model.
programs may enrich leaders’ non-work lives. The more comfortable The results of SEM indicated multiple direct and indirect associations
leaders are practicing LD program skills at work, the more likely they to psychological and physical work ability. For job demands, there
are to be comfortable practicing and refining emotion regulation strat- were significant and separate paths to psychological work ability, one
egies at home, thus reducing burnout. Limitations of this study include mediated by burnout symptoms and the other mediated by depression
the use of cross-sectional data collected from a single organization. symptoms. In addition, there was a significant path from job demands
205 WORK, STRESS AND HEALTH
F R I D AY
to physical work ability mediated by burnout, but no comparable path Occupational Requirements Survey (ORS), and the Health and
via depression symptoms. For job resources, there were also signifi- Retirement Study (HRS). The O*NET is a primary source of occupa-
cant and separate paths to psychological work ability, one mediated by tional information in the U.S., containing hundreds of standardized and
burnout symptoms and the other mediated by depression symptoms. occupation-specific descriptors on almost 1,000 occupations covering
In contrast to job demands, there were no significant paths from job the entire U.S. economy. The ORS is a new survey developed collab-
resources to physical work ability. We further explored the association oratively by the U.S. Bureau of Labor Statistics (BLS) and the Social
of burnout symptoms to both psychological and physical work ability Security Administration (SSA), and conducted by the BLS. The ORS
as moderated by age, and found significant interactions with both collects information about the physical demands and mental require-
dimensions. Psychological work ability was relatively better among ments for jobs, as well as environmental conditions, education and
older workers when burnout symptoms were at below-average levels, training. HRS is a longitudinal household survey of U.S. residents aged
but relatively worse when symptoms were at above-average levels. For 50 and older conducted by the University of Michigan. Occupational
physical work ability, values were relatively worse for older workers requirements for this study were measured by major construction
with increasing levels of burnout symptoms. trades using data from O*NET and the ORS. Workability among older
Our findings indicate that work ability has distinct psychological workers was determined according to the HRS question “Do you have
and physical dimensions that have different associations to underly- any impairment or health problem that limits the kind or amount of
ing psychosocial factors, and which are both moderated by age. These paid work you can do?” and health-related questions on physical and
results indicate that it is important to consider both psychological and mental health status, functional limitations, and doctor-diagnosed
physical dimensions of work ability in older workers. High job demands health conditions and diseases. Workability among older construction
appear to have a greater influence on physical work ability than do job workers at the baseline and follow-up was estimated and compared.
resources, and burnout symptoms appear to have a greater influence Associations between workability and age, health behaviors, chronic
on physical work ability than do depression symptoms. Physical work health conditions, and employment history were examined. Workability
ability appears to be particularly vulnerable among older workers rela- among older construction workers and occupational requirements
tive to psychological work ability, but burnout symptoms are a threat to were matched by major occupations.
both dimensions of performance. Managing levels of job demands and Results . The initial findings indicate that workability decreased
burnout are beneficial to work ability regardless of age, but particularly rapidly in workers’ later years. The proportion of older construc-
among older workers, who are more vulnerable to impairments in phys- tion workers reported work limitations increased significantly in the
ical work ability over time. Modification to job demands may help older follow-up compared to the baseline. Workability was much better for
workers maintain physical work ability with age. These results also those who were still working full-time at follow-up, but significantly
that highlight prevention and intervention strategies for burnout may reduced among retirees. Workers whose longest job was in construc-
to particularly important for promoting healthy work ability with age. tion more often reported lower workability; however, current construc-
tion workers reported better workability than their non-construction
Workability in Relation to Occupational Requirements among counterparts at similar age.
Older Construction Workers in the United States Workability decreased linearly with the number of chronic condi-
tions. Only 3% of workers without any chronic conditions reported
Xiuwen Sue Dong (The Center for Construction Research and Training
work limitations compared with about 80% among those with seven
(CWPR))
or more health conditions. Lung disease, stroke, and back problems
Introduction. The labor force in the U.S. is rapidly aging. The average were more likely to reduce workability than other conditions. Smoking
age of American workers was 42.2 years old in 2015; nearly 5 years decreased workability, particularly for current smokers. Regular exer-
older than it was in 1985 (CPS 2018). Construction workers are typically cise, even light exercise, increased workability. Workability also some-
younger than the national labor force, but the average age of construc- what improved with light and moderate alcohol intake, and plunged
tion workers reached 42.5 in 2015, exceeding the average age of all with underweight or obesity.
U.S. workers and about 6.5 years older than it was in 1985. During this The results suggest remarkable gaps between workability among
period, the number of construction workers aged 55 or older nearly older workers and occupational requirements in construction. For
doubled. This trend will continue since baby boomers (those born example, many construction occupations require lifting/carrying >
between 1946 and 1964) - the major component of the aging cohort 50 lbs and ≤ 100 lbs, but some older construction workers are unable
will remain longer in the workforce than their predecessors (Dong et to carry 10 lbs or stretch their arms up. Detailed analyses will be
al. 2017). Workers aged 55 and older is projected to increased from performed after the new data sets are released.
22.4% in 2016 to 24.8% in 2026 (Lacey et al. 2017). In spite of this, Conclusions/implications . This study suggests that differen-
the aging population leads to a declining labor force participation rate, tials between workability of older construction workers and their job
limiting the number of workers available for employment. Therefore, requirements should be taken into account in developing workplace
how to sustain workability of older workers is critical, in particular for intervention programs. Job redesign and retraining should be available
those with high physically demanding jobs, such as construction work- for older workers to sustain their employability. Moreover, promoting
ers. To better understand challenges facing the construction industry healthy aging for workers is essential in the construction industry and
and older workers themselves, and provide insight to workplace inter- beyond.
ventions, this study examined general health status and workability
among older construction workers in relation to occupational require- A new SOC (selection, optimization, compensation) questionnaire
ments in this industry. focusing on sustainable work, and including the group and
Methods. Three large data sources were analyzed for this leadership level
study, including the Occupational Information Network (O*NET),
206 WORK, STRESS AND HEALTH
F R I D AY
Annette Meng ((The National Research Center for the Working will receive the invitation either by mail (nurses) or by letter (employ-
Environment (NFA), Denmark)) ees at dairies). Reminders will be sent out to ensure highest possible
Background and statement of problem. Due to the demographic response rate. Participation will be voluntary and anonymous.
changes in the western society, the workforce is ageing and as a In the analysis, we will run a confirmative factor analysis to validate
response to this, many countries has made the political decision to the structure of the questionnaire. To test the construct validity, we will
increase the retirement age. Ageing is generally associated with a explore the correlation between the SOC questionnaire and factors
reduction of physical and cognitive functioning as well as increased we expect the use of these SOC strategies to be associated with, for
risk of illness and “wear and tear” (Ilmarinen, 2009). Therefore the example, work ability and expected retirement age. The analyses will
need for strategies to maintain workability throughout the prolonged be completed in summer 2019.
work life is increasing. The SOC model, developed by Baltes and Baltes Expected results. We will present the final questionnaire and
(1990), proposes that we use selection, optimization, and compensa- discuss its potential for future research and practice.
tion strategies throughout our lifespan to cope with reduced resources.
Selection refers to the selection of goals or tasks, rather than trying to Expanding the SOC model in a work context to include group,
reach all goals or complete all task when faced with reduced resources, leadership and organizational level
or to the pursuing of one goal or task at a time. Optimisation refers to
Iben Karlsen (The National Research Center for the Working
the devotion of more time and effort to reach the selected goals or Environment (NFA), Denmark)
complete the selected tasks. Finally, compensation refers to the use of
Background and problem statement: In the face of the demographic
alternative means to reach the goals or complete the tasks. In the work
changes in the western society, and due to an ageing workforce and
context, the use of SOC strategies has been associated with the mainte-
extended life expectancy, political initiatives to postpone the retirement
nance of work related competencies (Abraham & Hansson, 1995) and
age are implemented. Ageing is generally associated with reduced
workability (Müller et al. 2012). Thus, the use of SOC strategies may
functional ability due to wear and tear, age-related physical and cogni-
contribute to a more sustainable work life. Nevertheless, Moghimi et al.
tive changes and/or health problems (Ilmarinen 2009). Postponing
(2017) argue for the need for further development and improvement
the retirement age can therefore pose a challenge in some indus-
of measures of SOC strategies in the work context. So far, research in
tries. However, existing studies show that senior employees may use
the field has only explored the use of SOC strategies at the individual
a combination of selection, optimization and compensation (SOC)
level. However, at a workplace the individual autonomy to use SOC
strategies to create a balance between work demands and resources
strategies may be limited. For example, if an employee uses selection
at work (e.g. Müller et al. 2012). Thus, the use of SOC strategies may
and chooses not to complete one or more work task, the manager or
enable senior employees to stay in the workforce for longer.
colleagues may oppose to this. At the same time, colleagues in a team
In order to capture the complexity of a workplace setting, we argue,
may collectively use SOC strategies that help creating a sustainable
in line with Moghimi et al. (2017), for the need to expand the SOC
work life for all, and the manager may likewise use SOC strategies to
model in a work context. Inspired by the IGLO model (Nielsen et al.
support the workability of the employees.
2018), we propose expanding the original SOC model (Baltes and
The purpose of the present study was therefore to develop a ques-
Baltes 1990) from only focusing on the individual level, to include
tionnaire to measure the use of SOC strategies at the work group and
the organizational, the leadership, and the group level into the model.
the immediate manager level, as well as the individual level. In addition,
This expansion allows for the exploration of the use of SOC strategies
we wanted to make the questionnaire more suitable as a practical tool
at all four organizational levels, and thereby taking into account the
to be used at workplaces. Therefore we aimed to operationalise SOC
more limited freedom of the individual to influence and transform
strategies more explicitly relating to creating sustainable work habits
work conditions, and to focus on what can be done across the different
or procedures rather than the more general operationalisation of SOC
organizational levels.
in the questionnaire commonly applied in the field (e.g. Zacher & Frese
The purpose of this study was to explore this theoretical expansion
(2011). Thus, the questionnaire can serve as a tool for mapping the use
of the SOC model focusing on developing a sustainable workplace, and
of SOC strategies at these three levels at a workplace, and thereby iden-
to get insight into which factors hinder or facilitate the use of different
tify where targeted interventions, to increase the use of these strategies,
SOC strategies in an everyday work setting.
may be appropriate. In addition, the questionnaire can be used in future
Methods and Procedures. The study is based on a total of 23
research in the field to, for example, explore the association between
semi-structured interviews with senior employees and immediate
the use of SOC strategies at the different levels and various outcomes
managers at four different workplaces; two hospitals (nurses) and two
such as work engagement, work ability, and intention to stay at work.
dairies (skilled/unskilled workers). We used both focus group and indi-
Method. Inspired from existing SOC questionnaires, and using
vidual interviews. During the interviews we discussed everyday work
input from qualitative interviews, conducted at an earlier stage of this
practices and the specific strategies the employees used when handling
project, as well as input from experts in the field, we developed a first
their jobs despite age related difficulties. The interviewees were urged
draft of the questionnaire. We then completed eight cognitive inter-
to be as concreate as possible allowing us to gather information about
views with persons from the target group to refine this draft. Finally a
the specific SOC strategies they used, as well as information about
questionnaire survey to further validate and adjust the questionnaire
which organizational level these were initiated at, and what hindered or
will be completed in spring 2019.
facilitated the use of the strategies. Interviewing immediate managers
The final sample of participants in the questionnaire survey
at each workplace, furthermore, provided insights into possibilities and
is expected to be 800 nurses working at public hospitals and 800
challenges using the SOC strategies at the leadership level.
employees from the Danish dairy industry.
Results. In this study we developed an extended SOC model. The
The questionnaire will be electronic and the participants provided
case study provides knowledge about the specific strategies used at the
with a personal password to access the questionnaire. The participants
207 WORK, STRESS AND HEALTH
F R I D AY
four IGLO levels. Using the expanded model we were able to explore specifically in the ARM for Subs research project. Intervention devel-
important SOC strategies at work such as; is your manager providing opment and evaluation consists of several phases of research where
the necessary equipment to avoid wear and tear, are your coworkers our partnership with the industry played out in different roles. The
helping you with heavy or difficult work tasks etc. The empirical study, success of many safety and health interventions appreciates when
furthermore, brought insights about factors that hinder or facilitates the the intervention’s goals and objectives match those of the partnering
use of SOC strategies among senior employees, such as time pressure, organization so that those receiving the intervention and are engaged
space issues at the workplace, norms of the group and feelings of guilt in the activities see a value added for their participation.
and ambiguity towards helping coworkers etc. The second paper describes collaborations among the Center, nurs-
Practical implications. The list of specific SOC strategies used at ing home associations, and state Worker’s Compensation boards to
the different workplaces at all four IGLO levels may serve as inspiration support the Enterprise Outcomes study. The goal of the Enterprise
to other workplaces when aiming to retain senior employees at work. Outcomes study is to promote the health and safety of workers in the
Knowing which factors hinders or facilitates the use of the SOC strat- nursing home industry through understanding of TWH approaches in
egies may prove particularly relevant for practitioners aiming to create the industry. The study aims to determine the extent to which existing
a more sustainable workplace. programs, policies, and practices in nursing homes align with Total
Furthermore, the results of the interviews provided input to the Worker Health®. This paper discusses the methods used to build
development of an expanded SOC questionnaire in another part of collaborations with state nursing home associations and state Worker’s
this project. Compensation boards. Several methods were used to build potential
Conclusion. Based on the empirical findings, exploring the new collaborations, however, not all of them resulted in successful partner-
theoretical outline of the SOC model, we conclude that it is advanta- ships. Data availability and state regulations were the major barriers to
geous to expand the original SOC model in order to better fit a work- collaboration with Worker’s Compensation institutions. Major barri-
places setting. We therefor propose expanding the original SOC model ers to collaborations with state nursing home associations included:
to include the additional levels: group, leadership, and organization. perceived reputational risk, organizational change, and ongoing state
level policy processes. Potential training opportunities, future research
opportunities, and additional knowledge were key facilitators for collab-
orations with nursing home associations.
Salon 3 & 4
The third paper discusses how an academic-employer partner-
Building Successful Academic-Employer ship, between the Harvard Center for Work, Health, and Well-being (a
Total Worker Health Center of Excellence) and Partners HealthCare, a
Partnerships for Research Innovation: Examples major health system in Massachusetts, has been successful in creat-
from the Construction and Health Care Sectors ing relevant public health research and practice. The Boston Hospital
Workers Health Study (BHWHS) consists of approximately 15,000
SYMPOSIUM
workers and involves an integrated, longitudinal, administrative data-
base linked with self-report surveys. Several facets of the partnership
Chair: Jessica Williams (University of Kansas Medical Center) will be discussed in the presentation starting with how the two groups
Strong partnerships between academic researchers and employers have gone about negotiating data-sharing, joint agenda-setting, and
are necessary to ensure that research questions are relevant to prac- partnership throughout the research process. Second, we will present
tice, pinpoint employer needs, design solutions to meet these needs, the structure and function of BHWHS and discuss the rationale for the
and bring program solutions to scale for widespread distribution and setup. We will also provide a brief synopsis of scientific insights that
dissemination. Such partnerships have guided research conducted demonstrate how BHWHS advances both the public health enterprise
by the Harvard T.H. Chan School of Public Health Center for Work, and Partners’ concerns about the health of its workforce.
Health, and Well-being, a Total Worker Health® Center of Excellence.
The Center aims to expand the evidence on integrated approaches Partnering with construction companies for health and safety
through etiologic and intervention effectiveness research studies and research adds value in a shared mission
to build the practice base through translating and disseminating best Jack Dennerlein (Northeastern University)
practices, developing policy recommendations, and building the capac-
Statement of the Problem: Completing worker safety, health, and
ity of trained professionals and organizations. In this symposium, we
well-being research in the construction industry has many challenges
present three perspectives on research collaboration from three major
while the need to improve working conditions for construction workers
research projects conducted by Center investigators. These papers
is quite evident.1 Integrated worksite programs that target the condi-
represent collaboration for different research objectives across two
tions of work have become increasingly popular due to their compre-
different industries, construction and healthcare.
hensive nature and their added value to an organization’s mission;
The first paper describes collaborations developed in the context of
however, fitting interventions to the context of the construction indus-
intervention and observational studies within the construction industry,
try poses many challenges. 2,3 Work organization and the hierarchical
examining worker safety, health, and well-being within the complex-
structure in construction does not follow the traditional manufacturing
ity of the industry. The first project, All the Right Moves (ARM) was a
model; workers on a given worksite are employed by different compa-
worksite program that aligned with fundamental worksite programs
nies and move from worksite to worksite (Figure 1).4,5 On a given
already in place in the industry – safety inspections, pre-task planning,
worksite, there will be multiple construction companies working side
job hazard analysis, and safety week. Based on the lessons learned, we
by side employing different trades needed at a given time for the project.
developed a second program based within subcontractors called ARM
These are often overseen by the general contractor and the owner. We
for Subs. This paper defines and describes the role of partnerships
208 WORK, STRESS AND HEALTH
F R I D AY
have implemented a number of intervention and observational stud- want to do the right thing to improve the safety, health, and well-being
ies within the construction industry examining worker safety, health, of their workers. This shared value has proven time and again to be key
and well-being within the complexity of the industry. Two intervention in the success of our research.
projects were based on a conceptual framework put forth by the Center
for Work, Health and Well-being at the Harvard T.H. Chan School of Confronting challenges in collaboration: Examples from the
Public Health.2 The first project called, All the Right Moves (ARM) was nursing home industry
a worksite program that aligned with fundamental worksite programs
Jessica Williams (University of Kansas Medical Center)
already in place in the industry – safety inspections, pre-task planning
job hazard analysis, and safety week.6 Based on the lessons learned, Problem. Industry-wide adoption of TWH approaches offers a prom-
we developed a second program based within subcontractors called ising comprehensive strategy to address elevated health risks among
ARM for Subs. For both programs we partnered with industry stake nursing home workers. Yet, the degree to which the industry’s existing
holders to complete almost all stages of developing, implementing, programs, policies, and practices align with the Total Worker Health®
and evaluating the interventions. Our goal here in this abstract is to approach is unknown. In order to determine whether scarce resources
define and describe the role of the partnerships in our ARM for Subs should be allocated to implementing TWH, it is important to under-
research project from intervention development to the program eval- stand if this approach is associated with a reduction in occupational
uation. Procedures and Analyses. Intervention development and eval- injuries and/or with improvements in patient outcomes. The primary
uation consists of several phases of research where our partnership goal of the Enterprise Outcomes study is to promote the health and
with the industry played out in different roles. Before developing the safety of workers in the nursing home industry through understand-
intervention fully, we utilize formative research to understand the ing of TWH approaches in the industry. The central hypothesis of the
organizational structure, current practices, attitudes and beliefs within Enterprise Outcomes study is that nursing homes whose programs,
the organization. We completed key informative interviews with four policies, and practices align more closely with TWH as measured
sub-contracting companies. Once we developed an intervention design, by the Workplace Integrated Health Assessment1 will have better
we vet the program with both managers (safety, project execs, and fore- outcomes with respect to occupational injury and quality of patient care
man) and workers. For this project we vetted the program with three compared to worksites less aligned with TWH approaches. Procedures.
companies. Then we piloted the program with a single subcontractor The project combines three types of organizational level data: (1) survey
to work out the implementation logistics and finalize the design. We of Directors of Nursing in nursing homes in three states; (2) quality
are currently evaluating the program with three subcontractors needing of care from an administrative database housed at Harvard Medical
a total of 14. For this phase we have teamed up with the Association School; and (3) facility level data on occupational injury rates, which
of Subcontractors of Massachusetts to recruit these 14 subcontrac- will come directly from state workers compensation boards. To obtain
tor companies. Data collection during the most of these phases were the necessary data for the study, extensive partnerships were sought
primarily qualitative, which included research staff process tracking among several states (MA, NY, OH, CA, and OR). Potential partners
notes collected during intervention activities as well as key informant included nursing home professional associations and State Worker’s
interviews with company managers and focus groups with workers. We Compensation Boards. The goal was to have nursing home associa-
used standard analytic methods for thematic content analysis of quali- tions inform their members of the survey with letters of support or to
tative data that are collected in the form of texts.7 Results. Throughout send out the survey to increase salience for respondents. Facility level
the formative research phases of the projects our industrial stake- data on injuries were needed from the State Worker’s Compensation
holders described a need for the work we were proposing to do. They Boards. Ideally, there would be functioning partnerships of both types
shared our need to help create change within their organizations. As in each state. Crucially though, we could not do the research without
a result, they shared how they as an organization currently work, how the Worker’s Compensation data on injuries, making their partici-
they create teams and how crews work together. They provided us with pation a binding constraint. For the state worker’s compensation
organizational structures in order to understand how they work and boards, state practice regarding data access and our assessment of
how they are structured. During the piloting of the intervention with data quality drove the relationship process. Several methods were
the single subcontracting company our process tracking revealed that used to build partnerships with nursing home associations. These
the company saw value in what we were doing. “In our collaboration included both email and phone contact, with and without preexisting
we gained a better understanding of what we do well and what needs relationships and referrals from colleagues. Results. The level of iden-
improvement.” “[the program achieved measured improvement and tifiers for the nursing homes was the major determinant of whether
increased morale.” Currently in our recruitment of the 14 companies, relationships with state worker’s compensation boards could move
we are hearing the interest in partnering with us has come from our forward (all states). However, institutional changes, such as in person-
previous success in helping companies meet their needs. Practical nel and management structure were also important. In some states
Implications and Conclusions. The success of many safety and health the attempted methods worked to build relationships with nursing
interventions appreciates when the intervention’s goals and objectives homes associations, resulting in successful collaborations, while in
match those of the partnering organization so that those receiving the others they were insufficient to induce participation. In all states, polit-
intervention and are engaged in the activities see a value added for ical and policy concerns were important to partner organizations. The
their participation. Developing an intervention in partnership with the perceived heightened scrutiny surrounding nursing homes and pend-
key stakeholders through collaborative process has benefits for the ing legislation were insurmountable barriers in some states. There
intervention design in achieving this goal. In addition aligning activities was also a great degree of concern for the workload of the directors
with current work practices also allow for the intervention to adapt to of nursing—our intended respondents. There was also concern about
and adopted by the partners.8,9 Overall, both parties involved in the the level of shared value for the individual nursing homes as the survey
research, the academic research staff and the industrial partners simply did not itself address patient care—a primary motivator2. Additionally,
209 WORK, STRESS AND HEALTH
F R I D AY
management and other changes within organizations made build- about the relationships we built across Partners for all aspects of the
ing relationships difficult as personnel, goals, and priorities changed study in order to create and sustain the database, with a focus on how
between grant submission and project period. In working with nursing that process could be translated to other employer-researcher partner-
homes associations, the value of the information, training opportunities, ships. Third, we will provide a brief synopsis of scientific insights that
and building networks for future collaboration were all central bene- demonstrate how BHWHS advances both the public health enterprise
fits for the associations. Pervious exposure to research seemed to be and Partners’ concerns about the health of its workforce. For example,
an important factor in the decision-making process for the potential Partners is concerned about burnout, employee mental health, bullying,
partner organizations. Despite a lengthy process to build relationships, and health disparities within its workforce; these, not coincidentally, are
the partnerships took different forms in each state, with only one state important public health issues and concern employers beyond Partners.
having both types. Practical implications. Establishing shared value for We have addressed these issues in a series of empirical studies that
nursing home workers in general was a key part of the original research we will briefly present (2-5). Practical Implications and Conclusions
proposal. Outcomes, such as injury and patient safety were to be eval- The BHWHS partnership and database—and the research and prac-
uated along with testing the Workplace Integrated Health Assessment tice insights that have emerged from them—can serve as a model for
measure developed by the Center for Work, Health, and Well-being. other occupational health practitioners about methods for harnessing
However, the value to the nursing home associations was more diffi- administrative data and translating it into a robust dataset that serves
cult to establish and was balanced by the perceived reputational risks the needs of both the scientific community and the employer.
inherent in organizational research.
Discussant: Glorian Sorensen
The mutual benefits of data-sharing for employers and academic
researchers: Boston Hospital Workers
Erika Sabbath (Boston College)
Statement of the Problem: Data is the backbone of public health
research. Epidemiologists are experts at data analysis, but they often
struggle to find data sources that are high-quality, relevant to their
research questions, and efficient to collect and analyze. Conversely,
many employers are awash in data that they collect in the course of
their everyday operations, but they lack the capacity or skills to turn
that raw data into meaningful insights about their organization or its
employees. The Boston Hospital Workers Health Study (BHWHS) (1)
exists at the intersection of these two realities. Through an academ-
ic-employer partnership between the Harvard Center for Work, Health,
and Well-being (a Total Worker Health Center of Excellence) and
Partners HealthCare, a major health system in Massachusetts, we
have found novel ways to harness the administrative data that Partners
collects in its daily operation. In this presentation, we will discuss how
we turn those data into studies that are relevant both for public health
research and practice, and for Partners’ own interests. Procedures and
Analyses BHWHS consists of approximately 15,000 workers to date
(growing by about 1,000 people per year) and involves an integrated,
longitudinal, administrative database linked with self-report surveys.
The sampling frame consists of all patient care services workers at two
of Partners’ largest hospitals. Types of administrative data include:
occupational injury and workers’ compensation; health plan spend-
ing and utilization; employee workload and productivity; payroll and
scheduling; workplace policies and practices at both unit and hospital
levels; and, in the upcoming phase, patient outcomes data. We also
conduct periodic surveys of a subset of workers to ask questions about
both the work environment health outcomes and risk factors. All data
can be merged at the individual worker level and all worker data can
be aggregated at the workgroup level. Results This presentation will
have three parts. First, we will discuss how the two groups have gone
about negotiating data-sharing, joint agenda-setting, and partnership
throughout the research process. We will discuss practical strategies
for building the researcher-employer relationships and data manage-
ment capacities to construct, administer, and maintain a project like
BHWHS, including lessons learned, the structure of the team, and strat-
egies for communication. Second, we will present the structure and
function of BHWHS and discuss the rationale for the setup. We will talk
210 WORK, STRESS AND HEALTH
F R I D AY
2:30–3:45 p.m.
Concurrent Sessions 7
Independence Ballroom A 5-item School Stressor scale by selecting items from Schonfeld’s (2001)
lengthy Episodic Stressor Scale. We also created an abridged School
Stress and Teachers Support scale by selecting 4 items from two scales from Schonfeld’s
(2001) Colleague and Supervisor Support Scales. All scales had satis-
PAPER SESSION
factory alpha coefficients (> .70).
To check for biases, we compared the members of the final teacher
One-Year Longitudinal Study of Teacher Stress
sample to all the other teachers. The gender composition was simi-
Irvin Schonfeld (City University of New York) lar (final sample 80% women vs. 78% for the others). On almost
all the other relevant Time 1 factors, we found no mean significant
There is evidence that the working conditions to which teachers
differences: age (42.6, final sample v. 43.4, the other teachers), years
are exposed affect mental health and morale (Schonfeld, Bianchi,
teaching (13.79 v. 13.54), CES-D (2.42 v. 2.33), PHQ-9 (9.78 v. 9.84),
& Luehring-Jones, 2017), which we otherwise call strain. There are,
GAD-7 (8.33 v. 8.37), School Stressor scale (1.30 v. 1.35), and Support
however, a number of limitations to that evidence.
(1.86 v. 1.93). There was a significant difference on one Time 1 variable,
First, cross-sectional studies dominate the research literature on
Turnover Intentions (2.01 v. 2.35). The non-participants were more
teacher stress (Schonfeld et al., 2017). Problematically, such studies
likely to desire to leave their current position (Cohen’s d = 0.24).
cannot establish the direction of causal effects.
In regression analyses, we regressed each Time 2 DV (CES-D,
Second, a number of studies have been undermined by the “circu-
PHQ-9, GAD-7, and Turnover Intentions) on its Time 1 version. Then
larity trap,” a methodological artifact resulting from content overlap in
in a second step we entered three factors, School Stressors, School
the measures of the independent variables (IVs) and the dependent
Support, and, for control purposes, the number of stressful life events
variables (DVs) of interest. Such a problem has been noticed in the
that occurred outside of work. School Stressors predicted Time 1 - Time
field of burnout research. For example, the Maslach Burnout inventory
2 increases in CESD, GAD-7, and Turnover Intentions but not PHQ-9.
(MBI), a popular DV in research on the impact of job stress, employs
Time 1 Support was marginally (p < .07) related to a reduction in PHQ-9
items such as “I feel emotional drained by my work,” creating construct
symptoms from Time 1 to Time 2. The findings suggest that, compared
overlap (Cole, Walter, Bedeian, & O”Boyle, 2012) with many measures
to support, work-related stressors exert a greater influence on changes
of job stress such as the workplace-stressor IV, and boosting the IV-DV
in strain. Our study is consistent with prior studies suggesting that
correlation artificially (Kasl, 1978, 1987).
work stress plays an important role in the development of anxiety and
Third, although longitudinal research provides better leverage for
depressive symptoms.
assessing causal relationships, even longitudinal studies have short-
comings. For example, in one longitudinal study (Burke & Greenglass,
Burnout or Depression: A Study of Austrian Teachers
1995) in which burnout at year 2 were regressed on working conditions
at year 1, year-1 burnout was not controlled. It is critical that the base- Silke Vrouletis (Virginia Tech University)
line version of the DV be controlled because such a design “explicitly
The concept of burnout is well known in occupational health psychology
[estimates] the change in the outcome” (Kelloway & Francis, 2013, p.
but has not found sufficient standing to be included as a diagnosis in
376-377). Interestingly, the number of well controlled longitudinal stud-
either the DSM-5 or the ICD-10. One problem with the burnout concept
ies of teacher stress that examine the impact of baseline stressors on
is that there is no common definition despite burnout being widely used
later strain is relatively sparse (Schonfeld, et al., 2017).
in the research literature. The most commonly used definition comes
We conducted a one-year longitudinal study to further document
from Maslach, Leitner, and Jackson (2016), who defined burnout as
the impact of workplace stressors on strain (e.g., mental health and
a job-induced syndrome that combines emotional exhaustion (also
morale) in teachers. As part of a cross-sectional psychometric study
called Exhaustion), depersonalization (also called cynicism), and a
of 734 teachers (Schonfeld, Verkuilen, & Bianchi, 2019), we asked the
reduced sense of personal accomplishment (also called professional
teachers to send us their email addresses if they would like to partic-
efficacy). There is, however, some agreement that exhaustion is the
ipate in a follow-up one year later: 324 teachers (44%) gave us their
only consensual dimension of burnout (Kristensen, Borritz, Villadsen,
email addresses. When we reached out to the teachers who had given
& Christensen, 2005; Shirom & Melamed, 2006).
us their email addresses, 159 of the 324 (49%) responded. A total of
Burnout scales tend to have good convergent validity (Demerouti,
134 of the 159 (84%) were teaching in the same schools in which they
Bakker, Vardakou, & Kantas, 2003; Halbesleben & Demerouti, 2005;
taught the year before. The remaining 25 teachers retired, took time off,
Shirom & Melamed, 2006). However, burnout measures have still
or changed schools. The study we describe here is limited to the 134
been found to have problematic construct validity. This is because
teachers who were present at Times 1 and 2 and who taught in the same
the discriminant validity of the exhaustion component of burnout,
school, and presumably continued to have similar stressor exposures.
burnout’s consensual core, correlates highly with depressive symp-
At Times 1 and 2 we assessed depressive symptoms with two differ-
tom scales (Ahola, Hakanen, Perhoniemia, & Mutanen, 2014; Bianchi,
ent scales, the 10-item version of the CES-D (Cole, Rabin, Smith, &
Schonfeld, & Laurent, 2014, 2015; Schonfeld & Bianchi, 2016; Schonfeld,
Kaufman, 2004) and the PHQ-9 (Kroenke and Spitzer, 2002), anxiety
Verkuilen, & Bianchi, 2017; Wurm et al., 2016). These findings indicate
with the 7-item Generalized Anxiety Disorder scale (GAD-7; Spitzer,
that scores on burnout scales correlate about as highly with depression
Kroenke, Williams, & Löwe, 2006), and turnover intentions with a
scales as they correlate with other burnout scales. The findings thus
3-item scale (Leiter, Laschinger, Day, & Oore, 2011). We created a
211 WORK, STRESS AND HEALTH
F R I D AY
suggest that the exhaustion component of burnout scales measure Jessica Streit (NIOSH)
what depression scales measure. Background. Growing evidence suggests teaching is one of the most
Additional research has shown that burnout and depression have stressful occupations in the United States. According to a 2012 survey
similar nomological networks (Bianchi, Schonfeld & Laurent, 2018; conducted by a major insurance company, 51% of K-12 public school
Bianchi & Schonfeld, 2016; Schonfeld & Bianchi, 2016). For example, teachers are almost always under a great deal of stress (MetLife, 2012).
unresolvable job stress plays a role in both burnout and depression More recently, two quality of work life surveys conducted by a large
(Schonfeld & Chang, 2017). Further burnout is associated with anxi- labor union found 61% to 73% of educators report their jobs as often
ety (Bianchi et al., 2014; Rössler, Hengartner, Ajdacic-Gross, & Angst, or always stressful (AFT & BAT, 2015; 2017).
2015; Schonfeld & Bianchi, 2016). Due to the close relation between Teacher stress is a noteworthy public health problem because it
depression and anxiety symptoms, research in psychopathology has can negatively affect multiple levels within a school system. For teach-
suggested that they are part of the same dimension of psychopathology ers, stress can lead to poor physical, mental, and emotional health;
(Caspi et al., 2014; Kotov et al., 2017). To further examine the relation- increased work-life conflict; and decreased job satisfaction (AFT &
ship between burnout and depression, we conducted a study of the BAT, 2015; AFT & BAT, 2017; Klassen & Chiu, 2010; Shernoff et al., 2011;
abovementioned factors in a sample of Austrian school teachers. To Steinhardt et al., 2011). For students, teacher stress has been associated
our knowledge, there has been no published research on burnout-de- with decrements in conduct (increased misbehavior frequency and
pression in such a sample. intensity) and performance (decreased academic achievement and
We recruited a convenience sample of 300 Austrian teachers who motivation to learn; Jennings & Greenberg, 2009; Osher et al., 2007).
would completed burnout, depression, and anxiety scales. This study For schools and districts, stress-driven teacher turnover contributes
was intended to be a pilot study for a similar, but much larger study to to staff instability and operational challenges (Ryan et al., 2017; Sass
be conducted in Germany. We examined the scales’ intercorrelations et al., 2017).
and looked for parallels in the scales’ nomological networks. We used To date, the majority of published teacher stress research has
the German version of every scale. To broaden our understanding of focused on experienced classroom instructors. Consequently, there
burnout beyond the well-known Maslach Burnout Inventory, we used are significant gaps in our understanding of stress trends throughout
the Oldenburg Burnout Inventory (OLBI) (Demerouti, Bakker, Vardakou, the entire career lifecycle for teaching. In response, the current study
& Kantas, 2003). We used two different depression measures, the investigates work-related stress at the preservice stage of teaching. By
9-item depression module of the Patient Health Questionnaire (PHQ-9; definition, preservice teachers are college students who are complet-
Löwe & Spitzer, 2002) and the 10-item version of the CES-D (CESD-10; ing a school-based field experience as a means for gaining hands-on
Cole, Rabin, Smith, & Kaufmann, 2004; Hautzinger & Bailer, 1993). We training in classroom management and instruction (Virginia Wesleyan
further used the 7-item Generalized Anxiety Disorder scale (GAD-7; University, 2017).
Spitzer, Kroenke, Williams, & Löwe, 2006; Löwe et al., 2008). METHOD. Participants. The National Center for Education Statistics
Maslach and Leiter (2016) suggested that one of the reasons why Integrated Postsecondary Education Data System (NCES IPEDS) was
burnout and depression scales may correlate highly is that there is used to identify K-12 teacher training programs at four-year public
some item-level content overlap in the two types of scales. To avoid colleges and universities across the United States (n = 400). To comply
this problem, we excluded two depression items that pertained to with the Family Educational Rights and Privacy Act (FERPA), University
fatigue from the PHQ (sleep problems and fatigue), and one item from of Cincinnati (UC) researchers sent study advertisements to field-
the CES-D (everything is an effort). Even though these adjustments work placement personnel at each program. Administrators from 39
were made the correlations between the Exhaustion subscale and the programs responded and helped recruit a convenience sample of 298
content-controlled depression scales (r = .63 and .58) were higher than preservice teachers to participate in an online survey study.
the correlation between the Exhaustion and Disengagement subscales Procedures. UC researchers collected preservice teacher responses
(r = .53). If burnout were truly a syndrome, then one would expect via Qualtrics from March to May 2018. This presentation reports find-
exhaustion and disengagement to be more highly related than exhaus- ings from a secondary analysis of the survey data. Variables of inter-
tion and depressive symptoms. In addition, exhaustion and anxiety est for the current investigation include stress, burnout, work-family
were also more highly correlated (r = .60) than exhaustion and disen- interference, self-rated health, career commitment, and future career
gagement. Nomological network findings indicated that exhaustion, plans. All health-related items were adapted from the NIOSH Quality
depressive symptoms, and anxiety are similarly related to school stress- of Work Life survey, and career-related items were either adapted from
ors, colleague/supervisor support, and turnover intentions. Further the Utrecht Work Engagement Scale (Schaufeli et al, 2002) or created
light on burnout- depression redundancy has been shed by the DSM-5, by the researcher team.
which indicates that in depression “often insomnia or fatigue is the PRELIMINARY RESULTS. By the end of their Spring 2018 fieldwork,
presenting complaint” (2013, p. 162). preservice teachers reported stress levels (M = 3.50, SD = .76) that
These research findings suggest that burnout scales are interlaced significantly exceeded the current national worker average (M = 3.09,
with items that reflect depressive symptoms; burnout might therefore SD = 1.04), t(276) = 9.02, p < .001, two-tailed. Almost half of preser-
not be categorized as an independent syndrome (Bianchi, Schonfeld, vice teachers (n= 127) found teaching to be often or always stressful,
& Laurent, 2017). Exhaustion items from burnout scales, like items on and 69% (n = 191) often or always felt used up by the end of a school
depression and anxiety scales more likely reflect psychological distress day. Teaching interfered with family or personal life responsibilities for
(Caspi et al., 2014; Dohrenwend, Shrout, Egri, & Mendelsohn, 1980). 83% (n = 228) of preservice teachers and made it difficult for 75% (n
= 207) to complete their other schoolwork.
“Unsure but optimistic”: Preservice teacher stress, health, and When asked about their professional plans, 60% of preservice
career plans post-fieldwork teachers (n = 155) said they intended to pursue a teaching career (i.e.,
to teach until they are retirement eligible). In contrast, 4% (n = 11) said
212 WORK, STRESS AND HEALTH
F R I D AY
they initially wanted to become teachers but now planned to pursue representative of the labor market (Michel, O’Neill, Hartman, & Lorys,
alternative careers. The remaining preservice teachers were noncom- 2018).
mittal: 18% (n = 45) said they will probably switch careers after teach- We used a pre-qualification screening survey to limit our sample
ing for 5 to 10 years, and 16% (n = 42) said they intend to try teaching to participants exposed to at least some physical hazards at work.
for one year before making any long-term career plans. Participants used a 5-point scale to indicate frequency (1 = “Never” to
Additional analyses are currently underway. These include between- 5 = “Most days”) that they had experienced 21 physical hazards at work
group comparisons (within the preservice teacher sample data and over the last three months. We then summed the item scores to create
against national estimates) and predictive modeling for preservice an overall hazard score. Participants who worked 30 hour or more
teacher health and career outcomes. Results of these analyses will be week, reported to a direct supervisor, and had an overall hazard score
available for presentation at the conference. of 33 or higher were retained for the present study. Of 1,366 partici-
CONCLUSIONS. This study adds to the school health literature pants, 770 participants completed the survey at Time 1 and passed all
by investigating work stress and stress-related outcomes in preser- four attention checks. Of these, 410 participants completed a second
vice teachers. Preliminary results provide evidence that the onset of survey and passed four attention checks again. The average age of the
teacher stress occurs early in the career lifecycle. When compared to sample was 37.1 years old and their average organizational tenure was
findings from longitudinal studies conducted by the National Center for 6.7 years. Participants came from a wide range of industries included
Education Statistics (Alt et al., 2007; Gray et al., 2015), the preliminary healthcare, mining, manufacturing, and construction.
results of the current study also suggest U.S. teacher retention rates We measured Supportive Safety Leadership with 11 items (alpha =
have not improved in the past 25 years. The conclusions shared in this .95) from Foundations for Safety Leadership measure by the Center for
presentation have utility for the design, implementation, and evaluation Construction Research and Training (cwpr.com). These items reflected
of stress prevention and career retention interventions for teachers. safety-specific content related to leading by example, engaging team
members, and recognizing team members. We measured supportive
stress leadership with 11 parallel items (alpha = .96). We measured
destructive leadership with six items (alpha = .93) developed for
Independence Ballroom CD
this study based on pre-study focus groups with employees from a
Strategies to Improve Workers’ Perceptions and construction company concerning leader behaviors that negatively
influence their health at work. We measured safety climate with 12
Performance on the Job items (alpha = .94) from Lee et al. (2014) that captured employees’
PAPER SESSION perceptions of the extent to which their supervisor and organization
prioritized safety. We measured stress climate with 12 parallel items
Let’s talk about it: What factors influence workers’ willingness to (alpha = .94) focusing on health/well-being concerns. We measured
report physical and psychosocial hazards? safety knowledge (3 items, alpha = .90) and safety motivation (4 items,
alpha = .92) with items from Neal et al. (2000) and developed paral-
Robert Sinclair (Clemson University) lel items of stress knowledge (alpha = .88) and motivation (alpha =
Employees are well-positioned to identify and report hazards, but .90). Finally, we developed a measure of willingness to report 21 safety
may be hesitant to do so; as many as 81% of physical safety incidents hazards (alpha = .93) and 30 psychosocial hazards (alpha = .96).
go unreported (Probst et al., 2008). Underreporting of psychosocial Results. Table 1 shows the cross sectional regression results predict-
hazards is not well understood and systems for reporting psychosocial ing willingness to report physical hazards with all measures from Time
hazards are not well established. In light of these concerns, our research 1 (total R2 = .22). Employees who were more willing to report physical
investigated antecedents of employees’ willingness to report physical hazards also had more supportive leaders, perceived a more favorable
and psychosocial hazards. safety climate, and reported higher levels of safety knowledge. Table 2
We tested parallel models of physical and psychosocial hazard shows the prospective results, predicting the Time 2 outcome from the
reporting by (1) developing measures of physical/psychosocial hazard Time 1 measures (R2 = 16). Supportive leadership still predicted willing-
reporting (2) identifying antecedents of safety reporting behaviors, and ness to report hazards, but none of the other predictors were significant.
(3) developing parallel versions of those antecedents to predict will- Table 3 shows the cross sectional regression results predicting will-
ingness to report psychosocial hazards (i.e., stressors). The anteced- ingness to report psychosocial hazards (total R2 = .27). Stress climate
ents included climate perceptions, supportive leadership, destructive and stress knowledge were significant predictors. Table 4 shows the
leadership, knowledge, and motivation. We expected employees would prospective results in which, although the predictors explained less
be more likely to report physical hazards when they had more positive variance in willingness to report (R2 = .16), stress climate and stress
safety climate perceptions, more supportive and less destructive lead- reporting knowledge were once again significant predictors.
ers, higher levels of safety knowledge and stronger safety motivation. Discussion. Focusing on factors that influence employees’ will-
Similarly, we predicted that employees’ willingness to report psycho- ingness to report hazards, encourages a preventative perspective
social hazards would be stronger when they had stronger perceptions rather than focusing on problems that transpire when hazards are left
of stress climate, more supportive and less destructive leadership, and unchecked. Our research demonstrating the importance of support-
higher levels of stress knowledge and motivation. ive leadership, organizational climate, and employee knowledge as
Method. Participants were recruited through Amazon’s Mechanical predictors of willingness to report hazards. These findings suggest the
Turk (MTurk). MTurk has gained popularity as a platform for data importance of interventions targeting these factors.
collection (Sheehan & Pittman, 2016) in part because it offers an
ethnically and socioeconomically diverse pool of participants (Casler, Total Worker Health: strategies, climate, and employee motivation
Bickel, & Hackett, 2013). Labor characteristics of MTurk workers are
213 WORK, STRESS AND HEALTH
F R I D AY
Natalie Schwatka (CU Anschutz Medical Campus/University of increase in safety climate resulted in safety intrinsic motivation increas-
Denver) ing by 0.27 points on a five-point scale, 95% CI [0.21, 0.33]. The
Employee engagement is a critical component of how a business devel- magnitude of the coefficients was not practically different by type of
ops and implements Total Worker Health (TWH) strategies, includ- motivation. Safety strategies were not significantly related to safety
ing policies and programs. Safety and health climates (perceptions motivations as hypothesized (H2a). Additionally, the addition of the
of company commitment through consistency between espoused interaction term between safety climate and safety strategies was not
vs. enacted strategies) is also an important engagement factor. statistically significant (H3a).
Organizational resources, defined in the present study as both business Health motivation. We observed that health climate was related
safety/health strategies and safety/health climates, are fundamental to all three types of health motivation (H1b). For example, for every
to TWH. Through organizational resources, businesses aim to facili- one-point increase in health climate, health intrinsic motivation
tate the engagement that is necessary to produce desired outcomes increased by 0.26 points on a five-point scale, 95% CI [0.20, 0.31].
of better health, safety, and well-being. The magnitude of the coefficients was not practically different by type
Employee motivation is an indicator of engagement. Previous of motivation. Health strategies were not associated with health moti-
research indicates that safety/health strategies and climates are key vation as hypothesized (H2b). Additionally, the addition of the inter-
motivation factors. However, Gagne et al. argue that it is important to action term between health climate and health strategies was not
differentiate between autonomous and controlled types of motivations, statistically significant (H3b).
as opposed to total motivation, as each differentially impact perfor- Conclusions/practical implications. Our study indicates that safety/
mance and well-being. In the present study we evaluate three kinds of health climates are associated with multiple types of motivation to
motivation – intrinsic, identified regulation, and external motivation. participate in TWH strategies, which is consistent with safety climate
Understanding how TWH strategies and climate are related to research. However, strategies were not related to motivation indicat-
different types of motivations is novel. We assess how both health ing that what organizations are doing to engage employees are not
protection and health promotion constructs can contribute to a directly associated with how motivated employees are to participate.
stated need to better understand the benefits of a TWH approach. Future research should investigate the ways in which strategies are
Additionally, we assess multiple climates as well as the combined effect measured as well as the quality of strategies. Next steps could also
of strategies and climate on motivation. include an investigation of the interaction between health and safety
Methods. We measured safety (e.g., hazard control) and health (e.g., (e.g., do safety/health climates interact to influence safety/health
stress management program) strategies with the online Health Links™ motivations?). In practice, our findings suggest that businesses can
Healthy Workplace Assessment. An individual from the represented increase employee safety/health motivations through consistently
organization including executives, human resource professionals, communicating the importance of TWH to employees and ensuring
health and safety professionals, and other administrators completed TWH policies are used in practice.
the assessment. Employee data was collected through a health and
safety culture survey. This survey used Lee et al.’s safety climate Being Present in Enhancing Safety: Examining the Effects of
measure, Zweber et al.’s health climate measure, and an adapted Workplace Mindfulness, Safety Behaviors, and Safety Climate on
Conchie et al.’s safety motivations measure that assessed the three Safety Outcomes
kinds of safety motivations and the three kinds of health motivations.
Candice Thomas (Saint Louis University)
We used linear mixed models with a random intercept for orga-
nization to test the hypothesized relationships between strategies, The significant health and financial implications of safety (e.g., ILO,
climates, and motivations. Our outcome variables were the three 2015) necessitate that the trait predictors of accidents and injuries
safety motivations and the three health motivations. We first eval- and the influence of person-situation interactions on safety be exam-
uated the associations between safety climate and the three safety ined. We therefore focus on trait mindfulness—a key target for trait
motivations independently (H1a) as well health climate and the three research due to the efficacy of interventions in improving mindful-
health motivations independently (H1b). Second, we evaluated the ness (e.g., Carmody et al., 2008; Chambers, Lo, & Allen, 2008)—as
associations between safety strategies and the three safety motivations a predictor of accidents and injuries and assess the mediating mech-
independently (H2a) as well as health strategies and the three health anism, safety performance, through which mindfulness is related to
motivations independently (H2b). Next, we evaluated the associations employee safety outcomes.
between both safety climate and safety strategies (H3a) and health Trait mindfulness refers to disposition-based differences in the
climate and health strategies (H3b) with each of the three safety and quality of consciousness and is defined as “a receptive attention to
three health motivations independently using multivariable models. and awareness of present events and experience” (Brown & Ryan,
To test the synergistic effect of climate and strategies, we included an 2003). Although trait mindfulness is related to safety (e.g, Dierynck
interaction term. We controlled for tenure, management role, organi- et al., 2017; Zhang & Wu, 2014), we have limited understanding of the
zational size, and industry. Due to the number of multiple comparisons, mechanisms and moderators underlying this relationship. To address
we set our significance level to 0.001. All data analyses were performed this gap, we examine the indirect relationship of trait mindfulness with
using SAS Software Version 9.4. injuries, through safety performance (compliance and participation),
Results. Our study sample represented 1,052 workers from 36 busi- and the role of group-level safety climate as a contextual moderator.
nesses. Half worked in the service industry (53%). Respondents were Hierarchically nested data (i.e., employees nested within teams
on average 40 years old, college educated (63%), non-Hispanic white with a supervisor) were collected, via surveys, from employees within a
(79%), female (64%), and 42% had supervisor duties. large petroleum distribution company in the U.S. 706 employees (84%
Safety motivation. We observed that safety climate was related to response rate), representing 142 work teams, responded. Each group
all three types of safety motivation (H1a). For example, every one-point had an average of 8.69 employees. The majority of the participant were
214 WORK, STRESS AND HEALTH
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male (85.1 %, SD = .36), average age was 44.89 years (SD = 10.69), and Thomas Britt (Clemson University)
average organizational tenure was 8.32 years (SD = 8.99). Introduction. Employees are often exposed to workplace stressors that
The following measures were collected: trait mindfulness (α = .90; have the potential to overwhelm their coping strategies and result in
Brown & Ryan, 2003), safety compliance (α = .93; adapted from Griffin stress-related problems (Cooper et al., 2001). In addition, employees
& Neal, 2000), safety participation (α = .87; adapted from Griffin & often experience workplace injuries that result from physical hazards
Neal, 2000), Safety climate (aggregated to the workgroup level; α = encountered in the workplace (Zohar, 2010). Reporting stress-related
.95; rwg = .95; Zohar & Luria, 2005), workplace injuries (α = .77; Kao problems and workplace injuries is one step toward employees receiv-
et al., 2016), and covariates (gender, age, organizational tenure, and ing help from supervisors and/or co-workers that addresses the respec-
education level). tive problem and taking action to decrease the probability of increased
The ICC for safety compliance was .09 (χ2 (133) = 210.36, p < psychological or physical distress. However, research has shown that
.001) and .16 (χ2 (133) = 263.38, p < .001) for participation: group employees are often hesitant to report psychological problems (Britt
membership explained an important proportion of variance in safety & McFadden, 2012) and workplace injuries (Zohar, 2010) that exist in
performance (James, 1982; Muthén, 1994). Therefore, hierarchical the workplace, in part because of the expected stigma associated with
linear modeling was used (Raudenbush & Bryk, 2002). Trait mindful- reporting these issues. However, little prior research has examined
ness was related to work injuries (γ = -.05, SE = .02, p < .01), safety how the stigma associated with reporting stress-related problems and
compliance (γ = .28, SE = .04, p < .001), and safety participation (γ = workplace injuries is related to indices of mental and physical health
.21, SE = .05, p < .001). over time. In the present study we predicted that the perceived stigma
The results also show that employees’ trait mindfulness had a nega- associated with reporting stress-related problems would be related
tive relationship with injuries that was partially explained by their safety to an increase in burnout over time, and the stigma associated with
compliance. Safety compliance was related to injuries (γ = -.04, SE = reporting workplace injuries would be related to an increase in level
.02, p = .02), but safety participation was not (γ = -.002, SE = .02, p = of physical discomfort over time. We also tested for the potential of
.92). After controlling for safety performance, the effect of trait mind- reverse causation.
fulness on workplace injuries became lower (γ = -.04, SE = .02, p = .01). Method. A total of 410 adults residing within the USA who worked
The bootstrapped (MacKinnon, Lockwood, & Williams, 2004; Preacher in hazardous work environments participated in the study at Time 1 and
& Hayes, 2008) unstandardized indirect effect of -.02 through safety Time 2, six weeks apart. On average, participants were 37.08 years of
compliance was significant (95% CI [-.027, -.008]). age (SD = 11.53). All participants were employed for 30 hours or more
Results support cross-level interaction effects on safety compli- per week in various different industries, including healthcare, mining,
ance (γ = .29, SE = .12, p = .02) and on safety participation (γ = .27, SE manufacturing, and construction, among others. All participants in the
= .13, p = .04). The relationships between trait mindfulness and safety current study indicated that they worked in hazardous work environ-
compliance and safety participation were stronger when safety climate ments. Participants were recruited through Amazon’s Mechanical Turk
was high (t = 5.75, p < .001; t = 4.12, p < .001), compared to when (MTurk). Over the last decade, MTurk has gained popularity as a plat-
safety climate was low (t = 2.84, p = .010; t = 1.57, p =.12). Contrary to form for data collection among social scientists (Sheehan & Pittman,
a moderated mediation model (Bauer et al., 2006) neither the indirect 2016). MTurk offers access to an ethnically and socioeconomically
effects of trait mindfulness on workplace injuries via safety compliance diverse pool of participants (Casler, Bickel, & Hackett, 2013), which
nor participation were significant at high or low levels of safety climate. may be otherwise difficult to obtain. Employees completed measures
Our results support mindfulness as an individual difference that assessing the stigma of reporting stress-related problems and work-
employees can utilize to improve safety (i.e., performance & injuries). place injuries, which were recently created based on an analysis of the
Trait mindfulness was directly associated with injuries, safety compli- work stress, workplace safety, and stigma literatures (Britt et al., 2016;
ance, and safety participation and was indirectly related to injuries Zohar, 2010) and were responded to on a 1-5 point scale (Strongly
through safety compliance. The direct effects of trait mindfulness on Disagree to Strongly Agree). A sample item for the stigma of report-
safety compliance and safety participation were found to be moder- ing stress-related problems is “My supervisor would treat me differ-
ated by safety climate such that the most safety performance occurred ently if I reported a concern that I was experiencing too much stress.”
when employees had high trait mindfulness and were embedded within The Time 1 Alpha was .96. A sample item for the stigma of reporting
teams with high safety climate. workplace injuries is “If I got hurt on the job I would be concerned
Building on prior research (e.g., Zhang & Wu, 2014), we show about being treated negatively by my supervisor.” The Time 1 Alpha
that trait mindfulness not only supports positive safety performance, was .96. Burnout was assessed using the Shirom-Melamed measure
but that these behaviors ultimately impact safety related injuries. (Shirom & Melamed, 2006) that assesses physical fatigue, cognitive
Practically, our findings highlight the importance of trait mindfulness weariness, and emotional exhaustion (Time 1 Alpha =.95). Physical
in safety. Trait mindfulness can be improved through training (Carmody Discomfort was assessed through a 9-item musculoskeletal symp-
et al., 2008; Chambers et al., 2008). Given the high costs associ- toms scale created by Kuorinka et al., (1987). Employees were asked
ated with safety incidents (e.g. ILO, 2015), developing mindfulness in how often they experienced discomfort in different parts of their body
conjunction with safety climate initiatives may be a way for employees (e.g. neck, shoulders, knees) as a function of work on a 5-point scale (<
and employers to support safety performance and a decreased likeli- once per month to several times per day; Time 1 Alpha = .89). Finally,
hood of accidents/injuries. participants completed a 12-item version of the Marlowe-Crown social
desirability scale (Reynolds, 1982) as a control variable.
The Stigma of Reporting Stress-related Problems and Workplace Results. Table 1 presents the results for the stigma of reporting
Injuries as Predictors of Changes in Burnout and Physical stress-related problems and burnout. As seen in the top portion of
Discomfort
the Table, the stigma of reporting stress-related problems at Time
1 predicted an increase in burnout at Time 2. However, as seen in
215 WORK, STRESS AND HEALTH
F R I D AY
the bottom portion of the Table, burnout at Time 1 also predicted an (7), social capital (2), job/employment conditions (4) symptoms (5
increase in the stigma of reporting stress-related problems at Time scales and one general health question), and 6 questions about offen-
2. The same pattern emerged for the stigma of reporting workplace sive behaviours encountered in the workplace in the past year. These
injuries. As seen in Table 2, the stigma of reporting workplace injuries average scores will also be stratified by selected demographic factors
at Time 1 predicted an increase in physical discomfort at Time 2, but (age, gender identity, occupational category, language, and economic
physical discomfort at Time 1 also predicted an increase in the stigma of sector). The results will also allow a second evaluation of some of the
reporting workplace injuries at Time 2. The results were obtained after psychometric properties of both the English and French versions of the
controlling for the tendency for employees to present themselves in a COPSOQ III instrument. The results will also used as reference data as
socially desirable manner and suggest support for both the theoretical a comparison for individual workplace surveys.
causal direction and the reverse causal direction. Results. The current survey will be completed by April 2019.
Conclusions. The results of the present study suggest that in a Average scores will be computed for the various COPSOQ III scales
sample of employees working in hazardous environments, reciprocal and weighted against the StatsCan Labour Force Survey demographics.
relationships emerged between the stigma of reporting stress-related The comparison with the 2016 results will indicate whether a change
problems and workplace injuries and the outcomes of burnout and in average scores can be discerned. The sample size (target n=4000)
physical discomfort, respectively. These results indicate the impor- should have the power to detect a statistically significant change of 5
tance of further examining the stigma of reporting stress-related prob- to 10 points on a score ranging from 0 to 100. Psychometric evaluations
lems and workplace injuries and investigating the effectiveness of of the scales will provide further evidence for the validity and reliability
interventions to reduce stigma and encourage the reporting of prob- of the instrument in the Canadian working population.
lems encountered as a function of physical and psychosocial hazards Practical implications. The comparison of the current survey results
experienced at work. with the previous will indicate changes in the psychosocial conditions
in Canadian workplaces. Since 2016 significant developments includ-
ing new legislation strengthening workplace violence and harassment
policies, the compensation of chronic workplace stress conditions, high
Salon 3 & 4
profile workplace sexual harassment cases; it will be interesting to see
Psychosocial Factors and Health: Surveys of if these societal level developments are reflected in anyway in changes
in workplace psychosocial conditions. Specifically, the data should
Working Conditions and Training Opportunities also allow for targeting interventions for the unique issues in specific
PAPER SESSION economic sectors. The results may also help policy makers in their eval-
uations of recent legislative changes and plans for future changes. The
A Repeat Cross-Canada Survey of Workplace Psychosocial average scores, weighted to the Canada Labour Force Survey, will also
Conditions update the reference data used for comparison purposes in individual
workplace psychosocial risk assessments.
John Oudyk (Occupational Health Clinics for Ontario Workers Inc.) Conclusions. The 2019 repeat of the cross-Canada COPSOQ III
Statement of the Problem: Recent Canadian workplace legislative workplace psychosocial survey will allow comparisons to evaluate
developments have recognized various workplace psychosocial whether psychosocial conditions in Canadian workplace have changed
hazards such as violence and harassment. Workers’ compensation since 2016. This may provide some evidence as to whether changes in
systems have also begun to recognize work-related chronic workplace legislation and societal norms have influenced behaviours and work-
stress-related health conditions. Representative population surveys ers’ experience of workplace psychosocial conditions. At the economic
are needed to understand the scope and breadth of workplace psycho- sector level, the data will allow the targeting of specific issues unique to
social hazards in order to target prevention efforts and resources and those sectors. This survey is an important barometer of psychosocial
evaluate past interventions. While a previous survey was conducted conditions in Canadian workplaces.
in 2016, a repeat survey planned for February-March 2019 will help to
determine whether psychosocial conditions are changing in Canadian NEW DEVELOPMENTS AND TRENDS IN PSYCHOSOCIAL RISK
workplaces. MANAGEMENT IN EUROPE: EVIDENCE FROM THE ESENER-3
Procedures. The original 2016 survey was conducted by a polling SURVEY
company which maintains a probability based, mix-mode, full-coverage Xabier Irastorza (European Agency for Safety and Health at Work)
panel of Canadians (over 70,000 recruited). The 2019 survey will be
In the European Union (EU), the approach taken to deal with psycho-
a repeat of the survey in the same population panel. Inclusion criteria
social risks at work is based on preventive risk management, stem-
will be any working Canadian in a workplace with more than 5 work-
ming from the EU Framework Directive (89/391). According to the
ers. Results of the survey will be weighted to the most recent Statistics
Directive, European employers are obliged to assess and then elimi-
Canada (StatsCan) monthly Labour Force Survey, based on the demo-
nate or reduce any risk to workers safety and health. The awareness
graphic factors of age, sex and geographical region. The survey is based
concerning the necessity to manage psychosocial risks as part of this
on the Copenhagen Psychosocial Questionnaire (COPSOQ III – Burr et
obligation, although still relatively low, has increased over the last
al. (2018)). The 2016 results were used to evaluate the psychometric
decade. Several countries (including Italy, Sweden and Belgium) have
properties of the English and Canadian French versions of the COPSOQ
modified their OSH legislation, making the management of psycho-
III, which were found to be acceptable for use in Canadian workplaces.
social risks explicitly an immanent part of occupational safety and
Analyses. The analysis will include a comparison of the current
health (OSH). The Communication of the European Commission (EC)
with the previous average scores for the COPSOQ III scales covering
on the Modernisation of EU occupational safety and health legislation
work demands (3 scales), work organization (4), work relationships
216 WORK, STRESS AND HEALTH
F R I D AY
identifies psychosocial risks and the need to protect workers mental the contextual developments observed between 2014 and 2019, includ-
health among the most important OSH priorities (EC, 2017). The ing the 2-year European Campaign ´Manage Stress´ (2014-15), the EU
importance of psychosocial issues at work is further highlighted in and national key policy documents and initiatives by the social part-
the European Pillar of Social Rights (EC, 2017). ners. The analysis will look at how workplaces can be further supported
The European Survey of Enterprises on New and Emerging Risks by the policy makers, social partners and practitioners to assure an
(ESENER) was launched by EU-OSHA in 2009 to provide a compar- adequate protection of workers and sustainability of businesses while
ative picture of how psychosocial risks are managed across Europe, facing current and future challenges.
identify gaps and needs for support. The data is collected through
computer-assisted telephone interviews (CATI) and covers public and Academic resources in Occupational Health Psychology: A three-
private establishments of different sizes (including micro, small and year international survey
large enterprises) and sectors in more than 30 European countries. The
Philip Moberg (University of Northern Kentucky)
survey (ESENER 2 and 3) asks those ‘who know best’ about safety and
health in establishments about the way OSH risks are managed in their Purpose. As the field of Occupational Health Psychology has evolved
workplace, with a special focus on psychosocial risks. progressively over the past four decades, formalized opportunities to
The first survey carried out in 2009 showed that a significant share pursue academic training in OHP have emerged. The purpose of the
of European managers (79%) are concerned about stress at work, present project was to gain a better understanding of the prevalence
nevertheless only around 30% establishments had procedures in place and nature of these training opportunities.
to deal stress, violence or harassment. The level of psychosocial risk In 2015, with the assistance of the Society for Occupational Health
management varied greatly depending on the country, sector and Psychology (SOHP), the European Academy of Occupational Health
establishment size. Some methodological weaknesses were also iden- Psychology (EAOHP), and the American Psychological Association
tified and used to inform the second wave of the survey. (APA), we administered an initial survey to respective members of
ESENER-2 was carried out in 2014 and while the modifications to these organizations; Work, Stress, and Health conference attendees;
the questionnaire limited the comparability of the results, it showed a and OHP listserv participants that collectively identified 81 interna-
fairy similar picture of psychosocial risk management across Europe. tional sources of academic training in OHP. From these preliminary
77% of establishments in the EU identified at least one psychosocial responses, we developed a second, more comprehensive explor-
risk factor as being present in their workplace, however, significantly atory survey designed to elicit detailed information that more fully
fewer reported having in place measures to deal with those risks. An described these training opportunities. The present paper highlights
action plan to deal with work-related stress was reported in just around findings of this three-year study and characterizes the contemporary
30% of establishments. In the Northern European countries, large status and prevalence of international academic training programs in
enterprises and sectors such as education and health care, a higher Occupational Health Psychology.
level of implemented measures to deal with psychosocial risks was Method. We employed a multi-stage strategy to design and imple-
reported. Nevertheless, some shifts in terms of particular aspects of ment these surveys. In year one, we developed and piloted a 10-item
psychosocial risk management were also observed. In Italy, the share digital survey with SOHP board members to invite comment and exam-
of establishments that reported having in place a procedure (called ‘an ine instrument logic, flow, and software functionality. In response to
action plan’ in ESENER-2) to deal with work-related stress increased board feedback, we revised and reduced the survey to three items,
from 20% in 2009 to 49% in 2014, which, while bearing in mind that and distributed to members of SOHP and EAOHP, along with prior
there could be different factors contributing to this increase, can argu- APA / NIOSH Work, Stress, and Health conference attendees, and
ably be linked to the legislative changes in this country. OHP listserve participants. We posed three questions (1) “Have you
The secondary analyses of the ESENER-2 data (EU-OSHA, 2018) taken or taught any formal university or college courses in OHP?”, (2)
have indeed shown that both the organisational drivers such as “Are you aware of any university or college courses with OHP in the
management commitment and worker representation and the contex- course title or description?”, and (3) “Have you taken or taught a formal
tual factors such as national initiatives related to psychosocial risks, course with a primary focus on OHP but without the phrase ‘OHP’ in
stronger economy and some cultural factors are related to higher levels the course title or description?” In each instance, a positive response
of psychosocial risk management in workplaces. Importantly, however, invited the respondent to identify the institution and department, insti-
the contextual factors were not related to the level of psychosocial risk tute, center, or program in which the course was offered. Our analysis
management in micro companies (5 to 9 employees), which conse- of 301 responses revealed that 157 respondents had taken or taught
quently reported a very low level of implemented preventive measures an OHP or OHP-related course at 81 distinct, international institutions.
in this area. Also, in general, the psychosocial risk management laid far In year two we developed a more comprehensive survey instrument
behind the ´traditional´ OSH management in all types of enterprises. designed to expand on the insights obtained in year one by eliciting
ESENER-3 builds on the methodology of ESENER-2. Following a detailed information describing the specific programs identified. The
cognitive pre-test in three countries in August 2018 and a pilot test in all primary objectives of this comprehensive survey instrument were to
33 countries covered by the survey in January-February 2019, the main identify the nature of specific course offerings, program characteristics,
fieldwork will take place between April and June 2019. The survey will student enrollment, faculty participation, and resulting certificates or
include representative samples of public and private establishments degrees awarded.
with 5 or more workers, from all sectors. The analyses of the data will In year three we extensively refined the comprehensive survey
be presented at the Conference. instrument with sensitivity to variations in international terminology
The results will be explored to observe trends in terms of reported used to describe programs and program characteristics. We converted
psychosocial risks present in the workplace and measures imple- the survey to digital format (Qualtrics), incorporated digital logic to
mented to deal with them. The analysis will take into consideration streamline response time to 15 minutes, and exhaustively pilot tested
217 WORK, STRESS AND HEALTH
F R I D AY
for comprehension, sense, flow, duration, and information extraction. be discussed, including those related to recruitment and retention of
After updating contact information obtained from stage one survey companies and participants, widespread implementation of an alert-
respondents, we emailed pre-distribution survey announcements to ness testing technology, design and implementation of a Total Worker
individual faculty, program directors, or department chairs at the 81 Health® intervention, and building collaborative partnerships as a way
previously identified universities and colleges to ensure that the forth- to obtain data.
coming survey would target appropriate faculty. Applied Safety and Health Research Projects. This symposium is
To encourage participation, we forwarded three subsequent email comprised of four presentations on applied health and safety research
prompts to nonresponding contact persons. Of the 81 universities projects. The first presenter will describe a study with paramedics on
and colleges contacted, 50 (61.7%) responded, 46 with fully-com- the influence of traumatic events on strain outcomes (i.e., burnout,
pleted surveys (56.7%) and 4 (4.9%) with partially completed surveys. sleep disturbance, alcohol consumption), and the influence of rumina-
Because we anticipated a subset of nonresponses for various legitimate tion and mindfulness in these relationships. Subjects participated in a
reasons (e.g., workload, timing, insufficient information, language barri- ten-week weekly diary study assessing exposure to traumatic events
ers, etc.), we are contacting nonresponding universities and colleges to at work, ruminative thoughts, burnout, drinking behavior, and sleep
elicit maximally inclusive information prior to presentation. quality throughout the past week. The results indicate that rumination
Results and Discussion. Of the 46 international universities and serves as one mechanism between weekly traumatic event exposure
colleges that responded in full, 12 offered formal programs in OHP, 6 and strain outcomes (with the exception of sleep disturbance) for para-
offered training programs with a primary focus in OHP, and 28 offered medics. Further, trait mindfulness acted as a buffer in this relationship
OHP-related courses but not within a formal OHP program or training and can therefore serve as a resource to these workers.
program with a primary focus in OHP. The next presenter will discuss a mixed-methods study that eval-
For the 12 international institutions offering formal training uates employee and manager perceptions of openness to and effec-
in Occupational Health Psychology, we elicited information about tiveness of a commercial alertness testing platform—AlertMeter®
academic departments; program names; and the availability of gradu- – designed for safety-sensitive industries. The sample included partic-
ate degrees, majors, minors, concentrations, specializations, diplomas, ipants from a fire department and two construction companies.
and courses offered. In addition to individual contact information, we Participants were encouraged to use AlertMeter® before beginning
obtained internet addresses for program websites; names of specific their shift, and employees and managers took five-minute surveys at
courses provided at each institution; program duration; range of student baseline and 6-months following the implementation of AlertMeter®.
enrollment; internship or practicum information; and the academic Overall, managers and employees in safety-sensitive industries
disciplines, numbers, and roles of contributing faculty. We obtained reported that fatigue and lack of alertness is a concern, were open to
similar information from six institutions offering training programs alertness testing as a way to counteract fatigue, and found AlertMeter®
with a primary focus in OHP. easy to use and somewhat effective for improving safety. Additional
For the 28 institutions that offered courses, but no formal training data from a mining site will also be collected and prepared by November
programs in OHP, we obtained information describing current course 2019.
offerings having “OHP” in the title or course description for courses The third presenter will describe a large-scale, randomized control
that covered OHP topics but without employing that phrase. For these trial study with members of the Oregon Army and Air National Guard.
institutions, we posed additional questions and inquired about poten- The primary aim of this applied research project is to develop and
tial plans to offer formal OHP training programs in the near future. test the effectiveness of a Total Worker Health® intervention aimed
In this symposium, we will highlight findings from this three-year at improving workers’ sleep, risk behaviors, health, and work-re-
international survey project and briefly characterize the emergence, lated outcomes. Part of the intervention involves providing service
nature, and prevalence of formal, academic training programs in members with individualized sleep feedback reports that incorporate
contemporary Occupational Health Psychology. their personal sleep data, collected from actigraph watches. Based on
this information, participants set goals for improving their sleep. The
second component of the intervention is a computer-based sleep lead-
ership skills training that is provided to supervisors. Although these
Independence Ballroom B
data are still being collected, final analyses will be ready by November
Applied Health and Safety Research Projects, 2019 and will include results related to participants’ sleep, the types
of goals they set, perceptions of the individualized sleep reports, and
Challenges, and Recommendations comparisons between Army and Air National Guard samples.
SYMPOSIUM The final presenter will discuss their work examining safety stan-
dards in nursing education programs. This study examines how safety
is taught to nursing students and whether nursing curricula are aligned
Chair: Rebecca Brossoit (Colorado State University) with the standards for accredited nursing education programs. Data
Background. The proposed symposium session is focused on applied were collected from literature searches and documents on safety
health and safety research projects. Each presenter will first provide education guidelines obtained from nursing education accreditation
an overview of their research study and then discuss challenges they organizations. These documents were used to create a safety education
encountered and recommendations they have for others working on checklist. Then, this checklist was used to assess safety competency
similar applied studies. Each study uses data from organizational covered in nursing programs based on course syllabi and learning objec-
samples, including emergency medical service workers (i.e., para- tives. Although this study is ongoing, the preliminary results suggest
medics), fire departments, construction workers, the US National that most safety standards are included in nursing education program
Guard, and nursing education programs. A number of challenges will materials, though several critical safety procedures are not as prevalent
218 WORK, STRESS AND HEALTH
F R I D AY
as they should be, such as how to safely move patients. Additional from the previous week (t-1) were included as predictors of current
coding and analyses will be prepared by November 2019. week (t) rumination and strain in order to assess the change in these
Format of Symposium . Each presentation will be followed by an variables over each week. At the between-person level, all constructs
interactive discussion with audience members in which the project, were allowed to covary (Preacher et al., 2010). To test the cross-level
challenges, and proposed solutions will be further explored. The inten- moderation effect, we estimated a model (M2) that is based off of M1
tion of this symposium is for audience members to learn about current but includes trait mindfulness as a Level-2 predictor of the within-per-
health and safety research and identify ways to prepare for and respond son random slope between traumatic event exposure and rumination,
to similar challenges they may experience in their work. and also of the within-person random slope between rumination and
each strain outcome. See Tables 3 and 4 for the path estimates of
Traumatic Events and Strain in the Emergency Medical Services: both models. Overall, most hypotheses were supported. Specifically,
The Role of Rumination and Mindfulness hypothesis 1 was partially supported (with the exception that traumatic
events were not significantly related to sleep), hypotheses 2 through 4
Stephanie Andel (University of South Florida)
were fully supported, and hypothesis 5 was partially supported (with
Introduction Paramedics are consistently exposed to traumatic events the exception that mindfulness did not significantly moderate the rela-
on the job (Donnelly & Bennett, 2014). This exposure is often linked tionship between rumination and sleep). Discussion and Challenges
to negative health outcomes, including post-traumatic stress symp- Encountered Results from this weekly diary study provide evidence
toms and burnout (e.g., Alexander & Klein, 2001; Berger et al., 2012). that rumination serves as one mechanism by which weekly traumatic
However, the mechanisms linking these traumatic stressors to strain event exposure is linked to strain in the emergency medical services
are unclear. The present study aims to add to the existing literature by population. Further, results suggest that trait mindfulness can serve as a
considering rumination, or repeatedly thinking about negative events resource to these individuals, as it buffers both the impact of traumatic
(Whitmer & Gotlib, 2013), as one mechanism that links traumatic event event exposure on rumination as well as the impact of rumination on
exposure to strain within the paramedic population. Specifically, in strain. We encountered a number of challenges throughout this study.
alignment with the transactional model of stress (Lazarus & Folkman, Some of these challenges include recruiting participants from a special-
1984), cognitive theories of rumination (Smith & Alloy, 2009) and ized population, developing a training program to educate participants
goal progress theory (Martin et al., 1993), we propose that on weeks about the complex study protocol, and maintaining a high retention rate
that paramedics are exposed to emotionally disturbing and traumatic across the duration of the study. We recommend that future research-
events, they will be more likely to ruminate about work. This rumina- ers conducting similar diary studies address these challenges by (1)
tion will cause continued activation of stress appraisals, and thus will seeking out and partnering with national organizations that cater to
lead to negative health outcomes (i.e., higher burnout, alcoholic drink- the population of interest (e.g., the NREMT), (2) recording an online
ing behavior, and sleep disturbance). Further, we investigate the role training video that introduces the research team and clearly outlines
of trait mindfulness, or the tendency to be non-judgmentally aware the study procedures, and (3) sending consistent reminder emails to
of and attentive to immediate experiences (Bishop et al., 2004), as a participants throughout the study.
buffering resource in this process. In particular, we propose that mind- Alertness Testing’s Effects on Workplace Health and Safety: A
fulness will attenuate the relationship between traumatic event expo- Pilot Study
sure and rumination, as well as between rumination and strain. See
Figure 1 for a model with all study hypotheses. Method Two hundred Rebecca Brossoit (Colorado State University)
and eleven paramedics were recruited from the National Registry of Introduction There are well-established links between fatigue and work-
Emergency Medical Technicians (NREMT) email database to partic- place accidents (e.g., Akerstedt et al., 2002; Lerman et al., 2012; Uehli et
ipate in a ten-week weekly diary study. This study consisted of two al., 2014). It has been proposed that alertness testing can help prevent
phases. In the first phase, participants received an email with links to fatigue-related workplace safety incidents (Dinges, 1995), though
an online training video and the initial baseline survey. The initial base- research on accessible, commercially-available alertness testing plat-
line survey included questionnaires to capture participant demograph- forms is sparse. The present study investigates employee and manager
ics and trait mindfulness. The online training video briefly reviewed perceptions of implementing AlertMeter®—a novel platform designed
the general study purpose, survey schedule, participant confidenti- to assess employee alertness on computers or smartphones before
ality, and compensation. In the second phase, beginning one week beginning safety-sensitive work (“AlertMeter”, 2019; Langley et al.,
after completion of the initial baseline survey, participants received a 2009). The test measures reaction time, decision-making speed, orien-
weekly survey link each week for the next ten weeks. These surveys tation of images, and hand-eye coordination. The present mixed-meth-
assessed the degree to which employees were exposed to traumatic ods study evaluates employee and manager perceptions of openness
situations over the past week, as well as their rumination, burnout, to and effectiveness of the AlertMeter® platform. Methods Safety-
drinking behavior, and sleep quality over the past week. See Table 1 sensitive work sites that had filed a workers’ compensation insurance
for the survey measures. Retention rates across the study were high, claim in the past 12 months were recruited for this study. Participating
as each participant in the study completed an average of 9.47 out of worksites included a fire department and two construction companies.
10 weekly surveys. Results See Table 2 for descriptive statistics and A mining site is currently participating in the study. These data will be
correlations of the study variables. To test the study hypotheses, path collected by February 2019 and included in the final analyses. During
analysis in the multilevel structural equation modeling (MSEM) frame- the study, employees were encouraged to use AlertMeter® prior to
work was implemented with Mplus version 7.4 (Muthén & Muthén, starting their shift. Five-minute surveys were distributed to employees
1998-2012). In order to test the within-person main effects and the and managers at baseline and 6-months following the implementation
mediation effect, we first estimated a model that did not include trait of AlertMeter®. Twenty-seven employees and 13 managers completed
mindfulness as a cross-level moderator (M1). Rumination and strain baseline surveys and seven employees and five managers completed
219 WORK, STRESS AND HEALTH
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follow-up surveys. Results Baseline Results Initially, 85.8% of employ- The Oregon Military Employee Sleep and Health (MESH) Study:
ees reported being open to using pre-shift alertness tests and none Intervention Successes and Challenges
were opposed (the remaining were neutral or unsure). Responses to
Shalene Allen (Oregon Health & Science University)
an open-ended question about openness to alertness testing include:
“I think it’s a great gauge to determine risk levels on a day to day basis,” Introduction The Oregon Military Employee Sleep and Health
though some employees were less open to alertness testing: “[I] do not (MESH) Study is a large scale, randomized control trial funded by
have time for brain games.” Most employees (85.2%) reported being the Department of Defense, designed to improve the health, well-be-
involved in zero safety incidents in the previous six months. However, ing and sleep of full-time service members of the Oregon Army and
67% reported that employees work while they are not fully alert. There Air National Guard. The main goal of the study is to develop and test
were significant positive correlations between employee openness the effectiveness of a Behavioral Health Leadership training interven-
to AlertMeter® and sleep-related impairment (e.g., trouble staying tion (health protection), combined with an individual Service member
awake throughout the day; r = .64, p < .05) and hours worked per shift health promotion intervention based on actigraph sleep tracking and
(r = .38, p < .05), suggesting that employees who were more open to cognitive effectiveness feedback, on risk behaviors, psychological
using AlertMeter® were also more likely to experience sleep-related health, and workplace outcomes of Service members within the context
impairment and work longer hours. A majority (84.6%) of managers of the Oregon National Guard. Background Information Sleep is an
surveyed at baseline reported that AlertMeter® would help to improve integral part of overall quality of life, health, and well-being. Insufficient
safety at their workplace. Managers elaborated on why they believed sleep is linked to a host of mental and physical problems (e.g., physical
the platform would be effective: “I think we will use the information to distress, mental distress, activity limitations, depressive symptoms,
see if we have a safety issue;” and, “I’m always glad to implement a new anxiety, and pain; Strine & Chapman, 2005). Furthermore, continu-
safety measure.” Conversely, some managers were apprehensive about ally getting less than 7 hours of sleep on a regular basis has several
AlertMeter® due to their unfamiliarity with the platform: “I don’t know adverse health and safety outcomes (e.g., impaired immune function,
enough about it yet.” All managers (100%) reported that they think impaired performance, increased errors, and greater risk of accidents
that employees work while they are not fully alert. 6-Month Results (Watson et al., 2015). Current research indicates that sleep is both
After six-months of using AlertMeter®, 100% of employees and 40% determined by, and influences, workplace attitudes and behaviors (e.g.,
of managers reported that the platform was easy to learn and adopt Crain, Brossoit, & Fisher, 2018). Further research also suggests having a
in the workplace. However, managers also reported that the majority supportive supervisor, especially when they provide leadership related
of employees were not using AlertMeter® as directed and provided to sleep, can lead to positive outcomes for employees’ overall health
explanations such as: “They work shiftwork and I am not around every and work, specifically in the military domains (Adler et al., 2014; Gunia,
shift to remind them.” Similarly, employee reports indicated: “Time Sipos, LoPresti, & Adler, 2015; Hammer, Wan, Brockwood, Bodner,
was minimal but remembering to fit something new into my routine at & Mohr, 2019). The military has increasingly realized the potential
work was cumbersome.” Still, 29% of employees and 60% of managers impact sleep can have on the readiness and well-being of their force
believed that using AlertMeter® had a slight positive effect on safety in (Department of the Army, 2015). Methods In the current study, the
their workplace. Discussion and Challenges Encountered These find- sleep/actigraph feedback portion of the intervention involves providing
ings suggest that managers and employees in safety-sensitive indus- service members with an individualized report of their sleep following
tries believe fatigue is a concern, see value in using alertness testing a 3-week period of wearing an actigraphy watch that tracks sleep. A
to reduce fatigue, and found AlertMeter® easy to use and somewhat trained research staff member reviews the report with the participant,
effective for improving workplace safety. We encountered challenges interpreting the sleep data and focusing specifically on sleep issues
related to company recruitment, large-scale adoption and consistent relating to duration of sleep (i.e., 7-9 hours), consistency (i.e., sleep
use of AlertMeter®, and survey response rate. Although AlertMeter® onset and wake times), and fragmentation of the sleep period (i.e.,
was easy to use, managers reported that most employees failed to use interruptions in sleep). In addition, participants are provided sleep
the platform as directed because employees did not receive enough recommendations from experts in the field and create two self-reported
training, forgot to take the test, or were not reminded by managers. goals for sleep based on their feedback. Research suggests self-set
Additionally, most participants completed the baseline or follow-up specific goals have a higher likelihood for individuals to follow through
survey, but not both, making it challenging to draw conclusions about on their goals, relating heavily to goal-setting theory (Locke, Shaw,
changes in perceptions of AlertMeter® over time. Similarly, analyses Saari, & Latham, 1981). This feedback is provided to those randomized
were restricted due to the small sample size. Despite these challenges, to the treatment group; the waitlist control group receives feedback
the data provide important insights into usability and effectiveness of after data collection is complete. The interactive computer-based
the AlertMeter® platform and difficulties associated with implementa- sleep leadership skills training for supervisors is a behavioral health
tion. We recommend that future applied safety projects obtain written leadership tool aimed at providing useful and applicable information
participation agreements from interested companies, require training for supervisors to be more supportive of their employees. In particular,
when introducing new technologies to facilitate buy-in, and provide supervisors are provided information on both the importance of sleep
frequent reminders on technology use and survey participation (e.g., and potential impacts on health and organizational outcomes, such
emails from researchers, signage at worksites, alerts on smartphones). as productivity and absenteeism. In addition, supervisors are trained
This study highlights the need for further research, development, and on how they can support healthy sleep behaviors in their employees.
widespread implementation of preventative measures that improve Anticipated Results MESH data are still being collected, but the inter-
workplace safety. Resulting from this study, Predictive Safety SRP, Inc. vention-related data from individuals will be complete in time for the
is enhancing the client onboarding process, including training, assess- WSH conference in November. We will discuss the most prevalent
ment, and reporting. sleep issues in our sample based on the key components of the sleep
report, discussed above: 1) duration of sleep, 2) consistency of sleep
220 WORK, STRESS AND HEALTH
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times, and 3) fragmentation of sleep. We will also present the most and materials, we then expanded the QSEN framework by incorpo-
prevalent participant-generated sleep goals, and particularly how they rating the seven National Institute of Occupational Safety and Health
relate to the identified sleep issues, as well as reaction data to the feed- (NIOSH) safe patient handling learning outcomes (Waters, Nelson,
back reports (i.e., how helpful was the information, how likely are they Hughes, & Menzel, 2009). The result was a safety education checklist
to make changes to their sleep based on the information). We will also to facilitate identification of the comprehensiveness of national nurs-
present information on the supervisor training, such as participation ing education accreditation guidelines and nursing education program
rates, reactions, and amount of learning that occurred between pre- materials. Second, we applied this checklist in reviewing the national
and post-test quizzes. Finally, because we are working with both the accreditation standards for BSN, MSN, and DNP level programs from
Army and Air National Guard, we will be able to compare and contrast the Commission on Collegiate Nursing Education (CCNE; available
these two samples. Analyses will be largely descriptive and qualitative. online), as well as syllabi and other curriculum-related documents
Challenges & Recommendations We will describe some of the chal- from regional nursing education programs. For each knowledge area,
lenges faced in designing and implementing our intervention, as well attitude, skill, and learning outcome included in our QSEN-NIOSH
as the solutions and recommendations we developed. For example, checklist, we identified relevant search terms. We then noted relevant
this will include developing a standardized and rigorous review and usages of these terms within the accreditation and education mate-
delivery process of the sleep reports, in addition to reduced ambiguity rials when they matched up with the knowledge area, attitude, skill,
and ensured consistent messaging. We will discuss challenges from and learning outcome from the checklist. We then tallied these statis-
a Total Worker Health® approach, incorporating sleep health from an tics as an indication of extent of core safety competency coverage for
organizational and employee level perspective. each of the safety-related domains in our safety education framework.
Collaborative Partnerships Here it is important to note that this type
An Examination of Safety Standards in Nursing Education of applied evaluation research requires strong and collaborative part-
Programs nerships. For this project, these relationships developed through volun-
teer consulting to a regional healthcare safety group with members
Drake Terry (Old Dominion University)
from various healthcare professions and occupational positions. This
Introduction Nurses play a vital role as healthcare providers in high- engagement led to the development of a collaborative network of
risk work settings. Guidelines and expectations for safe nurse prac- nursing education program directors and senior level hospital admin-
tice and education exist, but little is known or documented about how istrators. It is through this network that the nursing education materi-
comprehensive and effective actual safety education is within today’s als were made available. Findings and Discussion While we are still in
nursing education programs. In this presentation we will share prelim- the process of coding other national accreditation documents from a
inary evidence from an ongoing study to address this knowledge and secondary accreditation body (ACEN) and curriculum materials from
practice gap. We will include lessons learned from our efforts to build additional regional nursing schools, these preliminary findings are
a supporting collaborative network for access to data, as well as our telling. In general, most QSEN and NIOSH standards were mentioned
development of a methodology for gathering, coding, and analyz- in the materials we reviewed. However, several elements critical to
ing national nursing accreditation standards and nursing education safety education are not present or not as prevalent as they need to be.
program educational materials. The guiding research questions driv- In general, the CCNE guidelines and nursing program materials are in
ing this work are: (1) How is safety being taught to nurses in-training? alignment with the elements in our checklist. The CCNE materials do,
And (2) Is what is being taught well-aligned with what is outlined in however, fail to mention and emphasize the need to teach strategies
the existing standards for accredited nursing education programs? to limit memorization for nurses, as well as methods to safely move
Method To address our research questions, three forms of data were patients. The latter issue was also absent in the nursing education
considered: (1) published applied research on nursing safety, (2) safety materials reviewed to-date. These education materials also do not
education guidelines from American nursing education accreditation directly address the topic of how to analyze errors in nursing prac-
organizations, and (3) course syllabi and learning objectives informa- tice. Given the inevitability of errors in complex healthcare settings,
tion from several well-respected nursing education programs in the this is one example of an education-to-practice gap that needs to be
southeastern USA. These contents were ultimately cross-mapped addressed in a way that helps nurses learn from errors without fear of
to identify alignments and gaps between what is being taught and punishment.
emphasized in nursing education programs versus what is identified
as critical safety education requirements in the research and accred-
itation standards. First, we assembled an evidence of relevant recent
(i.e., 2008-2018) and peer-reviewed research. This was done through Philadelphia Ballroom North
keyword searches within PsychInfo, PubMed, and Google databases
Using Guidelines to Implement Integrated
using phrases such as “nursing safety” and “safe work practices in
nursing”. From the 25 resulting sources (of which Chenot & Daniel, Approaches to Work, Health and Well-being:
2010 and Pollard et al., 2014 were particularly pertinent) the widely Applications in a Health Services System, Food
used Quality and Safety Education for Nurses (QSEN) framework Services, and Construction
emerged as the primary lens through which we could identify evidence
of quality safety-related education within nursing education program SYM P OS I UM
curricula. The QSEN framework identifies seven knowledge areas, eight
skills, and five attitudes nurses should possess for the competency of
Chair: Deborah McLellan (Dana-Farber Cancer Institute/Harvard
safety (Cronenwett et al., 2007). To ensure we had the most compre- University)
hensive framework to guide our review of safety education guidelines
221 WORK, STRESS AND HEALTH
F R I D AY
Background and approach. The National Institute for Occupational We will then stimulate an audience discussion about additional
Safety and Health Office for Total Worker Health® (TWH) supports potential successes and opportunities in implementing research-to-
research and practice activities that integrate workplace policies, practice initiatives focusing on integrated approaches to safety, health,
programs, and practices that protect workers’ safety and health with and well-being.
efforts that advance their overall well-being.1 While growing evidence Analyses . The analytic methods used in the presentation will be
supports the benefits of these approaches in improving both worker qualitative, and dependent on project aims. Each presenter will provide
and employer outcomes,2-9 resources and technical support for these methods and results from qualitative data. These data were collected
integrated worksite initiatives remain limited. Models for distribution using a combination of interviews, focus groups, and data tracking
of effective TWH programs are needed. systems. The data were systematically analyzed by research teams and
Recognizing this gap, the Harvard T.H. Chan School of Public collaborators using standard qualitative analyses methods.
Health Center for Work, Health, and Well-being (Center) published Practical Implications. The Center for Work, Health, and Well-
Implementation Guidelines10 (Guidelines) to provide direction on how being’s Guidelines are useful for worksites implementing integrated
to plan, implement, and evaluate integrated policies, programs, and approaches focused on working conditions, and are used by a large
practices addressing working conditions. They include a framework, health services system, food services, and commercial construction.
processes, case studies, tips, tools, and resources. While examples are Adaptation to each context may be necessary.
included, the Center recognizes that adaptations to the Guidelines are Conclusions. The Center for Work, Health, and Well-being’s
likely across different organizational contexts. As such, it is important Guidelines to worksite safety, health, and well-being may be used in
to understand how these adaptations occur, what they are, and how different industries implementing integrated approaches that focus on
they can be used to further research and practice. changing working conditions. Implementation in practice may focus on
The Guidelines are currently being used in studies to plan and imple- different sections of the Guidelines and depend on worksite context
ment integrated approaches in three industries: a large health services and experience.
system, food services, and commercial construction. Each industry
provides unique contexts and working conditions for implementing Implementation guidelines for integrated approaches to work,
integrated approaches and this has informed their use of the Guidelines. health and well-being
As we plan and implement with our collaborators, successes and chal-
Deborah McLellan (Dana-Farber Cancer Institute/Harvard University)
lenges surface that are instructive for those interested in the practice
of implementing integrated approaches. Problem Total Worker Health® (TWH) is defined by the National
The symposium will use the organizing structure of the Guidelines Institute for Occupational Safety and Health as “policies, programs,
to provide a framework for each presentation. This structure includes and practices that integrate protection from work-related safety and
leadership and building collaboration, planning, implementing, and health hazards with promotion of injury and illness prevention efforts
evaluating. Presenters will focus on slightly different aspects of the to advance worker well-being.”1 Growing evidence supports the
structure that are highly relevant in each of their respective indus- benefits of these approaches in improving both worker and employer
tries and reflect different experiences in implementing integrated outcomes.2-8 Resources and assistance for implementing these inte-
approaches. grated worksite initiatives are limited, however, and effective implemen-
The symposium will begin with an introduction to the Guidelines, tation models for worksites to use are needed. Procedures/approach
with specific examples provided. Some of the lessons learned will be Recognizing this need, the Harvard T.H. Chan School of Public Health
discussed, including feedback received from those using and adapting Center for Work, Health, and Well-being (Center) published imple-
the Guidelines. The second speaker will describe how the Guidelines mentation guidelines9 (Guidelines) to provide direction for worksites
are being applied by a health services vendor in a pilot project with to consider on how to plan, implement, and evaluate integrated policies,
three employers representing diverse industries. Practical insights will programs, and practices addressing working conditions. The Guidelines
be shared about early recruitment, staff training, collaboration-building, include a framework, processes, case studies, tips, tools, and resources.
and planning in different worksite contexts. Particularly, challenges and Our Center’s research-based conceptual model10 serves as the basis
opportunities will be discussed for enterprises in the early stages of and overarching framework for the Guidelines. We focus on using poli-
implementing integrated approaches focusing on working conditions. cies and practices to impact the working conditions that are often the
The application of the Guidelines in developing and implementing an root causes of both worker and employer outcomes. These working
integrated intervention in worksites with low-wage workers in food conditions can include hazards in the physical environment, the pace
services will be discussed by the third presenter. This speaker will and amount of work, and psychosocial factors like harassment and
describe how to gain management’s support for and use participatory supervisor support. Using this framework, the Guidelines articulate a
processes to engage workers and management to implement practi- process enterprises can use as they identify, implement, and evaluate
cal and sustainable strategies to improve working conditions at their policies and practices to impact the specific working conditions and
worksite. An intervention plan will be outlined that addresses the three outcomes relevant to their worksites. This process is based on Plan,
working conditions identified by formative research: safety and ergo- Do, Study, Act cycles that are inherent in management and safety
nomics, work intensity, and job enrichment. The last speaker will cover improvement initiatives.11 Specific examples, case studies, tips, and
how the Guidelines have informed planning, implementing, and eval- tools are provided to further assist worksites in implementing inte-
uating integrated approaches in a project with commercial construc- grated approaches. The Guidelines are available at http://centerfor-
tion sub-contractors. Despite the complex nature of the construction workhealth.sph.harvard.edu/ on the Center’s website, as well as on
work environment, the Guidelines provided a framework that could other websites related to TWH, since their publication in late 2017.
be adapted for subcontractors in the commercial construction sector. Subsequent to their distribution, the Center is providing training and
obtaining feedback on the Guidelines. As a result, we are learning how
222 WORK, STRESS AND HEALTH
F R I D AY
the Guidelines are being used and adapted in practice. This presenta- health, safety and well-being3. Procedures/Approach HealthPartners,
tion will provide as it develops its own TWH approaches, is interested in testing the
• an introduction to the Center’s integrated approach to work, health, use of the Guidelines as part of its set of employer-based solutions
and well-being to serve as the springboard for the other symposium and consultative services in the areas of Health & Well-being and
presentations Occupational Health and Safety. While organizational consultation
• descriptions and examples from each phase of the Guidelines— is already part of its consultative approach, HealthPartners lacks a
leadership and building collaboration, planning, implementing, and formal process to help guide employers in using policies and practices
evaluating to address working conditions at their worksites. This presentation
• lessons learned—input on research-to-practice experiences in will describe the WISH@Work project, a 12-month pilot designed to
implementing the Guidelines Methods/Analyses assist 3 Minneapolis-based employers in applying select sections of
To obtain information on lessons learned, we used qualitative anal- the Guidelines. These include sections addressing:
yses of verbal and written evaluations gathered in key informant inter- Building collaborations
views, meetings, and trainings on Guideline use. Interview scripts were Getting leadership support
used in discussions with key informants, and written transcriptions Assessing major working conditions driving outcomes at the worksite
developed from the interviews. Notes are developed from meetings Prioritizing actions to address them
with collaborators. Training evaluation forms were circulated to and Creating an evidence-based action plan
requested from training participants. Analyses entail intensive reading We have chosen to focus on these specific sections of the
and group discussion of the data by the research team and collaborators. Guidelines in order to feasibly implement a worksite-based pilot
Results Preliminary results indicate that: the Guidelines can provide within a 12-month period. Pilot activities are outlined in the timeline
direction to organizations implementing integrated approaches to on Figure 1. [Insert Figure 1 here] Analyses Data collection for WISH@
worker safety, health, and well-being; additional tools, technical assis- Work is scheduled to begin in July, 2019. By the time of the conference,
tance and training are desired by those implementing the Guidelines; we plan to present qualitative data collected in the early months of
calls for simplifying and reducing the amount of information provided the pilot. Data will be gathered from key pilot stakeholders, including
were also made; end users may adapt the Guidelines depending on HealthPartners Technical Assistance (TA) consultants, worksite lead-
worksite context; and specific tools and examples are valued. Practical ers and staff participating in the pilot process. Analyses will involve
Implications The Center for Work, Health, and Well-being’s Guidelines intensive reading, group discussion and synthesis of the evaluation data
are useful for enterprises implementing integrated approaches focused by the research team and pilot project collaborators. Results Results
on working conditions, and users report the specific tools and case will provide initial insights about implementing the Guidelines within
examples provided are especially valuable. Conclusions The Center for the early phases of a worksite pilot. We plan to present qualitative data
Work, Health, and Well-being’s Guidelines to worksite safety, health, related to the successes and challenges of:
and well-being may be used by enterprises implementing integrated Recruiting worksites to participate in the pilot
approaches that focus on changing working conditions. Additional Training TA providers to deliver consultation to support worksites in
tools, training, and technical assistance to accompany the Guidelines implementing the Guidelines
were recommended, but requests for simplifying and reducing the Enlisting support of worksite leadership
amount of information were also received. There is a tension between Building teams at participating worksites to collaborate on using poli-
providing enough and too much documentation and information that cies and practices to address working conditions at their enterprises
warrants further study. Practical implications We plan to present practical insights about
the early phases of implementing a research pilot within worksites.
Application of Implementation Guidelines in a health services These will include learnings regarding recruitment, training of consul-
vendor: the WISH@Work pilot tants, getting leadership support, selecting champions and building
intra-organizational collaboration on addressing working conditions.
Abigail Katz (HealthPartners)
We will also consider differences in applying the Guidelines across
Statement of the Problem As a part of its integrated health plan and participating worksites of different sizes, sectors and stages of read-
care delivery system, Minneapolis-based HealthPartners creates and iness to implement organizational change. Conclusions. While the
deploys web, telephonic and on-site solutions that aim to improve Guidelines are informed by field research, additional research is needed
employee and organizational well-being. Employer customers range to understand the way the Guidelines can be adapted for practical
from small organizations to Fortune 500 companies, many of which implementation within worksites across size, sector and region. This
are interested in strategies to address organizational factors affect- presentation will present both opportunities and challenges related
ing employee health, safety and well-being. In response to this need, to the early phase of applying the guidelines as a vended consulta-
HealthPartners uses organizational approaches that are consistent tive service to employers seeking to make meaningful organizational
with and guided by the National Institute for Occupational Safety change in the areas of health, safety and well-being.
and Health’s Total Worker Health® program1 (TWH). As a Center
for Excellence within the TWH program, the Center for Work, Health Using Guidelines for planning and implementing an integrated
and Well-being (CWHW) at the Harvard T.H. Chan School of Public intervention for food service workers
Health has worked closely with researchers from the HealthPartners
Institute, a TWH affiliate, to implement employer-based organizational Eve Nagler (Dana-Farber Cancer Institute/Harvard University)
interventions2. These efforts contributed, in part, to the development Statement of the Problem Low-wage work, defined as work that earns
of CWHW’s implementation guidelines (Guidelines), designed to two-thirds or less of the national median gross hourly earnings, is
help employers address the conditions of work affecting employee on the rise in many countries, including the US.1,2 Low-wage jobs
223 WORK, STRESS AND HEALTH
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are especially common in the food service industry,3 which employs The Guidelines provided a step-by-step approach to identify working
approximately 9.5 million workers.4 These workers include a large conditions and for each site to devise an action plan to address them.
number of immigrants, women, young workers, and those with low Guidance is also provided for worksites to ensure employees at multi-
levels of education. These positions are often characterized by job ple levels are engaged in the process, particularly front-line workers.
insecurity, uncertain work hours, physical work demands, repetitive We also illustrate how leaders can act to modify the work organization
work, and low job decision latitude and autonomy.5-11 There are few through policies and procedures in support of the health, safety and
studies of interventions to improve the working lives of these low-wage well-being of low-wage employees. Conclusions Developing interven-
workers. In response, this paper presents how the Harvard Center tions for low-wage employees that improve their working conditions
Implementation Guidelines (Guidelines) were used to develop and is critical to improve their health, safety and well-being. This wholistic
implement an integrated intervention to improve the health, safety and process outlined in the Guidelines can be used by other worksites to
well-being of front-line food service workers. The intervention is part of plan and implement interventions to benefit employee and organiza-
the Workplace Organization Health Study, which is developing practi- tional outcomes.
cal, sustainable strategies to modify the work organization to improve
outcomes related to musculoskeletal disorders, worker well-being Using guidelines to implement an integrated health and safety
and turnover intention. The intervention was developed with a multi- intervention for construction
national food service company and is being conducted in five business
Susan Peters (Harvard University School of Public Health)
and industry employers in the Greater Boston area. Procedures We
conducted formative research to better understand the work context Statement of the problem Construction workers have high rates of
of food service workers by conducting: 1) a review of relevant litera- injury and illness compared to workers in other industries.1 Due to the
ture; (2) on-site non-participant observations; (3) key informant inter- complexity of the work environment, working conditions may mani-
views with general and district-level managers; and (4) focus groups fest in multiple ways because of differences in worksites, company
with front-line employees. The formative research defined what our trade and characteristics, and the other companies present on
outcomes and working conditions of interest would be and identified the worksite. On a construction worksite, subcontractors execute
implementation strategies used in these worksites. Using our qualita- between 80-90% of the volume of work and thus are one of the
tive findings, we followed three chapters from the Guidelines to plan, biggest construction employers.2 However, these small to medium
develop and implement the intervention in collaboration with our indus- size companies frequently do not have the resources to develop their
try partner: Leadership and Collaboration; Integrated Planning; and own health and safety management systems.3 Companies are moti-
Integrated Implementation. Our guiding principles throughout plan- vated to improve worker safety, health and well-being, but often do
ning and implementation included: leadership commitment, employee not know how. Interventions to improve construction workers’ safety,
participation, communication between the different levels of manage- health and well-being can be challenging due to the multi-employer
ment and employees, and fit—making sure what was developed was structure on worksites, the transient nature of construction workers
appropriate for the sites. Analyses We analyzed the qualitative data moving on and off sites, highly physical job demands and hazardous
using content analysis in stages. Interviews and focus groups were work environments, as well as competing high production pressures,
tape recorded, transcribed and entered into N’Vivo software to facil- and job insecurity.4 Previous research has identified that integrating
itate data organization. The Harvard Center/industry partner team health promotion and health protection programs into existing orga-
synthesized the data and agreed upon the major themes that would nizational structures, thereby enhancing intervention-organization fit,
guide our intervention planning. Throughout data analysis and inter- increases the intervention’s success.5 In addition, leveraging exist-
vention development, our research team met regularly (in person and ing resources, such as employee’s knowledge of the work hazards
by phone) to interpret the data and determine how it would be used to and contributors to poor health in the work environment, are often
inform the intervention, according to the steps laid out in the Guidelines. not executed to the company’s full advantage. Procedures Using the
Results We designed a 13-month intervention to address three working Harvard Chan Center for Work, Health, and Well-being Implementation
conditions identified by the formative research: safety and ergonom- Guidelines,6 we developed a participatory integrated organizational
ics; work intensity; and job enrichment. The intervention was recently intervention for subcontractors in the construction industry, called All
launched and is implemented at two levels: A Coordinating Committee the Right Moves for Subcontractors. The intervention was designed to
- was established with the aim of engaging stakeholders at the district develop a continual improvement process using a communication infra-
level and coordinating efforts with general managers across the five structure to allow subcontracting companies to integrate strategies
participating worksites Employees and the general manager at each to promote worker safety, health and well-being easily and effectively
site - are responsible for operationalizing what the working condi- into their daily operations. This is achieved using a five step process
tions look like at their site, brainstorming solutions to address the root (Figure 1). This intervention was piloted to examine its feasibility and
causes of these conditions, prioritizing actions to take, and develop- acceptance to owners, managers and workers, prior to a full random-
ing action plans for each working condition A research team member ized controlled trial that is currently underway. First, we used program
works closely with the manager and employees at each site to coach vetting processes to develop the intervention and assess feasibility and
them through the process of developing the intervention at their site acceptance, and to develop intervention content and processes. Next,
– from root cause identification through implementation. Results will we implemented the intervention with one company to pilot the inter-
detail how we garnered and maintained leadership support through- vention, and to further refine the intervention so that it would be able to
out the intervention planning process. They will also illustrate creative accommodate the unique contextual elements of different companies,
ways of engaging employee participation in the process, especially in a trades and worksites. Currently, we are conducting a randomized trial
time-constrained environment. By the time of the conference, we will with fourteen construction subcontractor companies using a matched-
be able to present the full implementation plan. Practical Implications pair (by trade) lagged intervention study design. In this presentation,
224 WORK, STRESS AND HEALTH
F R I D AY
we will discuss how the Guidelines were used as a framework to build performance. Contributing to the work–nonwork interface literature,
collaboration with industry partners, as well as to plan, implement and the current study tested a moderated mediation model to investigate
evaluate ARM for Subs intervention in a complex and dynamic work the role of a healthy lifestyle in employees’ work-related behaviors.
context. Unique challenges to this work environment will be highlighted Based on daily diary data collected from 97 full-time employees, we
to provide insight into the value of involving employees in intervention used an experience sampling method to examine this within-person
design and implementation. Analyses During the development and phenomenon for 10 consecutive weekdays. Our multilevel path anal-
implementation of the intervention, qualitative (using focus groups, ysis shows that employees’ unhealthy eating behaviors in the evening
interviews and process evaluation logs) and quantitative data (using led to eating-specific negative emotions (e.g., guilt, shame) as well as
surveys) were collected. The Guidelines as well as a realist evaluation physical symptoms (e.g., stomachache, diarrhea) on the next morning.
approach,7 were used to guide data collection and analyses. Qualitative The psychological and physical constraints experienced in the morning
data were analyzed using thematic content analysis from transcribed served as key mediators resulting in decreased quality of performance
audio-files of focus groups and interviews and process evaluation (i.e., less helping, more withdrawal behaviors). Further, emotional
data. Results Pilot and preliminary trial data revealed key elements stability was found to moderate the association between unhealthy
of the intervention process and content that need to be considered in eating and the undesirable consequences, such that employees with
the context of the dynamic and complex construction work environ- higher emotional stability tended to experience less negative emotions
ment. The multi-employer structure and distributed nature of the work- and fewer physical symptoms due to unhealthy eating. The theoretical
force are important characteristics that impacted intervention design, and practical implications of these findings are discussed, along with
implementation and evaluation. Additional key characteristics that suggestions for future studies on health-related behaviors.
influenced how the Guidelines were used included: leveraging existing
company resources, and thereby engaging employee and managers Does Active Leisure Improve Worker Well-Being? An Experimental
to work together to identify work-related health and safety concerns; Daily Diary Approach
creating collaborative action plans; and strategizing to improve work-
Xinyu (Judy) Hu (Northern Illinois University)
ing conditions through implementation of policies, programs and prac-
tices. In addition, implications of the multi-level employment structure Organizations strive to implement various types of programs to aid
on a construction worksite to create comprehensive and collabora- in maintaining employee health and wellness, in which wellness and
tive strategies were identified. Practical Implications The Guidelines health programs with a health promotion focus have been shown to be
were used to design an intervention for construction subcontractors effective and feasible (Tetrick & Winslow, 2015). In particular, engage-
through all phases of intervention planning, implementation and eval- ment in leisure activities during non-work hours has been associated
uation. Despite the complex and dynamic nature of the construction with benefits to workers’ subjective well-being (SWB; Kuykendall, Tay,
work environment, this framework provided a structure that could & Ng, 2015). However, no leisure-related intervention program has
be adapted to meet the needs and unique context of subcontracting been tested among a working adult sample to date (Kuykendall et
companies in the commercial construction industry. The importance of al., 2015), with most leisure studies focusing only on non-experimen-
worker engagement, leadership commitment and integrating an inter- tal designs (e.g. Sonnentag & Zijlstra, 2006; Oerlemans, Bakker, &
vention into existing company structures and systems were essential. Demerouti, 2014). Building on positive activity intervention research
These elements could be applied across other complex work environ- (Layous, Nelson, & Lyubomirsky, 2013), conservation of resources
ments. Conclusion Subcontracting companies employ the majority of theory (Hobfoll, 1989), and bottom-up theories of SWB (Diener, 1984;
workers on commercial construction sites. Yet, these companies are Newman, Tay, & Diener, 2014), this study aimed to fill the gap in the
less likely to have in situ health and safety management systems. The workplace intervention literature by using an experimental daily diary
Guidelines provided a systematic and wholistic structure that enabled design to explore the effectiveness of a one-week long active leisure
an intervention to be developed, implemented in an integrated fashion intervention program for boosting employees’ daily feelings of plea-
in subcontracting companies, and evaluated to improve construction sure (hedonic well-being), need fulfillment (eudaimonic well-being),
workers’ health, safety and well-being. and detachment from work thoughts (psychological detachment)
while engaging in active leisure. Active leisure includes various forms
of activities (e.g., exercises, hanging out with family or friends), which
may be perceived as more effortful but bringing more benefits to one’s
Salon 10 SWB, compared to passive leisure (e.g., watching tv; Sonnentag &
Natter, 2004). The bottom-up mechanisms of leisure-domain specific
Work and Health Behaviors
well-being indicators contributing to global SWB were also tested (see
PAPER SESSION Figure 1 for theoretical model).
Employed participants (N = 79) were recruited from an online
Does Healthy Lifestyle Matter?: A Daily Diary Study of Unhealthy crowdsourcing platform (Amazon’s Mechanical Turk), and randomly
Eating Behaviors and Behavioral Outcomes at Work assigned to engage in either an active leisure intervention for one week
(i.e., participating in active leisure for at least 30 minutes each day for
Seonghee Cho (North Carolina State University) seven days; n = 46) or receive no intervention. We provided a list of
With abundant health-related information, the modern workforce active leisure activities examples to guide participants in choosing
is advised to engage in health-promoting behaviors such as good appropriate activities (Engeser & Baumann, 2016; see Table 1). We
sleep, physical activities, and healthy diet to stay productive at work. measured global SWB (i.e., life satisfaction; Diener, Emmons, Larsen,
However, no study has provided empirical evidence on the associ- & Griffin, 1985; general positive and negative affect; Watson, Clark,
ation between employees’ unhealthy eating and the quality of their & Tellegen, 1988) at the beginning and the end of the study. Each
225 WORK, STRESS AND HEALTH
F R I D AY
day, participants responded to a daily survey containing leisure activ- harassment that exist in the workplace and a vast range of employee
ities log, and measures of subjective leisure well-being (Kuykendall perspectives regarding the appropriateness of these behaviors. Varying
et al., 2017), need satisfaction in leisure (autonomy, competence, perspectives and vague definitions can result in unreported incidents of
and affiliation; Chen et al., 2015, Kuykendall et al., 2017), as well as harassment, thus, creating a “veil of secrecy” that protects the harasser.
psychological detachment (Sonnentag & Fritz, 2007) around evening Therefore, this study seeks to connect the functional definitions of
time. We checked manipulation based on participants’ understand- workplace harassment with enacted workplace harassment conflict
ing of instructions, and behavioral compliance, which the results reports as they occur online. A comparison was conducted of women’s
confirmed compliance for intervention instructions among our sample. online, anonymous self-reports of harassment to the characteristics of
Descriptive statistics, intraclass correlations, and bivariate correlations foundational definitions. Specifically seeking to understand the expli-
are presented in Table 2; means and standard deviations of study vari- cate relationship between how official organizations view workplace
ables across intervention groups are presented in Table 3. Results from harassment and how women experience harassment. Clarifying this
multilevel structural equation modeling suggested participants in the relationship may serve as a foundation for developing more effective
active leisure intervention group experienced significantly higher levels policies and training.
of life satisfaction and general positive affect after one week compared
to those in the no intervention group, after controlling pre-interven- Sexual Harassment, Power, and Social Media Contact as Predictors
tion scores. The active leisure intervention was effective in increasing of #MeToo Reporting
competence during leisure, and this leisure competence mediated the
Rose Siuta (Texas A&M University)
effect of active leisure intervention on life satisfaction (see Table 4).
The results did not change when controlling employees’ average weekly This study investigates factors associated with reporting #MeToo on
work hours, as well as housework and childcare demands. social media. The social media #MeToo movement went viral in Fall
Through the use of a novel combination of experimental and daily 2017 in the wake of sexual harassment and assault (SH) allegations
diary designs, this research provided several key theoretical and prac- against Harvey Weinstein. People who posted #MeToo on social media
tical implications. Firstly, our findings confirmed that intentional posi- were disclosing their own sex-based victimization. The goal of this
tive activities (i.e., engaging in active leisure activities intentionally paper is to determine what personal, experiential, and social media-re-
each day) boosted positive well-being outcomes. Particularly, this lated factors precipitated #MeToo disclosures.
study extended this literature (Layous et al., 2013) to activities in We explored several sets of predictors. First, we controlled for
leisure domain, which covers a wide range of activities that individ- (a) social media use and (b) gender. We controlled for social media
uals may want to engage in during nonwork time. Methodologically, use because people who more frequently use social media in general
this study contributed to past research on leisure and well-being by may be more likely to use it for a specific event like #MeToo. We also
using experimental design among working population, and by includ- controlled for gender because women are more likely to experience SH
ing both domain-specific and global measures of well-being to unpack than men and more likely to report experiencing SH than men (Foster
the nuanced dynamics of workers’ subjective and psychological eval- & Fullagar, 2018). We also controlled for SH history because people
uations of experiences. More importantly, organizations have placed who have experienced more SH are more likely to report it (Bergman
increasing value on the significance of employees’ personal domains et al., 2002).
in designing interventions, which could be beneficial in promoting Additionally, we considered three classes of variables as anteced-
work-life balance and understanding employee well-being (Brough & ents of #MeToo reporting: a) the relative organizational power of the
O’Driscoll, 2010; Tetrick & Winslow, 2015). This active leisure inter- SH perpetrator compared to the target, b) whether the perpetrator and
vention has practical values for organizations in terms of broadening #MeToo reporter were still in contact, and c) demographic character-
the breadth of wellness programs and policy implementation, given istics. Organizational power was considered because SH is usually
its proactive and preventive nature, and high feasibility (i.e., granting enacted by the more powerful toward the less powerful (Bergman,
high autonomy for employees and low time commitment). Leisure has Langhout, Palmieri, Cortina, & Fitzgerald, 2002; Harned, 2002), but
already occupied part of our daily lives; however, due to various work reporting more powerful people is more threatening to workplace and
and home demands, we tend to overlook the benefits active leisure economic well-being than is reporting less powerful people. Despite
affords. Therefore, we recommend adopting leisure-focused interven- this, some evidence suggests that reporting is positively associated
tion in organizations in enhancing employee wellness. with the perpetrator’s power (Bergman et al., 2002). We also exam-
ined whether the perpetrator and #MeToo reporter were still in contact,
because #MeToo was a report of lifetime incidence and not time-
bound, and because it is possible that the events leading to #MeToo
Philadelphia Ballroom South declarations occurred after the perpetrator and/or the reporter left that
workplace. Finally, we examined a host of demographic variables (e.g.,
Technology and Harassment
race, sexual orientation, age) that have been linked to SH (Bergman
PAPER SESSION & Drasgow, 2003; Fain & Anderton, 1987; Ryan & Wessel, 2012).
Intersectionality theory indicates that people are mistreated due to
An Analysis of Online Commentary Regarding Workplace multiple identity factors because of interrelated systems of oppression
Harassment (Crenshaw, 1989). This accounts for why minoritized women and men
are more likely to experience SH than are majority women and men
Jillian Yarbrough (West Texas A&M University) (respectively). It is unclear whether these minoritized identities lead to
It is common for women in the workplace to report witnessing or expe- more #MeToo reports (due to the need to express frustration over both
riencing harassment. However, there are many types of incivilities or the harassment itself and the higher rate of harassment experienced)
226 WORK, STRESS AND HEALTH
F R I D AY
or fewer (due to the need to protect against risks to workplace and factors in the #MeToo experience to predict job and life satisfaction.
economic well-being). First, because all of the participants in this study experienced some
Method. We collected data from 395 participants (Table 1) through SH, evidenced by having posted #MeToo, it was important to control
MTurk. All were over 18 (M = 31.95, SD = 8.51), employed within the for history of SH experience.
US, and working over 30 hours per week. We specifically recruited Next, we examined several context variables. First, we examined
employees who had knowledge of the #MeToo campaign and had an whether the discloser and perpetrator were still in contact. This is
experience with sexual harassment or assault that they considered likely to influence job and life satisfactions by reminding the targets
sharing on social media (i.e., anyone in our sample could have reported about the SH incident, making them at risk for continued SH, and/or
#MeToo). Participants completed the 21-item version of the Sexual working in an organization that has allowed the perpetrator to remain
Experiences Questionnaire (α = .96), adapted to ask about sexual (Stockdale, 1998). Second, we examined reactions from coworkers.
harassment experiences over the lifetime (Fitzgerald et al., 1988; Nye, This included both positive and negative reactions following #MeToo
Brummel, & Drasgow, 2014); the SEQ includes items on workplace posts as well as the extent to which others shared their own #MeToo
assault. Participants also completed a demographic survey, a 6-item experiences; social support is a critical factor in stress management
adapted questionnaire about social media use (Hughes, Rowe, Batey, (Thoits, 1986). Third, we examined the extent to which the workplace
& Lee, 2012), and single-item measures related to social media use, is similar to what it was when the SH happened (e.g., same workplace
social media connections to the perpetrator, perpetrator’s organiza- and workgroup, same workplace but different workgroup, different
tional power, incident context characteristics. workplace). Finally, we also examined demographic characteristics
Results and Discussion. We conducted hierarchical logistic regres- (e.g., gender, race, education, income) as predictors of how #MeToo
sion to predict #MeToo reports (yes/no) by: (Block 1) gender and char- disclosure affected job and life satisfaction. The current study plans to
acteristics of social media use; (Block 2) history of SH experiences; addresses how these variables relate to job satisfaction.
and, (Block 3), perpetrator power, connections to the perpetrator, and Method. We collected data from 74 participants (Table 1) using
demographics (Table 2). The final model was statistically significant Amazon’s Mechanical Turk, all of whom a) reported having used the
[χ2(34) = 109.96, p < .001], explained 40% (Nagelkerke R2) of the MeToo hashtag on social media and b) had an experience with work-
variance in posting #MeToo and correctly classified 87% of cases place sexual harassment or assault. Participants were over the age of
(Table 3). SH experiences and social media privacy predicted #MeToo 18 (M = 29.41, SD = 6.40), and employed in the US for over 30 hours
posts. Perpetrator power and incident context incrementally predicted per week. Participants completed the 21-item version of the Sexual
#MeToo, whereas demographics did not. Future analyses will include Experiences Questionnaire (α = .96), adapted to ask about sexual
relative importance analyses to determine which variables are more harassment and assault experiences over the lifetime (Fitzgerald et al.,
important than others in predicting #MeToo reports (Tonidandel, & 1988; Nye, Brummel, & Drasgow, 2014). Participants also completed
LeBreton, 2011). a demographic survey, a 3-item job satisfaction measure (Cammann,
Our results indicate that SH experiences are a powerful predictor Fichman, Jenkins, & Klesh, 1979), a 5-item life satisfaction measure
of #MeToo disclosure. Additionally, our results indicate that power (Diener, Emmons, Larsen, & Griffin, 1985), and single-item measures
dynamics, rather than demographic characteristics, drive #MeToo related to contact from others regarding the #MeToo post, and the
reports. Beyond our results, it is worth reflecting on how the future overlap between one’s current workplace context and the workplace
of social media disclosure of SH affects workers’ experiences in the context where the SH event occurred.
workplace, relationships with coworkers and supervisors, and (where Results. We conducted separate hierarchical regressions to predict
applicable) ongoing connections with their perpetrators. job satisfaction (Table 2), and life satisfaction (Table 3). Both equations
included several blocks of predictors: 1) SH experiences; 2) contact vari-
What Happens After #MeToo? A Quantitative Case Study of ables (amount of contact regarding the post, amount of contact that
#MeToo Disclosure Outcomes was positive and negative, whether others shared stories with them,
similarity between the current workplace and where the SH experience
Robert Martin (Texas A&M University)
occurred, and whether the perpetrator currently shares a workplace
The “MeToo” hashtag went viral as a response to sexual harassment with them); and, 3) demographics.
allegations against Harvey Weinstein and facilitated open discus- In predicting job satisfaction, the final model was statistically
sions of sexual harassment (SH) experiences. Although #MeToo is not significant, F = 3.08, p < .01., and explained 51.4% of the variance in
formal reporting (i.e., reporting SH experiences to an organizational job satisfaction (Table 2). SH experiences predicted job satisfaction,
authority), #MeToo social media posts have some similarities, most while gender and race incrementally predicted job satisfaction beyond
notably the acknowledgement of sex-based victimization. The current these experiences. In predicting life satisfaction, the final model was
study demonstrates how job and life satisfaction were impacted by the not statistically significant, F = .561, p = .85, ns (Table 3). No context
online and in-person reactions targets faced following their #MeToo or support factors predicted either job satisfaction or life satisfaction.
disclosures. Our findings indicate that among people who disclosed #MeToo, SH
Fitzgerald, Drasgow, Hulin, Gelfand, & Magley (1997) theorized that experiences, gender, and race are predictive of job satisfaction, but are
SH was a psychological stressor, such that SH is negatively related to not predictive of life satisfaction.
occupational and personal well-being (for review, see Siuta & Bergman, Discussion. This study examined the impact of support following
in press). Bergman, Langout, Palmieri, Cortina & Fitzgerald (2002) #MeToo disclosure, histories of SH experiences, and context variables
demonstrated that reporting SH in the organization often resulted on the discloser’s job and life satisfaction. Unsurprisingly, we found
in even worse outcomes, beyond those caused by SH itself; this that SH history affected job satisfaction. Additionally, gender and
increased negative effect was caused primarily by the way the organi- race further predicted job satisfaction above and beyond SH history.
zation reacted to the SH report. With this in mind, we examined several Surprisingly, no effects were found for life satisfaction, but this is a
227 WORK, STRESS AND HEALTH
F R I D AY
more distal and multiply-determined outcome than job satisfaction intervention by the labour inspectorate. This constellation was more
when considering SH experiences. Our results show that organizations prevalent in organizations in Spain and in the UK. On the other side
should be focused on preventing SH given that this was the primary of the spectrum were organizations that showed a “caring attitude”
(negative) predictor of job satisfaction, while experiencing positive towards employees which was embedded in an organizational culture
support showed no ameliorative influence. where it is accepted to speak openly about stress and work overload.
This constellation was typical of the organizations in Denmark and in
Sweden.
Remarkably , some of our interviewees mentioned the term “culture”
Salon 5 & 6
in the course of the interview- without having been asked for it. As
Risk Management of Workplace Psychosocial “culture” emerged in the interviews, it reflected the interviewees´ frame
of reference. For example, in an NHS trust in the U.K. , an OHS specialist
Environment mentioned a parallel development: while the workload has increased
PAPER SESSION over the last years, the “culture to speak openly” about stress has also
grown such that now employees can go along to their manager instead
Psychosocial risk management in different organizational cultures of “feeling like a failure” – as in the past. The development of this posi-
in the European Union (EU): A qualitative case study approach tive OSH culture was based on the recognition that employees need
support in managing their daily stress. Workplace stress audits were
Michael Ertel, Federal Institute for Occupational Safety and Health, conducted regularly. Conversely, in a manufacturing company in the
Germany UK, a union representative mentioned that almost all (male) employ-
Problem. While psychosocial risks are now widely acknowledged as an ees who felt stressed at work kept this problem to themselves for fear
OSH priority in the European Union (Eurofound and EU-OSHA 2014), of appearing weak in a culture of “masculinity” (Hofstede 2001). And
at the same time they are perceived as more challenging than other at the time these interviews were conducted, the company´s manage-
risks by many organizations and are not as well managed (EU-OSHA ment did not want to do stress risk assessments as it shied away from
2018). Accordingly, our aim was to gain an in-depth understanding of the consequences; i.e. was unwilling about how to manage the results
the “challenging” nature of psychosocial risks, and also to identify and of this assessment.
compare contexts which are favourable to address and manage psycho- Conclusions. Using a qualitative case study approach to gain insight
social risks at work, in four European countries. For this purpose, we into the challenging nature of psychosocial risks in four European coun-
used an explorative, qualitative case study approach. Elaborating on tries, we became aware of two contrasting organizational cultures:
previous studies (Janetzke & Ertel 2017; Janetzke & Ertel 2017a), we a “caring attitude” of management towards employees versus a low
focused on how facets of national and workplace culture act as drivers management commitment towards employee health, together with
for or barriers to psychosocial risk management. Hence, our approach an individualized responsibility for stress prevention in the work-
reflects the increasing interest in the role that cultural factors play in place. These two contrasting organizational cultures of perceiving and
OSH Management practice (EU-OSHA 2018a). addressing psychosocial risks represent different development stages
Approach & Method: A case study approach was used that allows for psychosocial risk management in different countries. So we can
complex phenomena (i.e. the management of psychosocial risks) to be conclude that our research results complement the findings of recent
reproduced in its broader context and permits a detailed description quantitative studies on the importance of “culture” on psychosocial
of the respective processes (Yin 2014). Altogether 41 semi-structured, risk management in workplaces (EU-OSHA 2018a). And our results
in-depth interviews with key players (management, worker repre- can be used to inform the practice of psychosocial risk management
sentatives and OSH experts) from ten organizations in four countries in organizations: key players have to cooperate to develop a preventive
(Sweden, Denmark, UK and Spain) and from different sectors (manu- organizational culture.
facturing, healthcare, hotel and catering) were conducted between
April 2014 - August 2015. The interviews were based on a topic guide Promoting innovation and well-being in the workplace: Exploring
and lasted two hours on average. They were tape-recorded, transcribed challenges in policy making
and analyzed along thematic categories according to the process steps
Stavroula Leka (University College Cork)
of psychosocial risk management. In a first step, these categories were
created deductively. In addition, we created subcategories to consider Innovation and well-being at work are both current priorities across
our interview partners´ frame of reference. This targeted analysis was countries. Scientific research has shown that they both have common
based on the data from a larger study on comparing approaches to determinants, however developing appropriate policies to stimu-
psychosocial risk management in Europe. It was conducted by the late action to address them holistically in workplaces represents a
Federal Institute for Occupational Safety and Health (BAuA) and with challenge. The current study focused on the challenge of developing
the financial support of the Hans Boeckler Foundation (Janetzke & Ertel European Union (EU) level policies in this area by exploring perceptions
2017; Janetzke & Ertel 2017a). of key stakeholders involved in this process. To this end we conducted
Results. We found a broad spectrum of workplace practices as semi-structured interviews with key EU stakeholders to take into
to how work overload, work-related stress, and psychosocial risks account their opinions, experiences and attitudes. 36 participants
in general are perceived and addressed in organizations. On the one from 23 organizations were contacted, covering a range of trade unions,
side of the spectrum were organizations where the management was employer’s organizations, governmental and non-governmental repre-
reluctant to address work-related stress as an issue and only dealt with sentatives, and academic institutions. Our final sample consisted of
urgent problems (e.g. large financial losses due to long-term sickness 13 participants, and thematic analysis was used to analyse the data
absence of employees) in an ad-hoc manner, e.g. in response to an with 6 themes emerging. The first was complexity of concepts which
228 WORK, STRESS AND HEALTH
F R I D AY
underlined there are several complex and inter-related issues that
must be taken into consideration when discussing workplace inno-
vation (WI) and well-being (WB), both as theoretical notions as well
as in policy terms. Diversity of EU member states was the second and
it made reference to the different factors, both between and within
member states, which give rise to the heterogeneity of the EU commu-
nity. This in turn has a direct effect on the development and imple-
mentation of policy because of different power balances and national
agendas and priorities. The third theme was fragmentation and credi-
bility surrounding factors that have led to a fragmented and disjointed
policy framework in the EU, but also at the national level. Participants
raised several issues such as silos of knowledge and practice at the EU
and national levels and overall it became clear that much more work is
needed to achieve more holistic policies, frameworks and programmes.
Awareness and resources was the fourth theme, referring to the influ-
ence that awareness and knowledge, research and financial resources
have on policy development and implementation. Focus on more holis-
tic research programmes looking at WI and WB jointly, funding for
awareness raising and the translation of knowledge into practice were
underlined. The fifth communication and collaboration theme pointed
towards the importance of having open channels of communication
and collaboration between stakeholders at all levels, why that is import-
ant for policy development and implementation, and how that leads to
achieving best practice. Finally, relevance revolved around the impor-
tance of keeping WI and WB issues on the policy agenda, and the chal-
lenges associated with having to integrate these issues within other
emergent challenges. Overall, participants from various organizations
all pointed towards the importance of being mindful of new develop-
ments in the world of work, such as digitalization, demographic shift
and the dawn of the 4th industrial revolution and how these factors
impact the shifting focus of the policy agenda.
229 WORK, STRESS AND HEALTH
F R I D AY
4:00–5:30 p.m.
Concurrent Sessions 8
Salon 3 & 4 Following the discussion of these initial questions, the panel will
then take questions from the audience. Depending on level of partic-
It’s Time to Think More Formally About Time in ipation, to ensure a continued and active discussion, the moderator
Occupational Health Psychology will be prepared with additional questions for the panel. The intention
is for audience members to walk away with new ways to think about
PANEL Time in the context of their own research with the hope of moving the
overall field forward in its treatment of Time
Chair: Russell A. Matthews (University of Alabama)
Panelists: Tammy Allen (University of South Florida), Michael T. Ford
(University of Alabama), Karina Nielsen (University of Sheffield) Independence Ballroom CD
Within the field of occupational health psychology (OHP) it has Approaches that Accelerate Research to
long been recognized (e.g., Zapf, Dormann, & Frese, 1996), and consis-
tently reinforced (Kelloway & Francis, 2013), that commonly studied
Practice: Lessons learned from NIOSH Total
relationships, often conceptualized in terms of the stressor-strain Worker Health Centers
process, should be examined using longitudinal designs. At their core,
PAN E L
longitudinal studies (e.g., autoregressive designs, intervention stud-
ies, diary-studies) imply that Time is important. Yet, as Kelloway and
Francis (2013) note, rather paradoxically, even for some of the fields Chair: Diane Rohlman (University of Iowa)
most well-studied constructs (e.g., role stressors, burnout, commit- As the burden of occupational injury, illness, cost, and productivity
ment) we know very little about their basic unfolding across time. By grows for employees and employers, research is need to identify more
extension, a common refrain of scholars when discussing their study’s effective solutions and to translate these research findings into practice.
limitation is to highlight issues related to Time (e.g., “Our hypotheses The economic burden of occupational injuries, illness, and death in the
should be tested using longitudinal data”, “A dairy-study may shed US is estimated to at $250 billion including both direct and indirect
more light on these issues”, “An intervention should examine how costs (Leigh, 2011). Healthcare costs have been increasing at rates far
these effects unfold over time”). Alternatively, reviewers will often above inflation, and these costs will only continue to rise. The National
critique a study based on issues related to Time (e.g., “Why wasn’t this Institute of Occupational Safety and Health (NIOSH) launched the
study done longitudinally?”, “Why did you use X lag between assess- Total Worker Health® (TWH) program in 2011 (Schill and Chosewood,
ments instead of Y?”, “Why didn’t you use Z analysis strategy to model 2013) to expand traditional occupational safety and health programs
change?”, “Why didn’t you use theory to justify the proposed over-time to include the promotion of health and well-being among workers. This
effect?”, “Why didn’t you replicate standard cross-sectional relation- approach is based on the recognition that work is a social determinate
ship in your study?”). The issue at hand though is that our understand- of health. Aspects of work, such as chemical exposures, hours, wages,
ing of Time in OHP is disjointed at best: Time is seldom formalized in stress, work demands and schedule, interactions with co-workers
common theoretical frameworks, scholars seldom consider funda- and supervisors, and equipment design can impact the well-being of
mentals of Time in the design of their studies, and editors/reviewers workers, families, and communities. The program supports research
(while well-intentioned) may not fully realize the implications of their and outreach activities addressing conditions of work that impact the
critiques as they relate to Time. safety, health, and well-being of workers. TWH programs, policies
The purpose of this panel is to help audience members to take a and practices address the underlying causes that impact the health
step back and think about Time in a more formal, and expansive way. and safety of workers (Schill & Chosewood, 2013). Moreover, these
The session brings together an expert panel of scholars who are not programs in larger organizations have demonstrated a return on invest-
only actively thinking about issues of Time in their research, but who ment between $2.05 and $4.61 per $1 invested (Bertera, 1990; Keuhl
are actively changing how the field approaches Time. et al., 2013). More broadly, workplaces benefit from value on invest-
After a brief introduction of each panelist, the session will open ment, including impacts on absenteeism, presenteeism, morale, and
with panelist answering the basic question, “When it comes to the work satisfaction.
issue of Time and OHP research, what keeps you up at night?” In turn, NIOSH has funded six Centers of Excellence for Total Worker Health
collectively, panelists will be asked to respond to a series of prepared to conduct basic and applied research, evaluate integrated interven-
questions by the moderator. Sample questions are included below. tions, and to identify evidence-based practices for employers. This
• What is the biggest challenge you face in conducting research work is carried out through collaborations with employers and other
related to Time? stakeholders. Proposed outcomes for the TWH program range from
• What are meaningful albeit potentially unexplored areas in OHP the dissemination and awareness of TWH research findings, the trans-
related to Time? lation of TWH research into practice, and the development of TWH
• What do you wish other scholars would think more about as it workplace policies and practices implemented in various employment
relates to Time? settings, with the ultimate goal of improving worker safety, health
230 WORK, STRESS AND HEALTH
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and well-being which can lead to improved productivity and reduced The communications component of the D&I Hub targets a broad public
healthcare costs. audience, policy makers and professionals. A coordinated, layered
Each NIOSH Center of Excellence for TWH is required to conduct system of website pages, email marketing, and social media is used
outreach and education activities to disseminate research findings to translate emerging TWH knowledge and disseminate information
and increase awareness of the benefits of workplaces that support and about TWH events, tools and resources available from NIOSH and
promote safety, health, and well-being. The key focus of the outreach other TWH Centers for Excellence. Every quarter, CPH-NEW publishes
core in each Center is to establish partnerships with regional and state new online articles, topic briefs (over 60 titles to date) and a quarterly
organizations, including industry, labor, trade associations, professional newsletter that reaches about 2000 professionals and researchers.
organizations, public health, and academia to translate research into We evaluate these activities by tracking the reach and engagement
practice and also to better understand the needs and concerns of stake- with the materials disseminated (e.g., page visits, length of time on
holders. The TWH Centers also provide education to graduate and page, newsletter clicks and opens). The CPH-NEW website was visited
professional students, health and safety professionals, human resource 8500 times by people from 125 countries in 2018. Education CPH-NEW
specialists, and workers in a variety of synchronous and asynchronous provides continuing professional education through online, self-paced
formats. Employers of all sizes and across all industry sectors, including educational programs for nurses and through professional confer-
non-traditional work environments are impacted by outreach efforts ence workshops. The Center currently offers two online nurse educa-
from the NIOSH Centers of Excellence. tion programs: Job Stress (available since 2014) and Ergonomics in
This interactive panel will provide an overview of the outreach Healthcare (launched in 2018). A third online program (on Total Worker
activities of each NIOSH Center of Excellence for Total Worker Health. Health) is planned for release in 2020. Center investigators deliver
Specifically, the centers will describe how they support and promote TWH training at professional conferences with a reach to 200-400
the implementation and adoption of best practices, programs, and workplace safety and health professionals every year (e.g. industrial
policies that promote worker safety, health, and well-being. This will hygienists, safety managers, employee health nurses, and labor lead-
include a description of partnerships and collaborations with research- ers). These workshops are designed to promote adoption of TWH
ers and practitioners and how they are responding to regional needs practices in real-world settings. We use evaluation surveys to assess
for worker safety and health. Information about the development of participants’ intention to apply their learning in professional practice
communication tools and interventions that are culturally, linguisti- and we track requests for follow up implementation support as an
cally, and educationally appropriate for their audience. In addition, each indicator of TWH adoption. For example, in the prior grant year, 84%
Center will discuss evaluation metrics, including process and outcome participants planned to share TWH information with their peers, and 18
measures, that are used to determine the efficiency and effectiveness professionals requested follow up assistance. Dissemination and TWH
of their program. Implementation Support The CPH-NEW approach has always placed
This panel will provide an opportunity to address the conference utmost importance on the participatory engagement of workers at all
theme of “What does the future hold?” in regards to leveraging the levels in the design of TWH interventions. Emphasis is on first making
safety, health and well-being of all workers and the aspects of work that the work environment safe and health promoting, and then encourag-
contribute to organizational effectiveness. The outreach cores in the ing preventive health behaviors. The CPH-NEW Healthy Workplace
NIOSH funded TWH Centers play a pivotal role in helping employers Participatory Program (HWPP) Toolkit (www.uml.edu/cphnewtool-
navigate the rapidly changing workforce needs. kit) is one of a very few tools designed specifically to help employer
organizations adopt and implement a TWH program for continuous
Center for Promotion of Health in the New England improvement. It is the only program toolkit developed through use
Workplace:TWH Dissemination and Implementation Hub of a participatory action research model in which organizations part-
nered in its design. The HWPP provides a comprehensive suite of field-
Suzanne Nobrega (University of Massachusetts Lowell)
tested program implementation tools and a sustainable management
The Center for Promotion of Health in the New England Workplace structure for engaging workers at all levels of the organization in TWH
(CPH-NEW) is a Total Worker Health (TWH) Center for Excellence initiatives. Thus, the HWPP Toolkit offers a complete programmatic
that is jointly based at two public universities – the University of approach for applying TWH principles in the workplace. The Center
Massachusetts Lowell and the University of Connecticut. The also provides technical assistance and training tools to support the
CPH-NEW Outreach Core is the Dissemination and Implementation implementation of the HWPP and continues translational research
(D&I) “Hub” from which research evidence is shared to inform policy, activities to evaluate the factors impacting successful adoption of the
programs and practice in U.S. workplace settings. Its goals are to HWPP Toolkit. For example, the toolkit materials have recently been
disseminate the research evidence for Total Worker Health while devel- expanded to include facilitation skills training videos and a new orga-
oping new tools and protocols to facilitate practical implementation nizational readiness survey to aid with HWPP program implementa-
and adoption in real world settings. Activities include communica- tion. An effectiveness study (with experimental design) is underway
tions, educational initiatives, employer program tools and training currently in 6 public hospitals to evaluate the health and organizational
programs and implementation support, all informed by the research impacts of the HWPP. CPH-NEW is engaged in public health policy
findings from CPH-NEW research projects. Ongoing evaluation of initiatives to advance TWH goals in two occupational sectors. We are
program tools and training programs indicate new ways of adapting actively engaged in a safe patient handling task force in Massachusetts,
and refining them to increase their usability and effectiveness in field and we are the primary organizing leader of a National Corrections
applications. These activities work in concert to advance knowledge Consortium to advance research and programs that support correc-
transfer and uptake by practitioners to advance health, safety, and tional officer health and well-being. Both of these are directly informed
well-being for working people. Figure 1. The CPH-NEW Total Worker by findings from our research projects and D&I Hub.
Health® Dissemination and Implementation Hub Communications
231 WORK, STRESS AND HEALTH
F R I D AY
The Healthier Workforce Center of the Midwest: Theoretically and resources. WorkWellKS provides leadership and resources for busi-
Data Driven ness and organizations to support worksite health. Since its inception
in 2011, WorkWellKS has worked with 1,123 worksites across Kansas.
Shelly Campo (University of Iowa)
The HWC is also actively engaging trainees in TWH approaches includ-
Employers need to reduce the burden of higher healthcare costs and ing an upcoming case competition for undergraduate, graduate and
lost productivity on their businesses caused by injuries and illnesses. professional student teams that requires them to work with a Midwest
Therefore, the goal of the Outreach Core of the Healthier Workforce community to provide expertise in solving community and workplace
Center of the Midwest (HWC) is to change Total Worker Health® issues from a TWH perspective. These teams will include students
(TWH) knowledge, attitudes, and/or behaviors by translating research from health sciences, management programs, urban and regional
findings into tools for employers to use to create a healthier, safer planning, and engineering among others. Through the integration of
workplace. Evidence-based social science, utilizing communication theoretically based approaches, data collections, and collaborations
and health behavior change theories, drive the development, imple- with organizations throughout our region, we are able to expand the
mentation, and evaluation of all outreach activities. Theories point to outreach efforts of the HWC.
how and why change may occur which enhances evaluation efforts to
measure impacts. Each theory provides different insight into aspects The Center for Work, Health, and Well-being: Four Pillars of Our
such as adoption, readiness for change, planning models, levels of Approach
influence, and message design to reach culturally- and educational-
ly-diverse audiences. The theory is coupled with data collected from Lisa Burke (Dana-Farber Cancer Institute/Harvard University)
employers and employees by the HWC including site visits, case stud- The mission of the Harvard T.H. Chan School of Public Health Center for
ies, and surveys of Midwest employers to inform the dissemination of Work, Health, & Well-being, one of six Total Worker Health® Centers of
Total Worker Health programs, policies, and practices. This evidence Excellence, is to protect and promote the health, safety, and well-being
base is used to develop communication strategies that are tailored to of workers through designing, implementing, and disseminating effec-
the needs of specific audiences, including employers, intermediaries, tive workplace policies, programs, and practices. Over the past 20 years,
and academics, that are delivered via the appropriate interpersonal and researchers at our Center have endeavored to expand the evidence
media channels. Our research with smaller employers (<250 employ- supporting an integrated approach and to develop the resources to
ees) identified the need for low cost, easy to implement TWH solu- apply it. The Center’s approach to outreach and education is comprised
tions. These employers are far less likely to have skilled staff members of four pillars: Disseminating Evidence-Based Practices The Center
whose primary focus is health and safety. As a result, they have less creates best practices to simultaneously improve working conditions
knowledge and time to learn about new resources and would like to and optimize health and safety investments in multiple industries. The
know that other small employers have successfully adopted TWH and Center’s Workplace Integrated Safety and Health (WISH) Assessment
suggestions about implementations strategies for TWH programs, measures effective workplace organizational policies, programs, and
policies, and practices. This has driven our approach to provide educa- practices, and focuses on working conditions and organizational facili-
tion in smaller doses via short videos (most less than 5 minutes) and tators of worker safety, health, and well-being. The WISH Assessment
podcasts, provide testimonials and examples from Midwest employers, is based on the Center’s validated ‘‘Indicators of Integration’’ that were
and create more engaging content such as a hazard mapping exercise designed to assess the extent to which an organization has imple-
to employ at local meetings/conferences. The HWC is uniquely posi- mented an approach integrating occupational safety and health with
tioned at the University of Iowa along with several other NIOSH-funded worksite health promotion. The WISH assessment measures six core
centers including the Heartland Center for Occupational Health and constructs identified as central to best practices and may inform orga-
Safety (the Federal Region VII Education and Research Center), and nizational priority setting and guide research around causal pathways
the Great Plains Center for Agricultural Health (serving nine states of influencing implementation and outcomes related to these approaches.
the Upper Midwest). Since its inception, the HWC has collaborated Several Center studies are utilizing WISH Assessment items, testing
with the Heartland Center and Great Plains Center to develop TWH their psychometric properties. Shaping Workplace and Public Policy To
programs and materials that are jointly disseminated throughout the inform policy decisions affecting the workforce, the Center examines
Midwest. Another dissemination strategy for the outreach core is to the potential impact its research has on policies that enhance worker
reach employers throughout the four-state region (Iowa, Missouri, health and safety while supporting productivity and engagement. Our
Nebraska, and Kansas) by partnering with intermediaries to dissem- Center’s Policy Working Group identifies, examines, and influences
inate TWH. Washington University in St. Louis and the Nebraska workplace and public policy issues related to Total Worker Health® by
Safety Council/WorkWell, bring together an interdisciplinary team of bringing together policy experts to explore implications of our past and
researchers, practitioners, and advisors who are an integral part of the current research. These experts recommend changes to workplace and
Outreach team. The HWC has worked closely for the past five years public policies that can improve worker health, safety, and well-being.
with the Nebraska Safety Council/Workwell, a NIOSH TWH Affiliate, In addition, as part of our evaluation process, we examine how the
which reaches over 550 Nebraska employers with TWH education research findings published by the Center can inform policy decision
and resources. Their expertise and networks are an essential part of makers. The Center has also created “Policy Implication Summary
our Outreach core. Their team has enhanced our ability to design, Sheets” based on recent publications and written for non-academic
implement, and evaluate programs, practices, and policies that can audiences. These convey key messages from our research in non-aca-
be tailored to employers of various sizes with changing needs and demic language, for use at Conferences and available on the Center’s
high burdens of adverse health effects, particularly the needs of small website. Building Organizational Capacity to Improve the Conditions of
employers in our states. We have recently developed a new relation- Work To support organizations in adopting an integrated approach, the
ship with WorkWell Kansas to incorporate TWH into their training and Center trains professionals, presents at conferences and on webinars,
232 WORK, STRESS AND HEALTH
F R I D AY
and mentors students and post-docs. These efforts are based on the and practicing health and safety professionals. As part of this panel
Center’s conceptual framework targeting the conditions of work, includ- discussion, we will provide a brief overview of how our Center dissem-
ing physical environment, organization of work, psychosocial factors, inates TWH best-practices to reach and engage small employers to
and job tasks & demands. The Center’s “Guidelines for Implementing implement effective and sustainable workplace policies and strate-
an Integrated Approach” provides organizations with a framework for gies. Methods Through a series of focus groups representing decision
implementing a TWH integrated approach to worker safety, health, and makers, human resource manager, and safety and health professionals
well-being, as well as strategies, organizational processes, tools and we evaluated the barriers and facilitators to engaging small employ-
links to other resources. The Center’s capacity building suite is based on ers. Participants expressed that networking, through local chambers
the Guidelines and its accompanying tools and resources. The Center of commerce and business organizations, conference attendance
regularly offers an Executive and Continuing Professional Education and sponsorship, social media, blogs, local and national radio, and
course, “Work, Health, and Well-being: Framework, Evidence, and Google searches, were important and appropriate methods to get TWH
Applications”, and has recently participated in the design and deliv- message out to businesses. They agreed that partnering with insurance
ery of a Harvard EdX MOOC (Massive Open Online Course) on the carriers, insurance agents, and other businesses that service smaller
Culture of Health. Basing It upon the Center’s Groundbreaking Research organizations provides a good way to foster engagement. We also
The foundation of our Center’s work continues to be groundbreaking conducted market and formative research understand the major drivers
research. The Center’s research projects and initiatives study the effec- for investing in TWH with this group to help create key messaging that
tiveness of workplace policies and practices designed to support and could speak to the business case. This work led to the launch of a TWH
protect workers; and demonstrate how an integrated approach target- communications and marketing strategy that focused on three core
ing working conditions improves outcomes for employees and organi- initiatives executed through Health Links™, a mentoring program based
zations. We currently are involved in three primary research projects at our Center that champions health and safety at work. Health Links
– in Healthcare, Construction and Nursing Homes. Among the other offers evidence-based Healthy Workplace Certification™ and advising
Center projects is a collaboration with the Boston Fire Department and to help organizations and their team members achieve TWH. These
the Boston Firefighters Local 718, which has provided opportunities for initiatives included: 1) developing key partnerships with local organiza-
the Center to examine factors in fire stations that may be impacting tions, 2) a robust digital media campaign, and 3) storytelling of TWH
firefighter cancer risk. Pilot study findings were published in the Journal in practice through case studies and testimonials from senior leaders
of Occupational and Environmental Medicine and then translated for and workers. We built a website dedicated to engaging employers to
a non-academic audience and published in Firehouse Magazine , a take an online assessment to benchmark TWH policies and practices.
firefighter trade publication. We trained and deployed a team of community advisors to serve as
the liaisons for engaging employers and connecting them with TWH
Center for Health, Work and Environment resources. We built a content team to collect, organize, translate, and
share TWH best-practices through social media and email marketing.
Liliana Tenney (University of Colorado Denver)
Lastly, we conducted trainings to reach our target audiences in small
Promoting Total Worker Health® (TWH) to organizations and individ- organizations to offer new TWH knowledge and skill building. Results
uals requires a translation and dissemination strategy that is targeted Since launching our TWH Center, we have been successful in recruit-
and engaging. The Center for Health, Work & Environment at the ing 554 employers representing 190,388 workers across Colorado
Colorado School of Public Health focuses translation and dissemination to enroll in Health Links. We have trained over 3,200 professionals
strategies aimed at reaching employers, specifically small and midsized through both online and in-person community trainings. We have
employers, to build a culture of health and safety in the workplace. The formed partnerships with the largest provider of workers’ compensa-
end goal is increasing the awareness, adoption, and implementation of tion insurance, local public health agencies, the state’s Small Business
TWH among small employers. Generally small businesses, defined by Development Center Network, and local chambers of commerce repre-
the Small Business Administration of firms with less than 500 employ- senting members across 19 counties. Through digital media activities,
ees, do not offer the same level of health protection, health promotion, we have gained 547 Twitter and 1,220 Facebook followers. Social media
employee benefits, and wages found in larger organizations. Research posts reach an average of 328 individuals per day and 9,548 individuals
confirms that there is low adherence to traditional occupational safety per month. Discussion: Collaborating with local public health, cham-
and health best practices by smaller organizations. Despite the obser- bers of commerce, workers’ compensation and economic development
vation that 93% of surveyed small business owners report that the groups can result in a streamlined approach to effectively reach and
health of their employees is important to their bottom line, the real engage small employers to adopt and implement TWH best practices.
and perceived barriers experience by these organizations pose real Marketing and communication planning and strategy are essential to
challenges to making changes that improve worker health, safety and disseminating TWH. Importantly, these strategies need to be tailored
well-being. Engaging small organizations depends largely on how they to consider the unique needs and values of small employers.
receive the information and their stage of “readiness to change”. To
promote participation and awareness of TWH, we apply the RE-AIM Center for Healthy Work
(reach, effectiveness, adoption, implementation and maintenance)
framework for translation and dissemination. Our Center focuses Christina Welter (The University of Illinois at Chicago)
on reaching small employers to help them achieve TWH through a Introduction Across the country, an increasing number of workers
mixed methods approach including email marketing, digital media, engage in precarious employment. These workers have been affected
and community partners. Our target audiences are private, non-profit by profound changes in the way business is conducted in the United
and public employers across all sectors; key decision makers including States. Workers employed in precarious jobs are often: subject to
executives (owners, CEOs, directors), human resource professionals, lower wages, hazardous conditions, discriminatory practices, limited
233 WORK, STRESS AND HEALTH
F R I D AY
opportunities for advancement, unstable work schedules, lacking social brand and fund guidelines and ensure consistency across CHW prod-
benefits, and unstable employment. Some of these workers are not ucts. HCHW completed two major actions: 1) An environmental scan
covered by basic labor laws. These workers are disproportionately including 55 interviews with individuals representing national, regional,
women, immigrants, and people of color. All of these employment char- and local organizations across health, labor, social service, and policy
acteristics have implications for the health and well-being of workers, sectors. Analysis included the identification of types of partner initia-
their families, and communities. Precarious work is complex, inter- tives across sectors and ecological levels; thematic analysis focused on
acting with multiple social determinants of health spanning across perceptions of precarious work, its relationship to health; and structural
socioecological levels. Due to its complexity, workplace-based health constraints and facilitators to addressing work and health in their orga-
interventions do not adequately address the many factors impacting nization’s activities; and 2) The development and evaluation of the first
workers in precarious jobs. Workplace-based interventions also disre- phase of the Healthy Work Collaborative (HWC). The HWC included
gard political, economic, and social factors that lead to the fracturing eight teams of multi-sectoral partners of labor and worker advocacy
of traditional employer–employee relationships and discriminatory organizations and public health/healthcare organizations, to partici-
practices. There is an emerging call for increased interventions and pate in an exploratory process to address a work-related issue impact-
approaches to address healthy work within and outside the work- ing the communities they serve. The next phase of the HWC, project
place (Baron, Beard, and Davis, 2013) that consider approaches that implementation, is currently underway. Discussion Addressing precar-
address the complexity of emerging trends and determinants related to ious work outside of the organizational workplace requires novel orga-
unhealthy and precarious work (Total Worker Health® Website, 2015; nizational and evidence-building research strategies. In this session,
Bhatia, Gaydos, Yu, and Weintraub, 2013). Policy, systems and environ- the CHW will share details on our unique approach to outreach and
mental initiatives are one such approach and have been increasingly dissemination, lessons learned, and next steps.
called to address complex challenges that have myriad causes at multi-
ple levels in the system (Golden et al, 2015). Little is known about policy Oregon Healthy Workforce Center
and systems approaches to promote healthy work, and there is limited
Anjali Rameshbabu (Oregon Health & Science University)
effort to promote health within precarious employment. The University
of Illinois at Chicago Center for Healthy Work (CHW) has taken a With intervention development and practical application being the
unique approach to outreach and education activities to disseminate governing mission of the Oregon Healthy Workforce Center (OHWC),
research findings and build the capacity of organizations that address outreach and dissemination have remained critical conduits for the
worker health. The Center for Healthy work has two primary elements practical impact we aim to create. While outreach has been a consis-
dedicated to such activities; the Communications and Outreach Group tent focus since OHWC’s inception in 2011, the Center’s activities
(COG) and Healthy Communities through Healthy Work (HCHW). The within its dedicated “Outreach Core” have become amplified as we
COG is dedicated to building awareness and knowledge of research- create stronger, and what we believe are bolder strides towards broad-
ers and practitioners, community organizations and members, while ening the reach and uptake of Total Worker Health (TWH) in Oregon
HCHW is undertaking a multi-phased action research approach to and beyond. The overarching goals of OHWC’s Outreach Core are to (a)
understand and address the drivers of precarious work. HCHW facil- create sustainable partnerships and facilitate two-way communication,
itates a culture of healthy work specific to precarious employment by (b) transform research into action, and (c) develop educational oppor-
fostering multi-sectoral partnerships and building knowledge, skills and tunities in TWH. Our outreach and dissemination activity is bolstered
capacity to employ policy and systems strategies. Methods CHW has and furthered by our close connection with OHWC’s home organiza-
employed two approaches to its outreach core, the COG and HCHW. tion, Oregon Institute of Occupational Health Sciences (“Institute”) at
The COG’s role within the Center focuses on increasing awareness Oregon Health & Science University. Geared toward the above goals,
of how precarious employment impacts health, by sharing research we have designed four drivers, each of which responds to unique and
findings and promoting best-practices through webinars, in-person shared goals within the Outreach Core. Selected activities and accom-
events, a quarterly newsletter, and communications materials such plishments are shared here: Outreach Central: The focus of this driver
as flyers and drop pieces. HCHW has completed 3 phases of action is to learn and respond to the needs of the worker community and
research and is currently undertaking its forth AR cycle. Results The enable information exchange. o Oregon Total Worker Health Alliance:
CHW COG outreach approaches to build awareness on precarious A direct outcome of our strong partnership development, the Alliance
work have included the development of quarterly webinars on topics is a shared commitment by the Institute, Oregon OSHA, and SAIF
that impact workers in precarious jobs and /or researchers and prac- Corporation (NIOSH TWH Affiliate) to leverage its collective strengths
titioners that study or aim to impact the health of workers. In addition, to improve the safety and well-being of workers. o Oregon and the
the COG hosts quarterly journal club meetings which are open to Workplace Blog: Through our weekly blog we feature news, upcoming
faculty, staff, and students at the University, as well as local partners. events, our research and topics relevant to TWH. Readers are invited
Journal club articles focus on emerging research related to precarious to leave comments. o Bi-annual Symposia: Our long-standing Fall and
work. Attendees discuss the article and are prompted to consider impli- Spring Symposia are day-long events that delve into workplace topics
cations for research and practice. The COG has also created a glossary of timely and sustained importance. Some examples of these events,
of relevant terms related to precarious work, shared on the website, which see up to 100 attendees each, include mental health in the work-
such as; ‘gig economy’, ‘contingent workers’, and more, in order to place, emergency preparedness, safety climate, and workplace aggres-
provide definitions and standardize the language we use around precar- sion. Intervention Incubator: The aim of the Incubator is to generate
ious work. The CHW also produces a quarterly newsletter in order new intervention tactics, research directions, and intervention research
to provide project updates and promote events to our partners. The partnerships. o Partners’ Luncheon: This annual event aims to create
CHW listserv has over 250 contacts nationally. Additionally, the COG interactions with industry, government, and insurance stakeholders
provides oversight on CHW communications in order to maintain with the goal of illuminating ideas for future practical interventions.
234 WORK, STRESS AND HEALTH
F R I D AY
o Journal Club: This monthly journal club serves to spark small-scale The purpose of this blended panel-research incubator session is to
intervention projects by exploring the landscape of workplace research. discuss the latest developments in research on the impact of tech-
o Change-Maker Speaker Series: Established by the Organizational nology on employee health and well-being. Panelists will first present
Behavior Management Network and the Institute, the series is geared current research on a variety of relevant topics, including: trends in
toward producing videos highlighting science and business innovation technology use over time, telepressure, algorithmic management, and
ideas for organizational change. Dissemination Engine: The primary workplace robotics and other automated technologies. Following the
goal of the Engine is to accelerate the dissemination of our evidence- presentations, attendees will break out into smaller groups to discuss
based trainings, tools, and toolkits. o “What’s Work Got To Do With ideas for future research, followed by a larger group discussion of a
It?”: Our new podcast features conversations with scientists, prac- research agenda for the topic of technology and employee health and
titioners, and employers as we explore TWH issues and their public well-being.
health relevance. o YourWorkpath.com: Supplementing our existing
website is a new platform developed for greater interaction, versatility,
and engagement. It seeks to actively disseminate OHWC’s educational
Salon 5 & 6
information and evidence-based toolkits and tools. o Publications:
Complementing our research publications is a new paper focused on Development and Implementation of Standards
the translation process of COMPASS, our evidence-based program
for home care workers. Education Launcher: This arm aims to create
for Workplace Psychological Health and
opportunities for providing TWH education and expertise to students, Safety: Opportunities and Challenges from
fellow researchers, and practitioners. o Total Worker Health 101: A International Perspectives
venture by the Oregon Total Worker Health Alliance, the curriculum is
geared toward providing occupational safety and health practitioners PAN E L
with training that is research-based and supports the implementation
and practice of TWH. The training was piloted at a regional conference Chairs: Peter Kelly (U.K. Health and Safety Executive), Merv Gilbert
in 2018 and will be launched as a half-day training session in 2019. o (Vancouver Psych Safety Consulting Incorporated)
Summer Institute: This biennial three-day event focuses on themes
The psychological health and safety of employees deserves the same
within occupational health psychology. Our latest, titled Translation of
attention as their physical health and safety. Positive psychosocial work
Workplace Interventions: Dissemination and Implementation, sought
conditions enhance workforce well-being, engagement and productiv-
to generate ideas for increasing collaboration between scientists and
ity. Adverse work conditions contribute to human suffering, organiza-
industry members as a way to share strategies and enable dissemina-
tional costs and social discord. This issue cuts across sectors, types
tion and implementation-friendly intervention development. o Total
of organization and national borders and has thus become a focus of
Worker Health Dissertation Award: Launched in 2018, the program
increased research, policy creation and practice development. In order
is designed to support doctoral-level student research focused on the
to capture and communicate the best of these efforts, a number of
intersection of worker safety, health, and well-being. Future Directions
jurisdictions across the globe have created guidelines or standards for
In our newest efforts, OHWC and its home, the Oregon Institute of
organizations to follow. The current panel will include presentations
Occupational Health Sciences are working to develop a mechanism
on the process of development and the successes and challenges of
that will enhance our ability to provide active, targeted, and direct
implementation of standards for workplace psychological health and
guidance to organizations at local and national levels. We are work-
safety in the United Kingdom, Canada and the Province of Quebec. A
ing to create an advisory group comprising scientists and outreach
collaborative process by the International Standards Organization to
members at OHWC who will provide educational, hands-on, tailored,
create a global standard, due to be launched in 2021, will be described.
and strategic advice to help small, mid-size, and large organizations
learn, assimilate, and systematically incorporate Total Worker Health. A National Approach to Mental Health and Work Related Stress:
Finally, we continue to make sustained efforts to evaluate the scientific UK Experience of a Decade of Interventions
and practical impact of OHWC’s comprehensive research and outreach
efforts. Thus, an ongoing emphasis is to gather quantitative and qual- Peter Kelly (U.K. Health and Safety Executive)
itative data that can help inform our mission to help keep workers and During the last 5 years there has been an explosion of activity in the
organizations safe and well. mental health ,well-being and work related stress . Much of the activity
has focused on the individual level and not at the organisational level.
The proliferation of individual interventions is leading to a culture of
Philadelphia Ballroom North individualism on mental health programs of work which is taking the
focus away from the organisations responsibility to manage the risk to
The Impact of New and Changing Technologies health from poorly managed workplaces. If standards are to be useful
on Employee Health and Well-being: A Panel then they will have to focus on organisation primary interventions ,
secondary intervention and not solely on the tertiary intervention as
and Research Incubator seen over the last ten years in interventions such as individual resil-
Chair: Carolyn Winslow (University of California Berkeley) ience and mindfulness training The United Kingdom has for the last
15 years promoted an organisational primary intervention for work
Panelists: James Grosch (NIOSH), Molly Tran (University of Colorado
related stress . The Management Standards for Work Related Stress.
Denver), Naomi Swanson (NIOSH), Larissa Barber (San Diego State
University) The presentation will outline what we have learnt during this time
235 WORK, STRESS AND HEALTH
F R I D AY
and were standards for mental health will need to know go next in the ISO45003: Development the first international standard on
changing world of work. psychological health and safety in the workplace
The Case Study Research Project: implementing the National Stavroula Leka (University College Cork)
Standard in Canada This presentation will outline the development process of ISO45003,
the first international standard on psychological health and safety in the
Merv Gilbert (Vancouver Psych Safety Consulting Incorporated) workplace. The International Organization for Standardization (ISO)
The National Standard of Canada for Psychological Health and Safety introduced the first international standard on occupational health and
in the Workplace, released in January 2013, was developed to “facili- safety in 2018, ISO45001. During the development of ISO45001, a
tate the creation of a workplace in which every effort is made to avoid proposal was submitted to ISO for the development of a guidance inter-
foreseeable injury to the mental health of employees.” The Case Study national standard that would supplement 45001 and would specifically
Research Project (CSRP) studied 43 organizations volunteering to be focus on the psychosocial work environment and psychological health
early adopters of the Standard. Participants in this three-year project and safety in the workplace. The research behind this was the increased
included large and small, public and private organizations from diverse prevalence and impact of psychological ill health and a greater recog-
sectors three years. The research objective was to understand the nition of the importance of promoting mental health and well-being in
experiences of these organizations, measure their degree of Standard the workplace. The proposal presented to ISO built on developments
implementation and identify barriers and facilitators with regard to the in the UK and Canada. In the UK, PAS1010 was introduced by the
implementation process. This presentation will summarize the findings British Standards Institution in 2011 following the development of the
from this project and provide recommendations for successful imple- European Framework for Psychosocial Risk Management (PRIMA-EF).
mentation of standards intended to improve workplace psychological PAS1010 was the first standard in this area globally and it is a guidance
health and safety. standard. This was followed by the development of the first auditable
standard on psychological health and safety in the workplace that
Implementing the Quebec Healthy Enterprise Standard: The role was introduced in Canada in 2013. The presentation will provide an
of line managers’ attitudes and behaviors update on the development process of ISO45003 which is due to be
launched in 2021.
Caroline Biron (Université Laval)
In Quebec, the “Healthy Enterprise Standard” (HES) is becoming
an influential motivator for organizations wanting to improve and
structure their preventive efforts. Despite the increasing interest for Salon 10
obtaining a certification or an award for being considered a proactive
organization, there is little known regarding the factors influencing
Use of a Workplace Best Practices
the implementation of interventions in the framework of a voluntary Measurement Tool to Support Strategic
standard. This presentation describes the results of a study on how the Planning, Collaboration, and Program
Psychosocial Safety Climate (PSC) influences managers’ attitudes and Integration
its resulting association with perceived benefits regarding the effects
Sara Johnson (Pro-Change Behavior Systems)
of interventions relating to psychosocial constraints and management
practices. The results highlight the role of practices, policies, and proce- The workplace has been identified as a strategic setting for influ-
dures, and how they enable line managers in adopting attitudes and encing the health and well-being of adult populations, as a majority
behaviors that support the implementation of interventions. of the U.S. population spends a significant amount of time in their
workplace. Socio-ecologic models support the need to attend to envi-
Why is it so hard to go beyond healthy lifestyle activities in the ronmental factors that influence health behaviors and downstream
implementation of Standards for workplace psychological health health outcomes. Several assessment instruments have been devel-
and safety? The case of the Healthy Enterprise Standard oped to identify evidence-based strategies employers can use to
promote employee health outcomes, but many are quite long and
France St-Hilaire (Université de Sherbrooke) create significant burden for organizations to complete, making them
While it is now well established that intervention on psychosocial risk challenging to use as part of workplace health promotion research.
factors improve mental health at work, intervening in primary interven- The Health Enhancement Research Organization (HERO) Health and
tion is still a challenge for the organizations. Standards and guidelines Well-being Best Practices Scorecard in Collaboration with Mercer
are frames of reference to support organizations in the implementa- (HERO Scorecard) is a tool that takes an average of 45 to 60 minutes
tion of interventions. The Healthy Enterprise Standard (HES) targets to complete. A recently published study was conducted to identify
four areas: Lifestyle, Work-life balance, Workplace environment and a reduced set of measures from the HERO Scorecard applicable for
Management practices. The aim of this presentation is to present research purposes and to examine the reliability and validity of the
original data in order to provide a better understanding of the levers shorter version. This session will provide an overview of the HERO
and obstacles involved in the implementation process of a voluntary Scorecard and briefly describe the research supporting the utility and
standard to reduce exposure to psychosocial risk factors.These results applicability of the new shortened version for use in workplace health
will contribute to better understanding levers and obstacles in orga- promotion research. Additionally, it will demonstrate how working
nizational interventions within the framework of a voluntary standard. across segments in an organization to complete the HERO Scorecard
allows it to be used as a tool not only for research, but also for increased
collaboration, integration and strategic planning.
236 WORK, STRESS AND HEALTH
F R I D AY
Independence Ballroom B Philadelphia Ballroom South
Working Outside the Ivory Tower: Modelling the Healthy Work Design and Well-
Insights and Advice on Occupational Safety Being Domain: An Interactive Forum
and Health Careers
PAN E L
SYMPOSIUM
Chair: Rene Pana-Cryan (NIOSH)
Chairs: Ashley Nixon (Willamette University) , Irvin Schonfeld (City
Presenters: Naomi Swanson (moderator), Tim Bushnell, Claire Caruso,
University of New York)
Heidi Hudson, Jeannie Nigam, Brian Quay, Tapas Ray, Jessica Streit,
Participants: Tim Bauerle (NIOSH) , Kristin Saboe (Boeing) , Kizzy Sara Tamers (NIOSH)
Dominguez (K Parks Consulting) Background. During this interactive panel presentation, we will pres-
This symposium is being submitted by the SOHP Education and ent a model on the domain of the Healthy Work Design and Well-
Training Committee as part of a three-part series targets issues relev- being (HWD) Cross-Sector, one of the seven cross-sectors within the
ent for Education and Training in OHP as well as career development. research portfolio organized and supported by NIOSH for the nation to
This series follows a tutorial session that describes the knowledge and advance the research in occupational safety and health and its transfer
skills needed in today’s occupational safety and health workforce. This to practice. The HWD Cross-Sector focuses on protecting and advanc-
session focuses on career development and opportunities outside of ing the safety, health, and well-being of workers by improving the
academia, whereas the others focus on development and changes design of work, management practices, and the physical and psycho-
research programs, and best practices in teaching across a variety of social work environment. HWD’s holistic perspective focuses on how
settings. work affects overall safety, health and well-being, including physical,
Occupational safety and health (OSH), especially occupational psychological, social, and economic aspects.
health psychology, is a rapidly expanding interdisciplinary field that The HWD model considers work-related proximal (e.g., fatigue,
focuses on enhancing the quality of working life through promoting, stress), safety, health, economic, and other well-being outcomes for
developing, and evaluating workplace health and safety-related initia- workers, and their consequences for their families, employers, and
tives. OSH scholars and practitioners draw from various disciplines, society overall in a holistic way that extends beyond injury and illness
including (but not limited to) psychology, occupational and preventive reductions. Within the model, outcomes are presented at four levels of
medicine, public health, epidemiology, engineering, industrial hygiene, analysis, including the worker-level, family-level, organizational-level,
ergonomics, health physics, nursing, and law to develop sound theory and societal-level. When determining potential outcomes, it is critical
and practices for protecting and promoting worker safety, health, and to examine the different effects of work design for the groups on each
well-being. Given the interdisciplinary nature of the OSH field, as well level of analysis. Workers suffer or benefit in ways that may differ from
as the growing focus on safety and well-being at work, there is a wide the ways organizations gain or benefit. In this interactive session we
range of career opportunities available. The purpose of this panel is to will provide a summary description of each level of analysis, describe
bring together individuals who have experienced a range of careers possible metrics, and illustrate examples of each.
outside of academia, including careers with government agencies, and We will also present four levels of determinants of worker well-be-
in private industry, including consulting and a Fortune-50 company. ing and their consequences for others, including: market and societal
This panel aims to describe a variety of paths for those looking to factors that affect how employers recruit and manage workers, and
advance their careers outside of academia, including how they pursued thus worker well-being; organization and job level determinants; and
their careers, found opportunities, and developed insights that helped worker level determinants.
their careers progress. Each panelist will present for approximately 7-8 Market and societal factors affect how employers recruit and
minutes, followed by a 10-15-minute general discussion with the audi- manage workers, and thus worker-well-being. Many of these factors
ence. The session will end with a 25-minute break out session, where fall into broad groups: markets, regulation, availability of guidance, and
the audience can network with individual panelists, and each other, availability of services. Additional important factors include the charac-
for additional tips and discussion. Specifically, there are three learning ter of the educational system; social insurance programs; taxation and
objectives designed in this panel. economic incentives for worker safety, health and well-being; transpor-
1. Attendees will learn about a variety of best practices to guide their tation system and land use patterns; and social and cultural influences.
transition into careers that are outside of academia. Organization and job level determinants of worker well-be-
2. Attendees will learn about ways to navigate their careers as well ing include: the overarching mission and values of the organization;
as the pitfalls, advantages, and disadvantages of applied careers in ownership structure and priorities; organizational culture; the scale of
OSH-focused position, from a variety perspectives. investment in facilities and equipment, R&D, and market and customer
3. Attendees will be able to network with others of similar interests development; the scale and type of investment in workers; the location
through the break out sessions, and be presented with opportunities and divisional segmentation of operations; subcontracting; organiza-
to initiate new professional network connections. tional structures for reporting, communicating, and decision-making;
contractual agreements with workers; job design; supervision, including
monitoring, performance evaluation, and incentives; technology-driven
organizational communications; and hours of work and work schedules.
237 WORK, STRESS AND HEALTH
F R I D AY
Worker-level determinants include physical and physiologic, Instead, they may seek guidance from outside the organization, but
psychological, emotional, cognitive, financial, behavioral, social, and that is where difficulties can arise. There is a plethora of information
experiential determinants. on the internet, but the veracity of claims and reliability of sources is
Interactions among different level determinants will be discussed often unclear. Organizations, especially those without a well-devel-
and some illustrative examples of the different elements of model oped OD or HR department, may struggle in determining what is sound
components will also be presented. advice from what is snake oil. A myriad of vendors and consultants
The audience for this session includes mainly researchers but are available to peddle the latest and greatest approach to improving
should also be of interest to others, including health and safety profes- engagement, happiness, well-being, and stress levels, all based on the
sionals, practitioners, and human resources professionals in industry, assumption that improvements in these areas will lead to improved
labor, academia, and government. Panelists and the audience will be performance, revenue, and bottom line results. From wellness programs
asked to interact on the current model and discuss ways to expand to mindfulness training, organizations are continuously being led to
or improve it. Because HWD represents an intersection of the broad believe that various vendors offer a panacea for improving engagement,
areas of Work organization and stress-related disorders, Total Worker happiness, well-being, and stress.
Health®, and Economics, the content of this session should be of inter- This session is designed to help stimulate conversation among
est to many conference attendees. scientists and practitioners regarding current and future challenges
Discussion may include ways to expand or improve the model. After to improving work-related stress and well-being. The session will be
presenters have delivered their short overviews, the moderator will chaired by the head of psychologically healthy workplace educational
invite comments and questions from the audience. The moderator will efforts at the American Psychological Association. He will provide an
sets limits for audience remarks as needed in order to allow for wide overview of stress and well-being and how psychologically healthy
participation. The moderator will have prepared questions for panelists workplace practices can be leveraged to address those issues. He
in case audience participation is limited. will then moderate a discussion around more practical issues that
exist when it comes to researching and improving work-related stress
and well-being. Issues that will be specifically discussed include the
following: (1) difficulties surrounding ways to operationalize stress and
Independence Ballroom A
well-being, (2) faulty assumptions that exist (and are often promul-
Stress and Well-Being Today and Tomorrow: gated by vendors and consultants) when it comes to stress and well-be-
ing, (3) how various non-work factors (e.g., financial stress, home life)
Practical Challenges for Scientists and can affect work-related stress and well-being (and how organizations
Practitioners might address that), (4) workplace trends and anticipated challenges
that employers will need to respond to in the future, and (5) ways to
PANEL
promote better collaboration between researchers and practitioners
in these areas.
Chair: David Ballard (APA) The session will include the following panelist expertise: (1) an
academic researcher, (2) an external consultant, and (3) an internal
Panelists: Matthew Grawitch (Saint Louis University), Bob Merberg organizational change agent from an organization that has received
(Jozito LLC) Brenda Massanet (Empacadora Hill Brothers)
national recognition for their psychologically healthy workplace prac-
Though work-related stress and well-being have been researched for tices. Each panelist will focus on adding unique insights to the questions
decades, it often appears as though little progress is being made on posed by the moderator of the panel. The session will be structured as
these fronts. American Psychological Association (APA) public opinion follows. First, the session chair will provide an overview of the session
polls show, at best, modest improvements from year to year. According and introduce audience members to the Psychologically Healthy
to APA’s 2018 Work and Well-Being Survey (APA, 2018), 35% of work- Workplace framework and its key components. He will then provide
ing Americans report experiencing chronic work stress, a sizeable a brief introduction of the panelists and allow each panelist to offer
minority of the workforce. Further, only 41% of respondents reported an initial statement regarding their perspectives on a psychologically
that their organization provided them with the resources they needed healthy workplace. He will then pose some initial questions to the panel
to manage stress. and moderate the discussion that follows. Audience questions will be
Grawitch, Ballard, and Erb (2015) argued that various types of taken throughout the session.
psychologically healthy workplace practices (e.g., work-life balance,
employee involvement, health and safety) could be better leveraged by
organizations to improve stress and well-being. At its core, a psycho-
logically healthy workplace is truly about the existence of a culture
that recognizes the interplay between employee well-being and orga-
nizational functioning (Grawitch & Ballard, 2016). Because there is
no one-size-fits-all approach to creating a psychologically healthy
workplace and smaller employers often lack the internal expertise
to design, implement, and evaluate a custom set of practices them-
selves, organizations may have difficulty developing effective practices
that are aligned with their culture (Posthuma, Campion, Masimova, &
Campion, 2013).
238 WORK, STRESS AND HEALTH
F R I D AY
6:00–6:30 p.m.
Philadelphia Ballroom South
Society for Occupational Health
Psychology Business Meeting
Open to All Conference Attendees
6:30–8:30 p.m.
Philadelphia Ballroom North
SOHP-Hosted Reception
Open to All Conference Attendees
239 WORK, STRESS AND HEALTH
NOVEMBER 9
S AT U R D AY
240 WORK, STRESS AND HEALTH
S AT U R D AY
8:00–9:00 a.m.
Liberty Ballroom B
Poster Session 3
National and International Initiatives, Laws, account for the complex survey design and survey non-response using
SAS-callable SUDAAN v11.0 software. The statistical significance was
Regulations, Policies and Collaborations; Global
set at p-values less than 0.05.
Standards Results. Among US male workers, the prevalence of LTPIA
decreased from 37.2% in 2004 to 23.3% in 2017 (slope = -1.10% per
A-1 year, p-value for trend < 0.0001). The pattern was similar among
female workers (slope = -1.09%, p-value < 0.0001). The prevalence
Temporal trends in the prevalence of cardiovascular disease and
that of leisure-time physical inactivity among older US workers: of CVD decreased from 16.4% in 2004 to 13.9% in 2017 (Slope =
The National Health Interview Survey 2004-2017 -0.24%, p-value = 0.0003) among male workers, while it decreased
from 11.5% in 2004 to 9.9% in 2017 (Slope = -0.11%, p-value = 0.0349)
Penelope Allison (NIOSH) among female workers. The decline in LTPIA was positively and highly
Statement of the Problem: In modern industrial society, a sedentary correlated to the decline in CVD among male workers (ρ = 0.631,
lifestyle is a serious problem. Physical inactivity increases the risk of p-value = 0.0156), and was moderately correlated among female work-
coronary and cerebrovascular disease, hypertension, diabetes, cancer, ers (ρ = 0.516, p-value = 0.0586).
and being overweight. According to a study using the Behavioral Risk Practical implications. Reducing the prevalence of LTPIA among
Factor Surveillance System (BRFSS) data, the prevalence of self-re- older workers could provide many health benefits for workers and
ported physical inactivity ranged from 19% to 34% among US adults employers, including increased productivity in worksite and decreased
in 2017. Most employees in industrialized countries work in offices healthcare costs.
and other sedentary work environments. A recent study reported that Conclusion. The prevalence of both LTPIA and CVD declined
the prevalence of physical inactivity among US workers has rapidly dramatically among older US workers over the 14 years study peri-
decreased over the past decade from 36% in 2005 to 25% in 2014. The ods. The correlation between LTPIA and CVD was stronger among
prevalence of physical inactivity among older workers (aged 50 years male workers than female workers. The authors speculate that the
or older) is unknown. It is plausible that older workers be less active low prevalence of CVD and slow decline trend of CVD among female
as compared to younger workers due to fragility or existing disease. workers might be the reasons that the correlation between LTPIA and
Therefore, our objectives of the present study were to 1) investigate CVD was not significant. Additional years of data on LTPIA and CVD
temporal trends (2004-2017) of the prevalence of leisure-time phys- are needed to improve our ability to understand these temporal trends
ical inactivity (LTPIA) and cardiovascular disease (CVD) among US and their correlations.
workers and, 2) compare temporal trends in the prevalence of LTPIA
with that of CVD. A-2
Procedures. Annual data were obtained for adults from the National
An Indentured Servant: The Impact of Green Card Waiting time on
Health Interview Survey (NHIS) 2004-2017. The total initial sample
the Life of Highly Skilled Indian Immigrants in the United States of
size for those persons interviewed in the NHIS Sample Adults survey
America
(aged 18 years or older) in 2004−2017 was 419,326. For analysis of
older US workers, we excluded adults who were less than 50 years old Christopher Cunningham (The University of Tennessee at Chattanooga)
and who were not working during the week prior to their interview such The present study demonstrates for the first time the work and nonwork
as students, housekeepers, the unemployed, and the retired. The final impacts of the archaic immigration system in the United States of
sample size used in our analyses of older workers was 76,120. Leisure- America (US). Specifically, we studied how green card waiting time
time physical inactivity was defined by the 2008 Physical Activity impact Indian immigrants in the US at work and outside of work, in their
Guidelines for Americans as leisure-time aerobic activity that was families and communities. A “green card” is a permanent resident card
none or less than 10 minutes per week. CVD was defined as having one that grants permanent work and living rights to immigrants who are
of the following outcomes that was diagnosed by a doctor or health otherwise employed on a temporary work visa (e.g., H-1B visa issued
professional: coronary heart disease, angina, heart attack, or stroke. to foreign workers working for US employer in a specialty occupation).
Analyses. Prevalence estimates were age-adjusted and were Despite massive changes in the globalization of work, overall strength-
computed by the direct method by applying age-specific rates in the ening of the US economy, and growth of populations worldwide, the
2010 US workers population to a standardized age distribution. Age American government has not updated its quota-based system for legal
was classified into five groups: 50-54, 55-59, 60-64, 65-69, and 70+ immigration since 1990 (Migration Policy Institute, 2016).
years, and the 2010 US workers standard population was provided The current equal quota system poses major challenges and creates
by US Bureau of Labor Statistics. Temporal trends in LTPIA and CVD strong feelings of unfairness and injustice among immigrants from
were derived from a weighted regression fitted to the design-adjusted more (vs less) populous countries. As one example, Indian immi-
prevalence. LTPIA and CVD trends were compared by visual inspec- grants (from a highly populous country) experience extremely restric-
tion and by Spearman’s correlation coefficients (ρ). To attain unbi- tive per-country immigration limits compared to immigrants for less
ased estimates from the NHIS data, all analyses were weighted to populous countries, resulting in absurdly long waiting times for green
241 WORK, STRESS AND HEALTH
S AT U R D AY
card (permanent residency) processing. As of April 2018, there were economy. Our present findings illustrate many serious implications
632,219 Indian immigrants (including their spouses and minor children, associated with the current green card delays and other proposed
and 306,400 working Indian immigrants) waiting for a green card and visa-related policy changes on immigrants and their spouses, families,
the current waiting time is 151 years for the EB-2 (Advanced degree) and communities.
category (CATO Institute, 2018). Most highly skilled Indian immi-
grants to the US fall within the EB2 category. In short, these immigrants Interventions in the Workplace
may never receive their green card in their lifetime and this presents
substantial work and nonwork health and well-being complications for B-1
these individuals. Indian immigrants to America face a dire situation
Understanding Barriers and Enablers of Safety Behaviour in the
due to the current US immigration system and its policies.
Rail Industry Using a Theoretical Domains Framework (TDF)
The present study is timely (given the current American and global
Questionnaire
political climate) and was conducted in September 2018. Qualitative
and quantitative data were gathered from 1042 Indian immigrants (i.e., Michael Steer (Leeds Beckett University)
individuals born in India, who expatriated to the US as adults) working In the UK rail industry, there is a widely held view that an ‘accident
within the US. Our findings show that 93.4% of our participants are very plateau’ exists, where traditional health and safety measures have
concerned about current green card waiting times in the US. In addition, exhausted their value and are unable to drive continued improvements
70% of our respondents reported seriously thinking about emigrating (Morgan and Webster-Spriggs, 2015). Statistics reveal that non-fatal
to a more visa-friendly country (e.g., Canada); 30% of respondents or lost-time accidents remain consistent despite continued safety
had already applied for permanent residency in a visa-friendly coun- management efforts (Office of Rail and Road, 2018). The development
try and 9% of respondents had already obtained permanent residency of safety initiatives aimed at improving safety behaviour are hampered
in a more visa-friendly country. Furthermore, our quantitative results because behavioural antecedents are usually unknown. While there
and qualitative (using Nvivo 12 software) results show that delays in have been significant efforts, it is argued that research and interven-
receiving a green card is causing work-related issues (e.g., job inse- tions, particularly those that are behavioural-focused, are plagued by
curity, wage stagnation, lack of promotion opportunities, business a lack of theory, poor methodology and inappropriate conceptualisa-
travel issues and inability to pursue entrepreneurial opportunities) tions of constructs (Christian, Bradley, Wallace and Burke, 2009). To
and nonwork-related issues (e.g., financial insecurities, personal travel address this and consistent with the Safety II paradigm of exploring
issues, and health issues such as stress, fear of unknown, frustration work-as-done (Holnagel, 2014), our paper will propose a best-practice
and chronic health issues). approach for understanding and addressing individual and contextual
These figures essentially constitute a form of “country turnover factors that may influence safety behaviour.
intention” that we estimate (given the overall population of Indian Once safety behaviour(s) of concern have been identified, this
immigrants in the US) could lead to potential direct costs to American approach initially involves developing a comprehensive questionnaire
organizations of between $19,303,200,000 and $54,261,724,160. to measure individual and contextual factors that may influence safety
These are costs that could be avoided with thoughtful and careful behaviour. The developed questionnaire has a strong theoretical and
revision to US immigration policies. The identified work and personal or empirical basis, being based on the Behaviour Change Wheel (BCW),
family issues caused due to green card waiting time could also result in underpinning COM-B model and Theoretical Domains Framework
indirect losses to organizations. Emigration of these skilled immigrants (TDF), which draw on 33 behaviour and behaviour change theories
to a more visa-friendly country creates brain drain and loss of talent to identify 14 influential factors that may act as enablers or barriers
(e.g., Bloomberg Businessweek, 2018). Burnout within this population of behaviour (Cane, Connor and Michie, 2012; Michie et al., 2005;
is also a potential consequence associated with the chronic nature of Michie, Atkins and West, 2014). Here, behaviour is seen as the result
immigration-related uncertainty (Bakker, Van Emmerik, & Van Riet, of an individuals’ capability, opportunity and motivation; with these
2008). Further, burnout has been positively associated with stress, being underpinned by specific factors such as ‘Knowledge’, ‘Beliefs
health problems and negatively associated with job satisfaction and about Capabilities’ and ‘Environmental Context and Resources’. To
performance (Blix, Cruise, Mitchell, & Blix, 1994). For example, among promote safety behaviour, particularly influential barriers identified
health professionals, burnout has been positively associated with medi- using the TDF-based questionnaire should be addressed using estab-
cal errors (Shanafelt, Bradley, Wipf, & Back, 2002), sleep deprivation lished taxonomies of behaviour change techniques and interventions
(Vela-Bueno et al., 2008), poor quality of care (Shirom, Nirel, & Vinokur, (Cane, Richardson, Johnston, Ladha, and Michie, 2014; Michie et al.,
2006) and low ratings of patient satisfaction (Vahey, Aiken, Sloane, 2013; Michie et al., 2016). Significant employee consultation should
Clarke, & Vargas, 2004). The implications here, therefore, are that even continue throughout the process, from questionnaire development,
if these immigrants remain employed in the US, the stress associated questionnaire completion, discussion of barriers, and specific design
with their immigration-related experiences may lead to burnout-like and implementation of interventions. It is argued that intervention
symptoms and have negative effects on the overall performance and efficacy is likely to be greater due to this theoretical, participative,
productivity of these individuals and their employing organizations. evidence-based approach that directly targets barriers to safety.
The present findings are important for policy makers and organi- While originally used in the Health Psychology domain, the BCW
zational leaders who are struggling with immigration-related policy approach, COM-B model and TDF Framework are frequently being
making and system management. For the past 28 years, major deci- used to understand factors influencing various behaviours. For exam-
sions regarding the American immigration system have been in peri- ple TDF-based questionnaires are reported to be particularly effective
odic limbo that needs to be resolved soon (Migration Policy Institute, in collecting data to understand enablers and barriers to behaviours
2016). This period of static immigration policies is detrimental to the relevant to physical activity (Taylor, Lawton and Conner, 2013; McParlin,
future economic vitality and competitiveness of the US and the global Bell, Robson, Muirhead, and Araújo-Soares, 2017), procedures
242 WORK, STRESS AND HEALTH
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promoting patient safety (Huijg et al., 2014b; Isenor et al., 2018), and evaluation frequency, i.e. half the number of evaluations, whilst the
workplace recycling (Gainforth, Sheals, Atkins, Jackson and Michie, other group (n = 37) maintained the pre-study evaluation frequency.
2016). To date however, TDF/COM-B based questionnaires have not Three variables reflecting three dimensions of energy mobilization
been used to understand workplace safety behaviour, despite claims were assessed at baseline and after 6 and 12 months of intervention,
that this would be beneficial (Chadwick, 2018; Michie et al., 2014). respectively: mental energy (self-rated psychosocial energy mobiliza-
Our paper describes the application of a TDF-based questionnaire tion), testosterone (anabolic energy mobilization, or energy recovery),
to understand safety behaviour in the UK rail industry. This structured and thyroid-stimulating hormone (catabolic energy mobilization, or
approach is preferential compared with the limited number of exist- energy release).
ing informal methods that rely on exploring potential barriers through Analyses. Based on Ordinary Least Squares estimation, analyses
safety conversations. We propose a best practice approach involving a were performed using SPSS for a mixed-model analysis of variance
number of steps. The initial step involves identifying safety behaviours (ANOVA) with time point as a within-participant variable and group
of concern, these should be in need of improvement to ensure that this as a between-participant variable. Differences in demographics, health
approach is of evident and practical value. For example, we identified behaviours, and energy variables at baseline were analyzed using inde-
five safety behaviours of concern by analysing how they can relate to pendent-sample t-tests or chi-square tests. Paired-sample t-tests were
outcomes differing in severity and their applicability/relevance across used to test for energy variable changes within participants between
the business. It is proposed that a best practice approach will involve time points. Univariate analysis of covariance (ANCOVA) tested for
mass collection of data and analysis to identify the strongest enablers differences between participants in the two groups at the 6-month
and barriers to safety behaviour, within and across business functions. and 12-month time points, adjusted for baseline values. Significance
Following this, to address specific barriers, proposed behavioural and was set at alpha < .05, 2-sided.
policy/business interventions in the BCW and established taxonomies Results. There were significant improvements across groups in
should be referred to (Cane et al., 2014; Michie et al., 2013; Michie testosterone. Participants treated with lower evaluation frequency
et al., 2016). Once potential intervention functions and behavioural showed a lagged decrease in mental energy scores and a prolonged
change techniques have been identified, involvement from workers lead increase in thyroid-stimulating hormone levels, indicating a
should be encouraged to gather further thoughts/perceptions on iden- prolonged increase in central nervous system activation
tified barriers and potential interventions. We have begun to establish Discussion and practical implications. This is the first study that
this best-practice approach through the development and use of a examines effects of scheduled performance evaluation on biological
‘generic’ TDF-based questionnaire that can be adapted to understand and psychosocial energy mobilization and the results suggest that,
various safety behaviours in the UK rail industry (and likely beyond). regardless of frequency, scheduled performance evaluation has posi-
Items were heavily inspired by existing TDF-based questionnaires tive health effects via anabolic energy mobilization, and negative health
and interview questions (e.g. Huijg, Gebhardt, Crone, Dusseldorp, and effects via catabolic energy mobilization when evaluation frequency is
Presseau, 2014a; Huijg et al., 2014b; Michie et al., 2005; Taylor et al., significantly lower. This study also shed new light of the importance of
2013). The questionnaire has since been administered to over 350 both assessing self-reported and more biological outcomes, in addition
workers within a rail construction and maintenance organisation, to to production demands, when assessing the impact on efficiency and
identify enablers and barriers of the five safety behaviours previously health from different performance evaluation schemes, (Anderzén &
mentioned. Immediate next steps will now involve conducting analyses Arnetz, 2005).
to determine the factor structure of the questionnaire, validity testing,
and identification of enablers and barriers. Following this, we intend to
B-3
follow the proposed best practice approach outlined above.
How Daily Barriers and Facilitators Affect Healthy Choices,
Performance, and Stress: A Daily Diary Study
B-2
Joseph Mazzola (Meredith College)
The impact of scheduled performance evaluation on psychosocial
and biological employee energy markers: An organizational Obesity rates have steadily grown in the United States with approx-
intervention imately 69% of the U.S. population being classified as overweight or
obese (National Institute for Health, 2017; Ogden, Carroll, Kit, & Flegal,
Ingrid Anderzén (Dept. of Public Health and Caring Sciences) 2012). Furthermore, the global prevalence of those classified as over-
Background. Organizations increasingly use more detailed and diverse weight or obese has increased by 27.5% for adults and an alarming
performance information in scheduled performance evaluations (SPE) 47.1% for children since 1980 (Ng et al., 2014). Proper health behavior
to energize employees and motivate them to work more efficiently (e.g. involves a limited but sustainable number of calories with the correct
van Veen-Dirks, 2010; Put & Bouckaert, 2011). Research suggests that nutrients (Ard, Miller, & Kahan, 2016), as well as attaining physical
scheduled (SPE) impact energy mobilization in employees. activity that counterbalances those calories consumed and strength-
Aim: This study examine whether and how a one-year, structured ens the body (Delany, Kelley, Hames, Jakicic, & Goodpaster, 2014). It
SPE intervention program impact energy mobilization in employees, should be noted that there is a direct and linear relationship between
measured both subjectively and biologically. The study also examined physical activity and health status, and physical activity serves as buffer
whether SPE frequency was causally related to energy mobilization. against many chronic diseases (Warburton, Nicol, & Bredin, 2006). In
Methods. In an organization using a set number but unscheduled order to achieve better employee health, the barriers and facilitators
performance evaluation, healthy women were randomized into two present in the workplace could be targeted to increase the chance of
groups that completed a scheduled, one-year performance evalua- success for organizational health promotion efforts.
tion intervention. One group (n = 36) was treated with a 48% lower
243 WORK, STRESS AND HEALTH
S AT U R D AY
Barriers are factors/characteristics that prevent or inhibit an individ- in practice employees are faced with multiple options. Especially in
ual from making a healthy decision in the workplace, while facilitators a context in which OHP interventions are delivered in a workplace
are those that promote or facilitate an individual to make such deci- health promotion department or managed through an external vendor,
sions. Underlying many of these barriers/facilitators is the Theory of participants may be faced with a “menu of options” (Goetzel, 2005).
Planned Behavior (Ajzen, 1991), which states that attitudes toward a Understanding factors that influence participant choice of intervention
behavior, subjective norms, and perceived control over behaviors lead may help researchers and practitioners develop programs that are more
to intentions to do something, and as long as nothing prevents some- attractive to participants and more effective in addressing their needs.
one from enacting his or her intentions, those intentions ultimately Little research has been performed examining influencers of inter-
lead to actual behaviors. The main mechanism by which barriers act vention choice. In fact, no research has been performed within the
in this model is to prevent someone who might have the intention to context of workplace health and safety interventions that the authors
eat healthy or exercise from actually completing the behavior. Mazzola are aware of. Within a clinical context, some research has been devoted
and colleagues (Mazzola, Moore, & Alexander, 2017) found that the to developing models of predictors of participant intervention prefer-
number of workplace barriers to healthy nutrition/exercise behaviors ence, but these models tend to be targeted toward a specific present-
on a given day was related to their respective health behaviors on ing problem (i.e. predictors of preference for clinical interventions for
that day. Furthermore, the number of workplace facilitators reported depression, Thornett, 2001). There is a need for a broader understand-
was even more strongly related to the healthy behaviors on the day ing of participant intervention choice that could be applied to multi-
they occurred. That same study found that barriers were presented ple outcomes and in non-clinical contexts. Thus, the current project
on 80% of workdays. This translates to barriers occurring on four out aims to use qualitative methods to identify predictors of intervention
of five days of the traditional workweek! Thus, this is something that choice when participants are presented with multiple options for OHP
employees face and must overcome on a nearly daily basis if they wish interventions.
to live a healthy lifestyle. Methods . Participants were 164 employed individuals from a vari-
For this study, 200 working professionals will be recruited to report ety of industries (M age = 36.04, SD age = 9.46, 54.3% female) who
on the barriers and facilitators present, their health-related choices, were randomly assigned to the experimental condition of a larger study
their self-reported performance, and their levels of stress for five sepa- that aimed to examine the role of participant preference in intervention
rate days across a two-week period. Participants will receive an email experience. Participants were recruited to participate in an online job
link on each day that they will be asked to report on their daily experi- stress management intervention through Amazon’s Mechanical Turk.
ences. Online administration will allow for the researchers to recruit a They were presented with one of two online job stress management
larger sample that is more representative of the population of working programs. The interventions could be considered low-dose, as they
professionals in the United States. By recruiting from a variety of orga- took approximately 20 minutes to complete.
nizations, the conclusions and inferences that can be made from the The two programs that participants were able to choose from
results of this study will be more likely to generalize to a wide range were Cognitive Behavioral Therapy for Stress Management and Skills
of settings (e.g., industries, organizations, etc.) than if this study did Training for Stress Management. The interventions were adapted from
not recruit from a variety of participants, industries, and backgrounds. an in-person intervention developed by a clinical health psycholo-
Data collection is planned for May-July 2019, with data analysis to gist (Collins, 2004) and the intervention creator reviewed all mate-
follow closely after. rials to ensure that they preserved the concepts and quality of the
This study aims to identify how barriers and facilitators effect work- original intervention. Participants were given an advertisement that
ing professionals’ health related choices at work, work performance, described the approach of each program and asked to select their
and health outcomes. It is anticipated that the results of this research desired program. Participants viewed an educational video on job
will identify practical ways for organizations and individuals to imple- stress management techniques, completed reflection questions, and
ment facilitators and reduce or eliminate barriers in daily workplace received handouts to download on major concepts. Immediately after
life. For instance, the results of this research will be vital for helping selecting their chosen program, participants were asked an open-ended
organizations: a) better understand how barriers to making healthy question (“Please describe why you chose this program”). The author
choices negatively impact working professionals’ performance and content coded for major themes using a qualitative analysis software,
health, b) better understand how facilitators to making healthy choices QDA Miner Lite.
positively impact working professionals’ performance and health, and Results. Results revealed that participants reported their interven-
c) to be better equipped to choose between potential workplace well- tion choices being guided by multiple factors. Frequencies can be found
ness programs. in Table 1. Participants’ choice was often informed by beliefs, such as
the beliefs about the cause of stress (22%), or beliefs about the possi-
bility of the changes promised by the program (8.5%). Choice was
B-4
also informed by a specific desired outcome, such as the promotion
A Qualitative Examination of Determinants of Intervention Choice of a positive outcome (14%) or the avoidance of a negative outcome
(8.5%) and the implicit expectation that one program was more inher-
Kristin Horan (University of Central Florida)
ently linked to that outcome.
Researchers and practitioners in occupational health psychology (OHP) Participants reported a degree of subjective liking, such as the
have dedicated effort to promoting the translation of research to prac- appeal of the intervention’s approach (11%), or certain perceptions,
tice through the use of interventions, or systematic efforts to produce such as perceived helpfulness or practicality (9.1% and 3.0% respec-
a desirable effect in the workplace (Schaufeli, 2004; Spector & Pindek, tively), that guided choice. Participants described choosing based on
2016). While published evaluations of workplace interventions often their envisioned use of the material in a certain environment (7.9%)
feature a tailored focus on a single intervention, it is possible that or the level of fit with their life, such as fit with their desires (6.1%) and
244 WORK, STRESS AND HEALTH
S AT U R D AY
needs (3.0%). Finally, participants reported using their knowledge and Comprehensive workplace wellness programs can lead to change
experiences to guide choice, such as seeking out a new skill when they at individual, social, and organizational levels (CDC, 2018). This is the
already have the alternative skill taught in the other program (4.9%). hope of the EMU wellness program, but also may be perceived as unde-
Discussion. Results revealed that when participants were given a sired change. With few resources at hand, it is important to continu-
choice between two stress management interventions, they reported ally engage all stakeholders. Difficulties in maintaining momentum in
that beliefs, desired outcomes, subjective liking, perceptions, envi- development and implementation arise in a low resource environment.
sioned use, level of fit, and knowledge and experience informed their A challenge is to expand the coalition and pool available resources.
intervention choice. This study performs initial work necessary to EMU has developed an Office of Health Promotion within the University
understand factors that may influence participant choice, which can to facilitate cohesion between faculty, staff, and students concerning
guide future qualitative examinations and model building efforts. wellness efforts.
The EMU Wellness program has produced a mission statement
and program goals. Preliminary needs assessment has taken place
B-5
and a variety of classes have been offered. Many facets to a success-
“Activating” EMU Wellness: Challenges in Development and ful workplace health promotion program are being explored, including
Implementation of a University Workplace Wellness Program. leadership support, wellness champions, business partnerships, and
John Sonnega (Eastern Michigan University) engagement with the local community. A variety of challenges exist
in developing and implementing a comprehensive workplace well-
Many Universities are investing in workplace health promotion
ness program: 1) the tendency to focus on individual level skills and
programs to address unhealthy behaviors. The public health case
training that may not be as effective on a population level for health
for developing and maintaining comprehensive workplace wellness
improvement; 2) The institutional level preference for process evalua-
programs (CWWP) is well documented. These programs are complex
tion rather than impact or outcome; 3) The tension between a business
and challenging for the health professional to implement. This can be
model and a public health approach. A justification of the program
even more trying when the workplace is experiencing budgetary stress,
largely in financial terms; 3) the question of the scale of the program.
such as is the case at Eastern Michigan. This presentation will describe
Coalition building is difficult; 4) Lack of independence in decision
the challenges in the development and implementation of a workplace
making. Organizational hierarchy is challenging; 5) Multiple views on
wellness program at a mid-sized Public University.
what constitutes evidence based quality research; and 6) Maintaining
The Eastern Michigan University (EMU) Employee Wellness
organization and momentum is a low resource environment. By explor-
Program was conceptually started in the beginning months of 2017,
ing implementation barriers and successes this presentation hopes to
with approval from HR administration. The initial goal was to organize
improve workplace wellness practice.
resources on campus and bring together stakeholders. A wellness
committee was formed in April 2017 made up of stakeholders from Work-Life-Family
Human Resources, Campus Unions, Faculty, Staff, and Students. During
this time the University was experiencing budget difficulties and few
resources were available. In this environment the program stalled. The C-1
program was reinvigorated in early 2018 and the committee expanded The resilient spouse: Understanding factors associated with
to include faculty from Public Health, Psychology and other disciplines. dispositional resilience among military spouses
Committee members, including other health professionals, are
Robert Sinclair (Clemson University)
often unfamiliar with each disciplines credentials and competencies.
An important goal for each member is to advocate for their profession Resilience encompasses both the potential capacity one has to be resil-
and communicate relevant research. One of the hurdles facing the ient and the actual demonstration “positive adaptation in the face of
health professional in workplace wellness is a shared understanding significant adversity” (Britt, Sinclair, & McFadden, 2013, p. 6). Military
of what is best practice and what is evidence based. With multiple organizations in particular have engaged in efforts to enhance resil-
stakeholders, including Human Resource superiors, it is sometimes ience of both soldiers and their spouses. Army spouses face includ-
problematic to communicate a shared vision. One overlooked barrier ing frequent moves, distance from kin networks, threat of harm to
in workplace wellness is competing messaging from opinion based soldiers, soldiers’ long duty hours, and family separations due to train-
rather than research based sources. Members may go to the popular ing and deployments (Bowen, et al., 2013; Palmer, 2008). Relatively
press for information. Some of these sources may provide summaries little research has examined characteristics associated with military
of valid research, or they may not. Communicating and advocating for a spouses’ resilience. Accordingly, we investigated trait resilience as a
professional framework of workplace wellness is an important first step contributing factor to spouses’ well-being outcomes as well as several
in establishing a program. Within this dynamic tensions may arise over antecedents of dispositional resilience to understand what factors
which level of prevention should be the primary focus. Counselors may contribute to resilience.
emphasize tertiary prevention efforts by enhancing employee assis- We investigated four outcomes reflecting adaption in response
tance programs, while public health professionals place importance to demanding events: general psychological distress, self-reported
on primary prevention (Keeping the well well). Similarly, stakeholders psychological health, sleep disturbance, and overall relationship
varied in which health topic was of importance. Without solid needs functioning. We expected that higher levels of resilience would be
assessment data (and even with data), workplace wellness efforts associated with better relationship functioning and higher levels of
often devolve in to a rotation of topics by month (a wellness wheel). psychological health, lower psychological distress and less frequent
Keeping the committee focused on outcomes rather than “easy PR sleep disturbance.
wins” is another challenge. Conservation of Resources theory (Hobfoll 1989; 2002) suggests
that antecedents of trait resilience are personal or situational factors
245 WORK, STRESS AND HEALTH
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that influence a spouse’s sense of their coping ability. We investigated Warner et al., 2009), interventions to promote spousal resilience repre-
several resource-related variables as potential antecedents including sent an important component of efforts to promote soldiers’ occupa-
spouse demographic characteristics such as age, race, education, and tional health.
employment status, soldier characteristics such as rank and deploy-
ment experiences, as well as psychosocial demands and resources
C-2
including the spouse’s reports of their own adverse childhood expe-
riences as well as their perceptions of support from their soldier, and Challenge-Hindrance Stressor Framework and Work-Family
the soldier’s mental health status. Outcomes: The Moderating Effects of Individual Learning Goal
Methods. The Army spouse data for this study consisted of 333 Orientation
spouses (all women). Most were white (74.5%), unemployed (70.1%), Danielle Cremeans (University of Washington)
married to enlisted soldiers (78.6%), and had children living at home
Stressful conditions at work can create high cost to both organiza-
(63.4%). About half were aged 30 or greater (48.3%), while 18.3%
tions and employees. According to Pfeffer (2018), organizations spend
were aged 18-24. About 1/3 (33.4%) had a bachelor’s degree or higher
around $46 billion in excess healthcare costs that are associated with
while 16.9% reported having a high school degree/GED; the rest having
high job demands alone. However, the costs of stress are not only due
some college or a two-year degree (49.7%).
to demands in the workplace. Pfeffer (2018) also found that organi-
Measures. We measured trait resilience with the six item (alpha
zations spend around $24 billion due to work-family conflict (WFC).
= .88) Brief Resilience Scale (Smith et al., 2008). We assessed
Therefore, it is clear that stress and work-family constructs play a vital
Psychological distress with measures of Depression (PHQ-9: Kroenke
role in both practice and research (Allen et al., 2000; Frone et al., 1992).
& Spitzer, 2002), Anxiety (GAD-7: Spitzer, et al., 2006) and PTSD
Our research focuses on challenge and hindrance stressors and
(PCL; Weathers, et al., 1993), averaging standardized scores on these
their influence on work-family enrichment (WFE) and WFC. Challenge
measures to create a composite general distress measure (alpha =
stressors are known to promote motivation and engagement (i.e.,
.90). Sleep disturbance was assessed with three items (alpha = .85)
positive stressors). Stressors that have been labeled as challenging
from the Insomnia Severity Index (Bastien, Vallieres, & Morin, 2001).
include an impending deadline, more responsibility, time stressors,
Self-rated health was a single item based on Ware, et al. (2001). We
and job complexity (Cavanaugh et al., 2000). Hindrance stressors are
assessed relationship functioning with the 10 item (alpha = .89) scale
often compared to challenge stressors and are seen as obstacles to
Marital Taxon Screen (Whisman, et al., 2009).
successful performance (i.e., negative stressors). Stressors that have
For predictors of resilience, we assessed Adverse childhood experi-
been labeled as hindering include role overload and role ambiguity
ences (ACEs) using a modified seven item (alpha = .76) version of the
(Cavanaugh et al., 2000). While the influence challenge and hindrance
scale from Felitti et al. (1998), social support with three items (alpha =
stressors on job performance have been researched in the past decade
.89) from the MOS Social Support Survey (Sherbourne & Steward, 1991),
(e.g., LePine et al., 2005; Peng et al., 2018), their influence on work-fam-
work-family conflict using a five-item (alpha = .93) scale adapted from
ily outcomes has attracted limited research attention.
Netemeyer, et al. (1996) and soldier’s current mental health status with
WFE has been defined as the extent to which experiences in one
one item asking whether spouses thought their soldiers needed mental
role (e.g., work) improve the quality of life in another role (e.g., family;
health treatment. Demographic measures included the soldiers’ rank
Greenhaus & Powell, 2006). The WFE construct in general is under-
(officer versus enlisted) and deployment history (how often soldier had
represented in the research, but specifically lacks research regarding
deployed for 30 days or more since September 11, 2001) as well as the
stressor antecedents. WFC can occur when an individual is faced with
spouse’s age, non-minority status (i.e., non-minority or not), employ-
incompatible demands between work and family roles (Greenhaus
ment status, number of children, church membership, and education.
& Beutell, 1985). Even though challenge stressors are seen as posi-
Results. As a set, the predictors (Table 1) explained a fairly large
tive, both challenge and hindrance stressors are seen to induce strain
proportion of the variance in resilience (R2 = .20, p < .01). The stan-
(Lepine et al., 2005).
dardized regression weights revealed five predictors accounting for
Hypotheses for the current study first examine main relationships
significant variance in trait resilience: non-minority status, social
between challenge and hindrance stressors with work-family outcomes.
support, work-family conflict, number of children, and the soldier’s
Specifically, we hypothesize that individuals who experience challenge
mental health symptoms.
stressors will report greater WFE; and that individuals exposed to
Table 2 shows the regression results for resilience as a predictor of
challenge stressors will report greater family-work enrichment (FWE).
health and well-being outcomes. After adjusting for the other variables,
Our third hypothesis predicts that individuals who experience both
resilience explained unique variance in all four outcomes with change
hindrance and challenge stressors will report more WFC. To extend
in R2 ranging from .02 to .07. Higher levels of trait resilience were asso-
our current understanding of how individual differences influence rela-
ciated with better well-being outcomes.
tionships between workplace stressors and work-family outcomes, we
Discussion. Although trait resilience is a potentially important influ-
examine learning goal orientation (LGO) as a moderator.
ence on military spouses’ well-being, it has received little attention
LGO refers to individuals’ preference for developing competence
in prior military research. We showed that several demographic and
through mastering challenging situations (Dweck, 1986). Individuals
psychosocial factors predict spouses’ trait resilience and demonstrated
high in LGO approach tasks with the intention of developing their
that resilience predicts several well-being outcomes. These findings
skills and abilities. The main focus of this research concerns LGO as
extend prior research on trait resilience, showing both how resilience
a buffer to the relationships between challenge/hindrance stressors
can contribute to spouses’ mental health outcomes and identifying
and work-family outcomes. There has been a call from the challenge
work and individual difference factors that contribute to resilience.
and hindrance stressors’ literature to look upon this construct (Lepine
Given that prior research shows that family-related stressors impact
et al., 2005) and the influence of this construct in the work-family
soldiers’ health and job performance (Erbes, 2011; J-MHAT-7, 2011;
246 WORK, STRESS AND HEALTH
S AT U R D AY
literature has not been heavily explored. Additionally, we hypothesize subordinates (Hammer et al., 2011). While the impact of FSS on health
that individuals who hold a high LGO will label ambiguous stressors has been supported, research regarding relationships between FSS and
as challenge-related. potential mediators to health, as well as the associations between FSS
All measures are drawn from published research. Predictors and and child health monitoring, have been largely unexamined.
criteria will be assessed a day apart to help reduce common method One pathway that may help explain why FSS can improve health is
bias (cf. Podsakoff et al., 2003). Surveys will be administered on the relationship between FSS and health behaviors, which is supported
Amazon’s online platform, MTurk. To be eligible for the surveys, partici- by resource theory. As stated by Edwards and Rothbard (2000),
pants must be employed and have at least one child under the age of 18 resources such as time, energy, or attention used in one domain cannot
years old currently living at home. Participants must also pass two out be used in another; accordingly, employees must allocate resources to
of the three quality check questions throughout each survey. Quality best satisfy both their work and family roles. Supervisors who are fami-
check questions will consist of clearly correct answers to help identify ly-supportive may enable effective resource allocation. For instance,
careless responding. Funding is in place and data collection is set to family-supportive supervisors may allow working mothers to adjust
begin by February 2019. Therefore, we are confident in having data their schedules in a way that permits them to avoid traffic and maxi-
in-hand and analyzed to present in time for the conference. mize their time resource. Additionally, social support research has
Multiple regression analyses will be used to test the main effects demonstrated that interpersonal support improves health behaviors,
between challenge stressors and WFE, challenge stressors and WFC, such as cigarette cessation (Murray et al., 1995). Following role theory,
hindrance stressors and WFC, as well as the interaction effects of LGO. it is hypothesized that FSS will be positively related to employee phys-
Data and analyses will be collected and analyzed before March 1st. ical activity (H1), employee fruit and vegetable consumption (H2),
The present study aims to make several research and applied contri- support for child physical activity (H3), and monitoring of child diet
butions. First, it aims to contribute to the gap in literature by identi- (H4).
fying the importance of applying the challenge-hindrance stressor Methods and Results. Participants were 177 employed mothers
framework to work-family outcomes. Second, it builds upon literature (mean age in years = 37.6) who worked 20 hours or more a week and
examining dispositional variables and their impact on WFC by answer- had an 8-11-year-old child who lived at home. Participants responded
ing calls for research considering positive work-family outcomes as to items at two timepoints related to family supportive supervision
well as person-by-situation interactions (Allen et al., 2012). Finally, (Thomas & Ganster, 1995; T1 α = .88; T2 α = .88), support for child
there is a longstanding need for research on work-family outcomes to physical activity (Trost et al., 2003; T1 α = .83; T2 α = .82), and monitor-
be more practically relevant (e.g., Kossek et al., 2011); and we believe ing of child diet (Birch et al., 2001; T1 α = .93; T2 α = .93). Additionally,
that incorporating challenge and hindrance stressors as well as LGO participants provided information on their physical activity and fruit
will help this need. and vegetable consumption at both timepoints. Relating to physi-
cal activity, measures from Godin and Shepherd (1997) were used
with participants reporting how many times on an average week they
C-3
did strenuous, moderate and mild exercise for more than 15 minutes.
Family Supportive Supervision for Working Moms: The Responses were weighted [strenuous (x 9), moderate (x 6), and light
Relationship Between Supervision and Health Behavior (x 3)] and then summed. Relating to healthful eating, participants
Joseph Regina (University of South Florida) reported on a 5-point scale how often they ate fruits and/or vegeta-
bles for breakfast, lunch, dinner, or as a snack; responses were then
Based on a sample of working mothers, we examined the associations
averaged. Both the physical activity and healthful eating responses are
between family supportive supervision (FSS), mother health behav-
formative constructs, and, thus, internal consistency is not applicable.
iors, and mother support for their child’s health behaviors across two
Correlations are presented in Table 1. At Time 1, FSS was signifi-
time periods. FSS is a work-related resource that may facilitate positive
cantly related to support for child physical activity (r = .19, p = .01),
personal and family health behaviors. Research shows that providing
supporting H3. None of the other expected relationships were signif-
FSS training can improve health outcomes (Hammer et al., 2011); our
icant. Following analysis of the Time 1 correlations, the relationships
study builds on this finding by examining the relationship between FSS
between FSS at Time 1 and the outcome variables at Time 2 were
and mother health behaviors, as these behaviors can precede health
examined. These results were not significant (p > .05). Thus, we found
outcomes (Michie et al., 2005). Additionally, it expands the study of
no support to indicate FSS is a lagged predictor of family health behav-
work and family to explore the relationship between supervision and
iors. Given these findings, FSS may have utility as a method to increase
mother-child interactions related to support for child health. Notably,
family health behaviors, but that effect may not persist over time. It
adult health behaviors are predicted by one’s childhood health behav-
may be that other aspects of the work environment not captured in
iors (Hancox, Milne, & Poulton, 2004), so findings have implications
the current study (e.g., flexible work arrangements) work in concert
for the long-term health of the children with working mothers. The
with flexible supervision in promoting family-related health behaviors.
results of our study are intended to guide organizations who value
employee well-being and extend the literature on FSS and its relation-
ship with health. C-4
As defined by Ganster and Thomas (1995), FSS occurs when one Copreneurial Commitment and Well-being in New Venture
has a supervisor “who empathizes with the employee’s desire to seek Development
balance between work and family responsibilities.” This support for
family can consist of emotional support, role modeling, instrumen- Sheila K. Hanson (university of North Dakota)
tal support, and/or creative work-family management (Hammer et The longitudinal study purpose is to examine individual and rela-
al., 2009), and it has been causally related to improved health for tional contributions to an entrepreneur’s perception of their spouse’s
247 WORK, STRESS AND HEALTH
S AT U R D AY
commitment to a new business venture both at start-up and one year assistants. A constant comparative method was used to analyze data.
after the launch of the venture. The theoretical grounding for the study Trained coders read the transcripts and collectively generated thematic
is Hobfoll’s Conservation of Resources theory of stress. Whether a codes. The objective of coding was to characterize patient-provider
spouse was involved in the new venture prior to its launching, whether communication about managing work and cancer treatment. Interviews
the spouse perceived the new venture to be a positive influence on their were coded by at least two coders to assure inter-rater reliability. To
couple relationship, and an entrepreneur’s positive global affect one further strengthen inter-rater reliability, the coders discussed areas
year after the launch predicted the entrepreneur’s perception of spou- that generated the most discrepancy, until there was 100% agree-
sal commitment to the new venture one year after its launch. Spousal ment. Codes were analyzed for key themes and organized into six key
involvement had the strongest influence on entrepreneur’s percep- domains, featuring themes and subthemes within each domain.
tion of spousal commitment followed by spousal expectation of the Results. Fifty breast cancer survivors were enrolled in the
business on their couple relationship and entrepreneur’s global affect. EMPOWER Study. Mean age at enrollment was 51(SD=10.3); 38%
Research implications as well as practical implications for consul- were black, 54% were white, and 8% identified their race/ethnicity
tants and clinicians working with family businesses and couples is as other. Nearly all were employed full-time at diagnosis, and 47%
also offered. were hourly wage workers. Of those enrolled, 48 (96%) completed
the three-month qualitative interview. The majority of women (83%)
reported PPC about managing work and treatment. Thirty-two percent
C-5
(n=13) discussed the survivor’s unique circumstances, and 68% (n=27)
Patient and Provider Communication about Cancer-Work had PPC discussions about cancer-work management that were more
Management among Recently Diagnosed Employed Breast Cancer transactional in nature (i.e., conversations that were brief and purpose-
Survivors ful). The majority of the time (42%) the conversations were initiated
Jennifer E. Swanberg (Providence College) by a member of the care team; only 23% (n=9) of PPC were initiated
by the women. Patient-initiated conversations were more likely to
Background. Cancer treatment can result in a range of physical and
be in-depth discussions related to the survivor’s cancer treatment
psychosocial symptoms that limit the ability to work during and after
in relation to work responsibilities. The majority of women received
treatment (Feuerstein, et al., 2010). Yet, many cancer survivors may
some type of assistance from a provider in making the management of
need or decide to continue to work during treatment (Vanderpool, et
cancer treatment and work easier. For instance, offering to be flexible
al., 2013; Swanberg, et al., 2017). Emerging research conducted on
with the scheduling of medical treatment, providing assistance with
cancer-work management indicates that survivors use many strategies
Family Medical Leave Act paperwork, or offering a treatment location
to maintain work during treatment (Sandberg, et al., 2014; Swanberg, et
closer to the survivors’ place of employment. Overall, 75% (n=30) of
al., 2017), including discussing cancer-work management with health
the women received some type of specific recommendation to help
care providers (Nichols, et al., 2017). National estimates indicate
the women with cancer-work management (e.g. recommend length of
that among cancer survivors employed at diagnosis about 70% had
time off, when to return to work). Ultimately, women decided whether
a conversation about with a health care provider about employment
or not to follow the provider’s recommendation.
(Demoor, 2018). Yet, limited research has explored employed survivors’
Conclusion & Implications. Increasingly, employed cancer survi-
experiences discussing employment and cancer-work management
vors continue to work during treatment. Although emerging research
issues with health care providers (Nichols, et al., 2017). To address
indicates that employers, managers and co-workers can ease the
this gap, this study uses data from the EMPOWER Study to describe
strain associated with managing cancer treatment and work, cancer
patient-provider communication (PPC) related to managing cancer
care teams can also play a role in patient’s cancer-management plans.
and work.
Similar to national trends, a large majority of breast cancer patients
Methods. The EMployment and Potential and Outcomes of
in this study had a conversation with their treatment provider about
Working through cancER` (EMPOWER) Study is a prospective longi-
cancer-work management. Yet, conversations initiated by providers
tudinal, mixed methods (qualitative and quantitative) pilot study
were brief and recommendations were offered, that the patient would
designed to evaluate how employment influences treatment deci-
decide to follow. In contrast, patient-initiated conversations were
sions among women diagnosed with breast cancer. Participants were
in-depth and resulted in tangible support. Further research is needed
enrolled between July 2017 and October 2018 and completed visits at
to better understand the content and quality of PPC about cancer-work
baseline, 3, 6, 9, and 12 months. Eligibility criteria included: (1) age 18
management and the immediate and long-term effects on a survivor’s
to 65, (2) primary diagnosis of new breast cancer within three months
overall well-being.
of enrollment, and (3) working 20 or more hours a week at diagno-
sis. Participants were identified through the University of Maryland
Medical Center and the University of Maryland St. Joseph’s Medical C-6
Center’s electronic medical records and screened for eligibility. Trained Intimate Partner Aggression and Victims’ Withdrawal from Work:
personnel collected demographic information, medical history and The Roles of Supportive Supervision and Partner Interference with
health status, social history, employment data, cancer-related data, Work
psychosocial adjustment, and financial well-being at baseline, and a
semi-structured qualitative interview was administered at the three- Carlo Isola (University of Calgary)
month visit to assess cancer-work decisions. Interviews were digitally Over 150,000 married or common-law partnered women in Canada
recorded and transcribed for coding and analysis. Participants were over the age of 25 experienced physical and/or sexual aggression at the
compensated with $20 cash or a gift card. Data Analysis Strategy. hands of their partners in 2014 (Burczycka, 2016). The negative effects
Transcripts were uploaded to ATLAS.ti and coded by trained research of such psychological and physical abuse are well documented and
248 WORK, STRESS AND HEALTH
S AT U R D AY
include higher rates of anxiety, worse physical health, higher psycho- absenteeism, and turnover intentions). Psychological and physical
logical distress, and higher rates of post-traumatic stress disorder IPA were each examined as focal predictor variables, controlling for
(Langdon, Armour & Stringer, 2014). By comparison, the effects of the non-focal form of IPA in each regression
intimate partner aggression (IPA) on victims’ work-related outcomes Results. Our first hypothesis was not supported: supervisor support
are not well known (LeBlanc, Barling, & Turner, 2014) and studies did not moderate the relationship between IPA and any of the work
that have examined the IPA-work outcome relationship have shown withdrawal outcomes (ps > .05). Hypothesis 2 was partially supported:
mixed findings. For example, Wettersten et al. (2004) and Swanberg partner interference in work moderated the relationship between
and Logan (2005) found that physical IPA is related to more frequent psychological IPA (b = 1.61, p < .01) and physical IPA (b = .88, p < .001)
absenteeism, higher partial absenteeism, and greater intentions to and absence frequency. Hypothesis 3 was partially supported: a signif-
turnover, while Reeves and O’Leary-Kelly (2007) found victims of icant 3-way interaction was found for physical IPA, supervisor support,
physical IPA do not report any more absenteeism or partial absentee- and partner interference with work, but not in the predicted direction.
ism than non-victims do. Moderators may explain these inconsistent Under conditions of high supervisor support and at least mean levels
results, and the purpose of our study was to examine the moderating of partner inference with work, victims reported less frequent absence
effects of supervisor support and partner interference in work on the from work as physical IPA became more severe, in support of the notion
IPA-work withdrawal relationship. that work can serve as a refuge. Under conditions of low supervisor
Hypotheses. First, we predicted that supervisor support would support and at least mean level of partner interference with work,
buffer the negative relationship between IPA and work withdrawal victims reported the same level of absence regardless of the severity
(hypothesis 1). Swanberg, Logan, and Macke (2007) found that of physical IPA.
employees who told someone at work about their victimization and
received social support were more likely to be employed than women
C-7
who did not disclose their victimization. Paired with the potential of
supervisors to maintain resource levels for an IPA victim (Hobfoll, 1989) Psychological Detachment from Home at Work for Well-being:
and their ability to adjust a victim’s schedule to help them manage The Role of Boundary Integration
their IPA (e.g., allowing them to seek social services on work time), we Kahlil King (Hofstra University)
hypothesized that supervisor support would moderate the relationship
Psychological detachment from work is defined as psychologically
between IPA and victims’ work withdrawal.
disengaging from work during nonwork time (Sonnentag & Bayer,
Second, we predicted that partner interference in work would exac-
2005). Gaining a psychological distance from ones’ work has been
erbate the negative relationship between IPA and work withdrawal
identified as a key contributor to recovery from work, which “can be
(hypothesis 2). Between 36% to 75% of victims experiencing IPA
seen as a process opposite to the strain process” (Sonnentag & Fritz,
also report that their partners have interfered with their employment
2007, p. 205). The relationship between psychological detachment
(Swanberg, Logan, Macke, 2006), so knowing whether partner inter-
from work and employee strain are strong (Sonnentag & Fritz, 2014),
ference in work exacerbates the IPA-work withdrawal relationship
most likely because failure to psychologically detach from work pres-
becomes important. Some abusers make it difficult for their partners to
ents continued exposure to job stressors.
maintain employment (Tolman & Raphael, 2000), and the number of
There is lively discussion of psychological detachment from work
ways an abuser sabotages a victim’s ability to get to work is related to
at home, however, a similar but under-examined twist is if and how
poor general health, mental health, and overall quality of life (Wathen,
individuals psychologically detach home at work. Job demands are
MacGregor, & MacQuarrie, 2018). Partner interference in work may
not the only catalysts for stress. Stressors can also be found in the
also indirectly affect employment by increasing the likelihood that the
home domain and individuals will possibly seek similar respite. To our
victim will have mental health problems (e.g., depression), and physical
best knowledge, only one study investigates possible consequences of
issues (e.g., chronic pain), making it more difficult for victims to find
psychological detachment from home (Sanz-Vergel, Demerouti, Bakker,
and maintain employment (Riger & Staggs, 2004; Tolman & Rosen,
& Moreno-Jiménez, 2011), therefore, there is limited information about
2001; Tolman & Wang, 2005).
its antecedents, outcomes and moderators. The workplace may provide
Finally, we predicted a three-way interaction between a victim’s
a haven for people where they can psychologically detach from home
experience of IPA, supervisor support, and partner interference in work
stressors. While at work, these individuals may be able to take advan-
on a victim’s work withdrawal relationship (hypothesis 3). Specifically,
tage of the time away from home and see work as a solace or escape.
under conditions of low supervisor support but not high supervisor
We conducted two studies to examine the nature and the effect of
support, we hypothesized that partner interference in work would even
psychological detachment from home at work. The purpose of Study
further exacerbate the IPA-work withdrawal relationship.
1 is to identify outcomes of psychological detachment from home and
Method. We conducted a secondary analysis of community
test a boundary condition that may have an impact on consequences.
data used in LeBlanc, Barling, and Turner (2014) gathered through
We hypothesized psychological detachment from home will result in
StudyResponse (n = 249). The measures of work withdrawal we used
decreased burnout at home and increased well-being, and that this
were partial absenteeism (e.g., taking longer than expected breaks),
relationship will be moderated by boundary integration.
absence frequency, and turnover intentions. We analyzed our data
Two-hundred and forty two participants, recruited from the general
with six hierarchical moderated regressions, two for each of three
population via mTurk, completed the following scales: Psychological
criterion variables (e.g., psychological IPA, supervisor support, part-
Detachment from Home (an adapted version the Recovery
ner interference, the 2-way interaction of psychological IPA and each
Questionnaire developed by Sonnentag and Fritz, 2003), Psychological
of supervisor support and partner interference with work, and 3-way
Well-being (Ryff & Keyes, 1995), Burnout at home (an adapted version
interaction among psychological IPA, supervisor support, and partner
of The Burnout Measure, Short Version by Maslach-Pines, 2005),
interference with work—on each of absenteeism frequency, partial
249 WORK, STRESS AND HEALTH
S AT U R D AY
and boundary integration behaviors (four items from the Boundary such that the overall 5-year relative survival rate for female breast
Management scale; Kossek, Ruderman, Braddy, & Hannum, 2012). cancer patients is now 90% (Siegel, 2012). Therefore, many survivors
Contrary to our hypothesis, psychological detachment from home are able to resume their everyday life during or following treatment
was found to be positively related to burnout at home. Burnout at (Pryce, 2007). In fact, 72% of women with breast cancer returned to
home was negatively related to overall well-being and its sub-dimen- work 3 months after diagnosis (Satariano & DeLorenze 1996). However,
sions (autonomy, mastery, growth, relations with others, purpose, these numbers are misleading as survivors still experience difficulties
and acceptance). Boundary integration moderated the relationship managing their work due to physical or cognitive side-effects (Maunsell,
between psychological detachment from home and burnout at home, Brisson, Dubois, Lauzier & Fraser, 1999). Researchers have yet to exam-
in that the positive relationship was stronger for employees with low ine role conflict due to incompatible work and health demands, thus the
boundary integration than for employees with high boundary inte- current study aims to fill this gap by examining work-to-health conflict
gration. Lastly, boundary integration moderated the indirect effect of and health-to-work conflict with a sample of breast cancer survivors.
detachment from home on well-being via burnout at home, in that the According to Conservation of Resources theory (Hobfoll, 1989),
indirect effect was stronger for employees low in boundary integration individuals possess a limited pool of resources that can be allocated
than for employees high in integration. to different domains of life. Stoddart (2014) proposed that in compari-
Using a qualitative approach in Study 2, our goal was to under- son to healthy workers, individuals with a chronic illness such as breast
stand the nature of psychological detachment from home while at cancer have diminished resources; therefore the demands of manag-
work and explore the possible reasons for the unexpected findings in ing an illness and one’s job duties is likely to create a conflict between
Study 1. We asked the participants if there are any aspects of home/ work and health.
family they are more interested in putting out of their mind while at Greenhaus, Parasuraman and Collins (2001) proposed that experi-
work. Eighty-three responses were content analyzed and we found ences of role conflict, specifically work-family conflict will lead employ-
that employees tended to put away home demands due to personal ees to withdraw from work in an attempt to eliminate conflict and
problems (e.g., financial issues or loneliness), other people (e.g., family numerous studies support this proposition (Boyar, Maertz, Pearson
members including spouses and children), and home responsibilities & Keough, 2003). The current study aims to extend these findings
(e.g., errands and chores). by examining the relationships between a new form of role conflict,
Taken together, the results suggest that psychologically detach- work-health conflict, specifically the relationship between work-health
ing from home might only provide a temporary cognitive relief from conflict and health-work conflict with intent to turnover due to health.
home stressors (e.g., financial issues, family member-related problems, Hypotheses 1 & 2: Work-health conflict (and health-work conflict)
errands); however, ignoring these home demands will cause them to will be positively associated with intent to turnover due to health.
linger or even become worse once the individual returns home. The Schedule control has been investigated as a key mechanism for
significant interaction between detachment from home and burnout managing multiple roles. Schedule control is an employees’ sense of
at home is consistent with this speculation. That is, when high psycho- control regarding the timing and location of their work, as well as the
logical detachment from home paired with low boundary integrating number of hours they work (Kelly, Moen, & Tranby 2011). Previous
behaviors, employees experienced highest burnout at home. There research has demonstrated a negative relationship between schedule
might be a difference in cognitive detachment and detaching behaviors; control and work-family conflict (Galinsky, Bond & Frideman, 1996).
boundary integrating behaviors allow employees to reduce the amount Schedule control may be especially important for breast cancer survi-
of home demands when they return home, thus, decrease burnout at vors with high health demands, as control allows them to alter their
home. Burnout at home played a critical role in predicting employees’ work schedules to attend to their health needs, thus reducing work-
overall well-being, as well as the well-being sub-factors, such as auton- health conflict and health-work conflict.
omy, mastery, growth, relations with others, purpose, and acceptance. Hypotheses 3 & 4: Schedule control will moderate the relationship
This study explores the consequences of psychological detachment between work-health conflict (and health-work conflict) and intent to
from home at work. If psychological detachment is a necessary step turnover due to health, such that the relationship will be weaker for
for recovery, then it we must understand what variables may aid or individual with high schedule control.
impede the process. Understanding how psychological detachment Method. Breast cancer survivors were recruited to participate in an
from home occurs can give employers insight to how employees can online survey. Eligible participants were at least 18 years of age, able
manage their stress while at work. Future research should examine the to speak and read English, ended active primary treatment for breast
antecedents of detaching from home, personalities differences, and the cancer sometime within the past 36 months, were employed at the time
availability of resources such as supervisor support. Also, longitudinal of their breast cancer diagnosis (>20 hrs/week), and were employed
methodology can observe changes over time and variations in detach- (>20 hrs/week) at time of screening.
ment depending on fluctuating stress levels or environmental factors. One hundred and forty-nine breast cancer survivors completed the
survey. The sample was mostly female (97.4%), with survivors ranging
in age from 24 to 78 years old. The average job tenure was 12.3 years
C-8
and survivors worked a mean of 41.4 hours per week. Work-health
Work-Health Conflict and Intent to Turnover due to Health: The conflict and health-work conflict were assessed with an unpublished
Role of Schedule Control for Breast Cancer Survivors measure created by Stoddart (2014) as part of a master’s thesis. Intent
Ragan Decker (University of Connecticut) to leave due to health was assessed with a single-item, “I am likely to
leave this job in the next 2 years because of my health” and schedule
In the United States, approximately 3.5 million women are living with a
control was assessed with a single-item, “I have control over my work
history of breast cancer (Miller et al., 2016). Significant advancements
schedule”. Both items were on a 5-point Likert scale (strongly disagree
in diagnostics and treatment have improved breast cancer prognosis,
to strongly agree).
250 WORK, STRESS AND HEALTH
S AT U R D AY
Results. We used conditional process modeling to test for moder- boundary control, the negative effect of work related phone use on
ation using the PROCESS macro (Hayes, 2018). Work-health conflict sleep can be cushioned.
was positively associated with intent to leave due to health (β = .51,
p <.001). Health-work conflict was positively associated with intent
C-10
to leave due to health (β = .44, p <.001). Work-health conflict inter-
acted significantly with schedule control to predict intent to leave due Crossover of work outcomes within dual income couples
to health (β = -.12, p =.03, Figure 2), such that high schedule control
Mihyang An (University of Wisconsin Stout)
buffered the relationship. Health-work conflict interacted significantly
with schedule control to predict intent to leave due to health (β = -17, p Since a crossover model between two individuals has suggested
=.02, Figure 3), such that high schedule control buffered the relationship. (Westman 2011), researchers have examined it. Many have focused
Therefore, Hypotheses 1 through 4 were supported. on the crossover of negative outcomes (e.g., Bakker, 2009; Demerouti
Conclusion. As the number of cancer survivors continues to rise, et al., 2005). Studies of “crossover” of positive outcomes are rare (e.g.,
it is important for scholars and practitioners to study work-health Demerouti, 2012; Neff, Sonnetag, Nieseen, & Unger, 20012;). Studies
and health-work conflict, as it may lead to turnover. Organizations examining the crossover of negative and positive outcomes within a
should consider increasing schedule control to help their employ- single study are even rarer. Based upon these research needs, this study
ees manage incompatible work and health demands, and to improve suggests examining the crossover of negative and positive outcomes
worker retention. between dual income couples within a single study (Figure 1).
Current study. Work-family research show individuals have expe-
rienced their work interferes their family life due to the multiple roles
C-9 and limited resource such as time or energy (i.e., work-to-family
Evil or Angel? Work-related Phone Use and Sleep: Mediating conflict; e.g., Greenhaus & Beutell, 1985). But other studies suggest
Effect of Psychological Detachment and Moderating Effect of that performing multiple roles are beneficial and work enhances family
Boundary Control life (i.e., work-to-family enrichment; e.g., Greenhaus & Powell, 2006).
Many studies have dealt them as mediators and few studies have
Wen Zhang (Beijing Normal University) examined both within a single study. This current study suggests them
In modern society, it is widespread to apply technology into work. Some as main predictors of work outcomes (i.e., emotional exhaustion, job
smartphone users even consider phone as part of their bodies and self. satisfaction, and organizational commitment).
However, the development and popularity of technology, especially the H1: Work-to-family conflict and enrichment related to focal individ-
application of smartphone, has changed people’s life and work styles ual’s work outcomes (i.e., emotional exhaustion, job satisfaction, and
dramatically. It enables people to communicate and work beyond the organizational commitment).
limits of time and space and blurs the boundary between work and Couples, sharing a family domain, experience one partner’s physical
life. Work-related smartphone, by playing the role of bridge, means and psychological outcomes transferred (crossover; Westman, 2001).
efficiency and convenience for some workers, but for others, it means Up to know, relatively few studies examined individuals’ positive and
to bring work pressure home, which will hinder workers’ recovery expe- negative outcome transferring to their partner’s outcomes within a
rience, interfere with workers’ sleep, bring in emotional exhaustion, single study.
and finally result in reducing work engagement. Previous researches H2: Employees’ work outcomes directly relate to their spouse’s
demonstrate that the negative effect overshadows the positive aspect. work outcomes (crossover).
Based on effort-recovery, and boundary theories, this research explores Methods. Participants and Procedure. The author recruited dual
two aspects, first is the psychological detachment as the mechanism income couples from Korea using her personal network. They, hetero-
of the negative effect of work-related phone use after work on sleep; sexual, married, dual-income couples, asked to answer question-
and the second is as following: under which condition would work-re- naires separately from their spouses. After incomplete responses and
lated phone use buffer the negative effect of work-related phone use on unmatched pairs were excluded, 271 couples were available for analy-
recovery experiences: Specifically, psychological detachment and sleep. ses and demographic information was found in Table 1.
In other words, this research tries to prove that employees’ work-re- Measures
lated phone use after work would affluence workers’ psychological Pre-existing questionnaire measures of work-to-family conflict
detachment, and thus bringing in negative effect on workers’ sleep; (WFC; Carlson et al., 2000), work-to-family enrichment (WFE;
nevertheless, the negative influence is not absolute. For employees Carlson et al., 2006), job satisfaction (Cammann, Fichman, Jenkins, &
with higher sense of boundary control will mitigate the negative effect Klesh, 1983), organizational commitment (Mowday et al., 1982), and
of work-related phone use on both psychological detachment and sleep. emotional exhaustion (Demerouti, 1999; Demerouti & Nachreiner,
This research adopts diary method, keeping tracking 10 workdays’ 1998) were used.
data. With the analysis of M-Plus, results support the hypothesis that Data analyses. Due to data interdependence, the Actor-Partner
psychological detachment will play as mediator in work related phone Interdependence Model (Kenny et al., 2006) was used to analyze the
use after work and sleep, which means that more work-related phone dyadic data using the structural equation modeling program, LISREL
use after work may influence workers’ sleep through making it harder 8.8 (Jöreskog & Sörbom, 2006).
for employees to get detached from work; Results. Descriptive analyses, reliabilities, paired- t tests, and
while boundary control cannot moderate the mediating effect of correlations among the variables are in Tables 2 - 5. After investigating
psychological detachment, but it can moderate the effect of work the goodness-of-fit indices of the research models (Table 6), hypoth-
related phone use on sleep, referring that for employees with higher eses were tested by examining path coefficients (Figures 2, 4, and 5).
Research models for all three outcome variables showed good fit to
251 WORK, STRESS AND HEALTH
S AT U R D AY
the data overall. Testing models by outcome variables show different accident, physical stress, terrorism, etc.), and circumstances of death
hypotheses testing results. In the job satisfaction model, the paths from (accidental or felonious). The NLEMF defines on-duty death due to
WFE to job satisfaction were significant, but the paths between couples’ physical stress as death directly caused by a specific on-duty incident
job satisfaction were not significant (crossover), indicating partial (e.g., heart attack, fall, etc.). In order to be considered, an officer’s death
support of hypothesis 1. In the organizational commitment model, the due to a heart attack must be preceded by a specific stressful response
paths from WFC and WFE to organizational commitment were signifi- within a 24-hour period. The deaths for each year were summed to
cant and the paths between couples’ organizational commitment were get total annual count (frequency). To compute the rate of deaths, we
significant as well (crossover), indicating full support of hypotheses 1 obtained data on the total number of police officers employed (and
and 2. However, the directions of crossover between spouse were oppo- therefore at risk), 1997-2017, from Occupational Employment Statistics
site. Lastly, in the emotional exhaustion model, the paths from WFC and (OES) survey conducted by Bureau of Labor Statistics (BLS). The annual
WFE to emotional exhaustion were significant and the path between rate of death was then computed as follows: rate = (frequency/popu-
husband’s emotional exhaustion to wife’s emotional exhaustion was lation at risk) × 100,000. The yearly trend in deaths due to physical
only significant (crossover), indicating full support of hypothesis 1 and stress was examined using two approaches. The first approach (i.e.,
partial support of hypothesis 2. frequency analyses) utilized the raw annual count of death as input to
Discussion. This study demonstrated two types of work-family spill- examine overall trend (this is unadjusted analyses that does not take
overs (WFC and WFE) was related to individual work outcomes and the into account the entire population of law enforcement in the United
crossover between wives and husbands depended on the outcomes. States). The second approach (i.e. rate analyses), annual count of
Crossover of organizational commitment was found in both ways, deaths were adjusted by incorporating all law enforcement at risk of
but different directions (i.e., negative for wives to husbands and posi- death in the U.S. and computing rates of deaths per 100,000 officers
tive for husbands to wives). The different directionality of the crossover (adjusted analyses). Linear regression was fitted to examine the overall
of organizational commitment between spouses may be due to gender- trend over the 21-year period by computing the standardized regression
role socialization for example, women are still expected to spend more coefficients and associated p-values.
time working at home than men, even when both are employed (Pleck, Results. Overall, there were 535 on-duty deaths attributed to phys-
1977). Wives are expected to spend more time working at home than ical stress during the 21-year period; 96% of the deceased were men.
men but psychologically attached to the work organization have less Half (50%) of the deaths were due to heart attack while the remaining
time for doing home chores, therefore husbands may be spending more half were due to other causes (e.g., seizure, fall, physical attack, expo-
time taking care of home and may be less likely to attach to their own sure to toxic chemicals). Two-third (66%) of the deaths were described
organization (ten Brummelhuis et al., 2011). Another finding, emotional as accidental while the remaining 34% were felonious. The deceased
exhaustion crossed-over only from husband-to-wife, is aligned with officers ranged from age 21 to 74 years, with the majority (72%) being
previous studies showing women may be more interpersonally sensi- in the age group 40 to 60 years. At the time of their death, the deceased
tive than men, so that the well-being of others affects them more officers served between 1 to 42 years with most (63%) serving at least
(Haviland & Malatesta, 1981). 15 years on the job. The results of trend analyses from both approaches
indicated that there was a strong and significant increase (upward
Hazardous Work Environments and Safety trend) in on-duty police fatality during the 21-year period spanning
from 1997 to 2017 (frequency Analyses. β = 0.75, p-value <0.0001;
D-1 rate Analyses. β = 0.63, p-value =0.002). From the 2000’s (2000 –
2009) to 2010’s (2010 -2017), there was a 57% increase in average
Physical stress among law enforcement: A 21-year trend analysis
death count and a 46% increase in death rate per year.
of frequency and rate of duty related deaths. 1997-2017
Limitations: There were deaths rejected for inclusion because they
John Violanti (SUNY Buffalo) did not meet the requirements of the NLEMF. There are no official death
Introduction: Part of the danger often not mentioned in law enforce- records included in this database. The data are descriptive, do not esti-
ment is the effect on the health and well-being of officers. Both physical mate risk, and should be interpreted cautiously.
and psychological stress are a part of police work and could serve as Conclusion. Using data from the NLEMF database, we found that
triggers for cardiovascular related and other types of death. For exam- the national frequency and rate of physical stress related deaths among
ple, continuous exposure to physical stress has been associated with law enforcement personnel showed a significant increase over the
an increase in the risk of cardiovascular death (Zimmerman, 2012; time period 1997-2017. These results suggest significantly increasing
Varvarigou, et al., 2014; Albert et al. 2000). It is important to look at the trend of deaths when confronted with physical stress over this period
frequency and national rate of deaths associated with physical stress of time, with 50% of these deaths related to cardiovascular events.
to better inform prevention efforts. This appeared to be especially prevalent among males and those in
Objective: The current study examines the national trend in both the 40-50 years of age category. Police organizations need to place an
the frequency and rate of types of death among law enforcement offi- increased emphasis on physical fitness and healthy lifestyle behaviors
cers over a twenty-one year period (1997-2017) who died in the line of among officers in order to help reduce the risk of deaths associated
duty because of physical stress. with physically stressful incidents.
Methodology: The National Law Enforcement Officers Memorial
Fund (NLEMF), a non-profit organization founded in 1984, tracks and D-2
maintains a comprehensive database on law enforcement officers
Adversity Provides Opportunities for Posttraumatic Growth: The
who died in the line of duty in United States. Information collected by Role of Specific Military Experiences
the memorial includes, among other things, the age, gender, years of
service, date of incident, date of death, cause of death (shooting, auto Jenna Beltramo (University of Central Florida)
252 WORK, STRESS AND HEALTH
S AT U R D AY
Individuals in the United States Military are exposed to many adversi- with greater growth in the Appreciation of Life, but not the Spiritual/
ties. Some adversities can be categorized into work-related (e.g. lack Existential Change domain. One possible explanation is that life-threat-
of sleep/autonomy, training, long hours; Adler et al., 2017; Tucker, ening combat situations may result in greater appreciation for the value
Sinclair, & Thomas, 2005), death (e.g. witnessing/dealing with the of life, but may not prompt a change in beliefs, or deepened sense of
death of a friend/comrade, handling remains; Currier & Holland, 2012; spirituality to the same degree as death itself. In sum, hypothesis 1 was
Fox et al., 2016), social issues (e.g. interpersonal conflicts, challenges mostly supported. In support of hypothesis 2, work, combat, and death
with leadership, discrimination; Tucker et al., 2005), caring for others were associated with greater growth in the Personal Strength domain.
(e.g. concern/care for others who are injured/in harm’s way; Currier High-stress combat situations often require service members to remain
& Holland, 2012) combat exposure (Fox et al., 2016; Stein, 2012), and calm and carry out their roles, exemplified by the First Infantry Division
non-combat related hazards (e.g. accidents involving equipment, vehi- motto, “No mission too difficult, no sacrifice too great, duty first.” Living
cles, etc.; Dolan & Adler, 2006). through a combat situation and performing one’s duty under demand-
While many military adversities lead to negative outcomes (see ing circumstances may help one to recognize their personal strength.
e.g. Jex et al., 2013) some may also prompt Posttraumatic Growth Similarly, work-related adversities often require a high degree of self-re-
(PTG). PTG is the positive psychological changes some individuals liance. Being pushed to one’s limits may provide an opportunity for the
may experience after struggling with a highly stressful/traumatic event recognition of one’s strength. Finally, hypothesis 3 regarding Relating
(Tedeschi & Calhoun, 1996). PTG occurs in one or more of five domains: to Others was not supported (to be discussed in poster).
Appreciation of Life encompasses a greater appreciation for the value of These findings expand existing literature by providing insight into
life, Relating to Others involves a deeper sense of closeness with others, the connection between military adversities and specific PTG domains.
Personal Strength involves increased recognition of one’s strengths, Findings may be useful to clinicians and military leadership seeking to
New Possibilities involves recognizing new opportunities as a result help service members recover and experience positive change after
of the adversity, and Spiritual/Existential Change includes a change in military-related adversity. Future research should explore differences
one’s beliefs, or deepened sense of spirituality (Tedeschi & Calhoun, between types of death-related experiences, as well as other stressors
1996; Tedeschi et al., 2017). such as sexual assault and substance abuse.
Different adversities have been linked to specific PTG domains
(Taku, 2013). For example, bereavement is associated with greater
D-3
endorsement of Appreciation of Life and Spiritual/Existential change
(Calhoun et al., 2010). However, researchers have yet to examine Resilience and Personality in U.S. Military Personnel: Implications
the impact of military-specific adversities on the experience of PTG for Selection and Training
domains. Such information has the potential to advance theory and Jenna Beltramo (University of Central Florida)
inform PTG interventions to help service members experience posi-
Recent conflicts in Iraq and Afghanistan have led to the deployment
tive change in the aftermath of stress and trauma (e.g. Schonfeld &
of more than 2.7 million U.S. service members, with many return-
Mazzola, 2013). The purpose of the present study was to examine
ing home with significant mental health challenges (Ramchand et
how different military-specific adversities relate to PTG domains. We
al., 2015; Wenger, O’Connell, & Cottrell, 2018). In response, the U.S.
hypothesize that (1) Military experiences involving death will lead to
Military has incorporated personality assessments in selection proce-
greater growth in the Appreciation of Life and Spiritual/Existential
dures (Baccman, Sjoberg, & Almqvist, 2015; Stark et al., 2014) and
Change domains (2) Experiences involving a high-degree of self-reli-
developed interventions and training programs in order to combat
ance, such as work-related stressors and combat exposure, will lead
the negative impacts of stressors, minimize stress responses, and
to greater growth in the Personal Strength domain, and (3) Social
encourage resilience in the face of adversity (Meredith et al., 2011).
issues and caring for others will lead to greater growth in the Relating
However, research is needed in order to examine which mechanism
to Others domain, as compared to other adversities. No specific group
(personality or resilience) has the strongest implications in preventing
is predicted to uniquely relate to New Possibilities.
negative outcomes of adversity. Such research could have implications
United States Military personnel (N=193) were recruited to
for selection and training in the military by informing future efforts,
complete an online survey. Participants were asked to write about
attention, and funding.
their most stressful or traumatic military experience, and, if they did
While the construct of resilience has been defined in many different
not feel comfortable writing about their most stressful/traumatic
ways throughout the literature, resilience has historically been concep-
experience, to please write about a stressful experience they had in the
tualized as a personality trait that enables individuals to recover from
military. Participants completed the expanded Posttraumatic Growth
adversity (Richardson, 2002; Werner, 1989). Some of the earliest stud-
Inventory (PTGI-X; Tedeschi et al., 2017; Cronbach’s alpha=.82-.92)
ies conducted from a trait perspective of resilience highlighted resilient
with this event in mind. Six groups were selected to test the hypotheses,
traits which served as protective factors against negative outcomes
including those who reported (1) work-related adversity (n=25), (2)
(Richardson, 2002; Werner, 1989). In this way, the trait perspective
death (n=57), (3) social issues (n=25), (4) combat exposure (n=27),
of resilience examines resilience as inherent and pre-existing within
(5) caring for others (n=24), and (6) non-combat related hazards
individuals and would thus lend itself to a selection, rather than an
(n=35). For participant demographics see Table 1.
intervention-focus. Recently, however, researchers have recommended
A series of one-way ANOVAs were utilized to test the hypotheses,
examining resilience as a dynamic process.
results are presented in Table 2 with means and standard deviations
The King and Rothstein (2010) model of resiliency was developed
provided in Table 3. Consistent with previous literature (Calhoun et al.,
in order to provide a comprehensive approach to the understanding of
2010; Taku, 2013), experiences involving death were associated with
resilience encompassing personal characteristics and self-regulatory
greater growth in the Appreciation of Life and Spiritual/Existential
processes, which fit into affective, behavioral, and cognitive domains.
Change domains. Interestingly, combat exposure was associated
253 WORK, STRESS AND HEALTH
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In addition to acknowledging the importance of pre-existing traits, this resilience personal characteristics in selection, and cognitive self-reg-
model highlights the mechanisms by which resilience may be fostered ulation training, in addition to emotion-regulation training already
through alterable processes of self-regulation, which can be learned being done in the military (e.g. Comprehensive Soldier Fitness program;
through interventions. Cornum et al., 2011).
In response to this holistic approach, McLarnon and Rothstein
(2013) developed the Workplace Resiliency Inventory (WRI).
D-4
Specifically, affective personal characteristics include traits such as
self-esteem, whereas the affective self-regulation component deals Occupational Hazards and Stress Among Minnesota
with strategies to understand and control emotions. Behavioral Cosmetologists, Estheticians and Nail Technicians
personal characteristics include self-efficacy, discipline, diligence, and Jennifer Saunders (University of Minnesota)
more, whereas behavioral self-regulation involves efforts to understand
Cosmetologists, estheticians and nail technicians, collectively known
and control behaviors (e.g. controlling impulses). Cognitive personal
as Beauty Salon Professionals (BSPs), experience various types of expo-
characteristics include being open-minded, attentive, curious, and
sures—chemical, ergonomic, and psychosocial—while performing a
more, and cognitive self-regulation deals with cognitive strategies to
variety of services ranging from hair dyeing and bleaching to artificial
understand and control thoughts (e.g. reducing intrusive thoughts).
nail application and hair removal (Norlien et al., 2017). BSPs may expe-
Personality traits have been more broadly conceptualized in terms
rience adverse health conditions associated with their occupational
of the “Big Five” or Five-Factor Model of Personality which includes
exposures, such as asthma and respiratory symptoms, skin sensitivities,
extraversion, agreeableness, conscientiousness, emotional stability,
musculoskeletal disorders and psychological stress (Quach et al., 2011;
and openness to experience (e.g. Gosling, Rentfrow, & Swann, 2003).
Tsigonia et al., 2009; Halliday-Bell, Gissler, & Jaakkola, 2009; Hill &
This research aimed to examine incremental validity of resilience
Bradley, 2010). BSPs are also likely to have low wages, and lack employ-
over personality in the prediction of a high-priority issue in the mili-
er-sponsored health insurance or coverage under workers’ compensa-
tary—PTSD. More specifically, it is hypothesized that the resilience
tion insurance, which constrains their use of preventive health care and
self-regulatory processes will demonstrate incremental validity in the
access to medical treatment or services (James, 2014). BSPs may be
prediction of PTSD symptomology over and above the Big Five person-
hired as independent contractors, rent a chair in a salon, or work in a
ality traits and resilience personal characteristics.
private residence, and thus may fall outside the regulatory safety net.
Method
The BSP industry—approximately 673,700 workers in the United
U.S. Military personnel (N=276) completed the WRI (McLarnon
States (U.S.)—emphasizes training in consumer protections to prevent
& Rothstein, 2013; Cronbach’s alpha=.77-.79), Ten-Item Personality
the spread of disease or injuries to clients, but occupational health and
Inventory (Gosling et al., 2003; Cronbach’s alpha=.29-.67), and PTSD
safety education is comparatively lacking (Norlien et al., 2017; U.S.
Checklist for the DSM-V (Blevins et al., 2015; Cronbach’s alpha=.97).
Bueau of Labor Statistics, 2015). Although some efforts have been
For participant demographics see Table 1.
made to understand the occupational exposures and the potential
Results & Discussion. Table 2 presents descriptive statistics and
health consequences faced by BSPs, substantially less is known about
correlations. A hierarchical multiple regression analysis was conducted
workers’ knowledge about the products they use and the potential
to test the hypothesis. Results are reported in Table 3. Importantly,
health effects from workplace exposures, the measures they take to
none of the variance inflation factors exceeded 2.51, which suggests
minimize exposures, their attitudes about occupational health and
little bias of the regression parameters or their standard errors due
safety, and their need or desire for occupational health and safety
to multicollinearity (e.g. Hair et al., 2014). At Step 1, the personality
training. In addition, although BSPs experience barriers to health care
traits accounted for 28% of the variance in PTSD symptomology, F(5,
access and lack access to a safety net, the potential influence of their
270)=20.58, p<.001, with emotional stability serving as a significant
occupation on health disparities is not well known.
predictor, β=-3.53, p<.001. At Step 2, introducing the personal charac-
This project will address a critical gap in understanding by assess-
teristics of resilience explained an additional 8.7% of the variance, F(3,
ing Minnesota BSPs’ knowledge, attitudes, and beliefs regarding occu-
267)=19.00, p<.001, with affective personal characteristics serving as
pational health and safety, which is essential for developing effective
a significant predictor, β=-10.10, p<.001. Finally, the inclusion of the
hazard communication strategies to protect BSPs from potential expo-
resilience self-regulatory processes explained an additional 7.6% of the
sures, and to mitigate any associated poor health outcomes. The study
variance, F(3, 264)=18.74, p<.001, with both affective and cognitive
also aims to characterize the workers’ experience of occupation-related
self-regulatory processes serving as significant predictors, β=-5.80,
health conditions and access and barriers to health care.
p=.001, and β=-14.27, p<.001, respectively.
A cross-sectional survey will be conducted of the approximately
While personality, particularly emotional stability, was negatively
32,000 professionals licensed by the Minnesota Board of Cosmetology
related to PTSD symptomology, resilience personal characteristics
to operate as cosmetologists, estheticians or manicurists (C. Maitrose,
demonstrated incremental validity. However, the resilience self-reg-
personal communication, April 17, 2018). The survey questions will ask
ulatory processes, particularly affective and cognitive, demonstrated
respondents about their work activities and job tasks; work schedules
further incremental validity, above what was accounted for by person-
and shifts; product usage; potential exposure patterns; health (e.g.,
ality traits and personal characteristics. Not only do such findings
respiratory symptoms, dermal sensitivities, musculoskeletal disorders,
support a more holistic approach to resilience, but also highlight the
and psychosocial health); attitudes, beliefs and concerns about safety
role of alterable processes in the avoidance of negative outcomes of
(e.g., perceived susceptibility, benefits and barriers to preventing or
adversity. More specifically, such findings support current work in the
minimizing exposure, readiness to use protective equipment, self-ef-
military through the use of personality in selection, and resilience train-
ficacy or confidence in protecting oneself from exposures); sources
ing, but go beyond that to highlight potential areas for improvement.
of information about occupational health and safety; willingness to
This study provides evidence of the potential benefits of incorporating
254 WORK, STRESS AND HEALTH
S AT U R D AY
complete occupational trainings; access to health care; and socio- (expression and regulation of emotion), mental (cognitive process-
demographic characteristics (e.g., age, race/ethnicity, parent status, ing) and physical (muscular movement; Frone and Tidewell, 2015).
urban/rural residence). Survey questions related to knowledge, atti- Assessing the three types of work fatigue is important because previ-
tudes, and beliefs about occupational health and safety behaviors will ous research has established that each dimension displays unique
be guided by the Health Belief Model, which focuses on the relationship patterns of relationships across predictors. Thus, to address fatigue
between attitudes and beliefs and health behaviors (Shockey, Zach & in the aviation community, research must strive for a more nuanced
Sussell, 2017; Andersen, 1995; Babitsch, Gohl, & von Lengerke, 2012). perspective of the relationships between predictors and outcomes to
The survey will be translated into Vietnamese and Thai to facilitate and develop appropriate risk mitigation strategies.
encourage participation by manicurists, who are primarily non-native In addition to our limited knowledge of the facets of fatigue, there
English speakers (72%) (Norlien et al., 2017; Integrated Public Use remains uncertainty around the relative importance of established
Microdata Series, 2015). The survey was developed and informed predictors of fatigue. One reason for this ambiguity is that most studies
by the results of focus groups with BSPs, and was pilot tested by a have not comprehensively assessed all relevant antecedents. Another
small group of BSPs to assess reading comprehension and content possible reason for this uncertainty stems from the type of analysis
validity, and to ensure that the time required for survey completion used to examine the relative contribution of predictors of fatigue. For
is acceptable. example, multiple regression analysis maximizes the prediction of
Descriptive analysis and associations will be produced using the an outcome variable by assigning weights to predictors (Pedhazur &
self-reported survey data. This analysis will provide a rich description Kerlinger 1973), however, because several factors influence regression
of workers’ job tasks and job structure; product usage and exposure weights, the relative importance of predictors cannot be reliably ranked
patterns; experience of occupation-related health outcomes; concerns (Azen & Budescu, 2003). Given this, previous fatigue models may have
about job safety; their sources of information about occupational health over or under estimated the roles of predictors. In order to overcome
and safety; their occupational trainings needs; access and barriers to these limitations, the current study used dominance analysis (DA; Azen
health care; and sociodemographic characteristics. Inferential statis- & Budescu, 2003; Budescu, 1993) to reliably rank the importance of
tics (e.g., multivariate regression models) will be used to examine the several fatigue predictors. As such, the aim of the current research was
relationship between individual and occupational characteristics and to explore the relative importance of the aforementioned antecedents
occupational safety behaviors, as well as consistency with the Health in the prediction of emotional, mental, and physical fatigue.
Belief Model. Method. The study utilized data drawn from a stratified random
The results will provide important information on the relationship sample of 2,059 Royal Canadian Air Force personnel who completed
between the beauty professional occupation and health disparities, the Flight Safety addition to the Defence Workplace Well-Being Survey
and characterize the health care needs of this workforce. These find- between May and August 2018. We used the Three-Dimensional Work
ings have direct, practical applications and can be used by community Fatigue Inventory (Frone & Tidwell, 2015), Concise Physical Activity
stakeholders to inform the development of continuing education curric- Questionnaire (Sliter & Sliter, 2004), CAGE – Adapted to Include Drugs
ulum. These findings may also provide useful context for research- (Brown & Saunders, 1991), Epworth Sleepiness Scale (Johns, 1991),
ers, such as Industrial Hygienists, who wish to measure occupational Role Overload Scale (Thiagarajan, Chakrabarty, & Taylor, 2006), and
exposures, measure exposure patterns, and evaluate the feasibility of Stress in General Scale (Stanton, Balzer, Smith, Para, & Ironson, 2001)
protective measures. to measure emotional, mental, and physical fatigue, physical activity,
drug and alcohol use, daytime sleepiness, role overload, and job stress,
respectively. We relied on single-item measures to assess the occur-
D-5
rence of napping, average length of daily commute, quality and hours
Key Predictors of Work Fatigue in the Royal Canadian Air Force: A of sleep, and type of work shift (straight or variable).
Dominance Analysis Results. The results of the DA identified the following five top
Caitlin Comeau (The Department of National Defence and the predictors of emotional fatigue: quality of sleep (sr = .22), role overload
Canadian Armed Forces) (sr = .17), job stress (sr = .16), daytime sleepiness (sr = .13), and drug
and alcohol use (sr = .09). The importance of the first four predictors
Work fatigue is an experience representing “extreme tiredness and
showed a very similar ordering for mental fatigue (role overload [sr =
reduced functional capacity that is experienced during and at the end
.25], quality of sleep [sr = .18], job stress [sr = .14], daytime sleepiness
of the workday” (Frone & Tidwell 2015, p. 274). Fatigue is a pervasive
[sr = .14], and physical activity [sr = -.09]), as well as for physical
and prevalent phenomenon in the aviation community (Goode, 2003),
fatigue (role overload [sr = .21], quality of sleep [sr = .18], daytime
and given its association with aviation accidents and injuries (Nahrgang,
sleepiness [sr = .15], job stress [sr = .13], and physical activity [sr =
Morgeson, & Hofmann, 2011; Patterson et al., 2012), it has emerged
-.14]), yet the fifth predictor varied slightly across the types of fatigue,
as a top concern for flight safety. Job stress (Hazzard et al., 2013), role
supporting a more nuanced perspective of the relationships between
overload (Garrick et al., 2014), drug and alcohol use during non-work
predictors and outcomes.
hours (Johnson & Breslau, 2001; Vitiello, 1997), shift work (Akerstedt
Discussion. Reducing risks to flight safety is critical to preserve
& Wright, 2009), quality and hours of sleep (Rupp, Wesensten, Bliese,
costly aviation resources and prevent accidents and fatalities (Knight,
& Balkin, 2009), daytime sleepiness (McDonald, Cope & David, 1993),
Blais, & Huebner, 2017). Given that organizations, such as the RCAF,
and reduced physical activity (Sliter & Sliter, 2014) are all well-estab-
are interested in directing their limited resources towards areas with
lished predictors of general work fatigue.
the largest return on investment (World Health Organization, 2003),
While there is a strong foundation linking antecedents to global
it then becomes pertinent to identify the factors with the largest influ-
measures of fatigue, aviation research has overlooked how these vari-
ence on fatigue. By identifying role overload, quality of sleep, job stress,
ables may differentially relate to the three facets of fatigue: emotional
and daytime sleepiness as key predictors of fatigue in the RCAF, we
255 WORK, STRESS AND HEALTH
S AT U R D AY
provide a starting point for the development of evidence-based strate- Conditions and Workplace Rights; 6) Stress and Health; and 7) Positive
gies pertaining to risk mitigation and management of aviation resources Impact of Work. CRs targeted recruitment of 500 survey participants
in this community. from the community (250 per neighborhood) meeting the following
criteria: 1) Little Village or North Lawndale resident; 2) age 18+; 3)
worked for pay at some point in the past 2 years; 4) believed that this
D-6
work was precarious, and 5) fluent in English or Spanish. Participants
Precarious Employment and Community Health in a High Hardship were recruited from 12 geographic areas of similar size in the commu-
Community: Data from the Greater Lawndale Healthy Work Survey nity to ensure residents from all areas of the community were repre-
Kathleen Rospenda (University of Illinois at Chicago) sented. CRs administered surveys face-to-face or in small groups. Data
collection began in August 2018 and will be complete by April 2019.
Problem Statement. The Greater Lawndale Healthy Work (GLHW)
Analyses will be conducted by the first author and co-authors with
Project is a community-based participatory research study (Israel
input and guidance from CRs. An Employment Precarity Index (EPI)
et al., 1998; Wallerstein & Duran, 2003) being conducted under the
will be computed based on items drawn from the PEPSO Employment
aegis of the University of Illinois at Chicago Center for Healthy Work,
Precarity Index. We will use descriptive statistics (prevalence of
a NIOSH-funded Center of Excellence in Total Worker Health®. The
sources of precarity and barriers and pathways to work), chi-square
GLHW Project team developed a community health survey centered
tests of association (prevalence of barriers/pathways by neighborhood
on work to better characterize the nature of work and health for two
by gender) to examine the nature of employment precarity, and multi-
neighborhoods in Chicago that experience high socio-economic hard-
variate regression analyses (EPI predicting health outcomes, controlling
ship: Little Village and North Lawndale (together constituting Greater
for relevant demographics and testing differences by gender and neigh-
Lawndale). The survey is one component of a data-gathering process
borhood) to examine the relationship between employment precarity
with the ultimate goal of informing the development of communi-
and health outcomes.
ty-based interventions to promote healthy work in the community.
Results. 250 surveys are complete in Little Village (100% of goal)
Precarious employment is characterized by uncertain and unpre-
and 180 in North Lawndale (72% of goal); in our sample currently, 49%
dictable terms of employment and risky conditions (Kalleberg, 2009),
of respondents identify as women; 77% are Latinx; mean age 42. Data
resulting in social and economic vulnerability for workers (Tompa et
collection will be complete by April 2019 and analysis will be complete
al., 2007). Precarious employment is increasingly common in many
by October 2019.
countries including the U.S. (Koranyi et al., 2018; Seixas et al., 2015)
Practical Implications and Conclusions are pending, but the results
and is recognized as a work-related social determinant of health that
of this project will be used to characterize the nature of work in Greater
contributes to health inequalities (Benach et al., 2014), suggesting a
Lawndale, particularly the nature of precarious work and its impact on
rising need for occupational safety and community health research in
health. The data from the survey will be used to inform interventions to
this area, a need that gave impetus to the GLHW Project.
be developed and implemented in the two neighborhoods, in collabo-
Of note, Little Village residents are primarily Latinx immigrants,
ration with our community partners.
and North Lawndale residents are primarily African-American. We
suspected that precarious employment is a particularly significant
issue for these neighborhoods, because unfair social, political and D-7
economic policies and systems produce disparities in neighborhood Firefighter Attitudes and Burnout Related to Service to Opioid
resources (schools, work, environments) so that racial minorities have Overdose Response in Vancouver, BC
suboptimal options for work This results in workers engaged in precar-
ious employment being predominantly racial/ethnic minorities and Michelle Pennington (Baylor Scott & White Health)
foreign-born, with less education, more stress, and working conditions In 2003 the first North American supervised injection facility (SIF)
contributing to increased risk of occupational injury/illness, as well for opioid users opened in Vancouver, Canada. This facility is based
as facing issues of low or irregular income which further contributes on the harm-reduction model of care and was intended to decrease
to economic and health disparities (CDC, 2013; Quinlan et al., 2001). overdose deaths, prevent transmission of infectious diseases, encour-
In this poster/presentation, we will present results from the GLHW age the marginalized to access health services, and reduce public drug
Project Survey. focusing on the nature of work, the most prevalent barri- use (Vancouver Coastal Health, n.d.). Since 2003, over 3.6 million
ers and pathways to work, and the association of employment precarity injection drug users have visited the SIF; in 2017 alone, 2,151 overdose
with health-related outcomes such as self-reported mental and physi- interventions occurred at the facility (Vancouver Coastal Health, 2018).
cal health and occupational illness/injury in these two neighborhoods. Because firefighters and paramedics are often called to these over-
Procedures. The GLHW Project Survey was developed in collabora- doses, this can put a strain on fire department resources.
tion with Community Researchers (CRs; members of our research team High rates of overdose-related deaths recently have resulted in
who live and/or work in Greater Lawndale). Drawing from pre-existing many first responders feeling burnt out (News, 2017). Occupational
survey tools and our own research (interviews with key informants stressors related to overdose calls such as exposure to potentially
knowledgeable about the two neighborhoods, focus groups with neigh- hazardous materials, sleep disturbances, and fears of personal injury
borhood residents engaged in precarious work, and a concept mapping have been linked to behavioral health problems (Beaton et al., 1996;
exercise with residents to characterize perceptions about how work Del Ben, Scotti, Chen, & Fortson, 2006; Lourel, Abdellaoui, Chevaleyre,
impacts health in the community), we developed a 116-item commu- Paltrier, & Gana, 2008). However, to our knowledge, no studies have
nity health survey in English and Spanish focused on seven main topic investigated the effects of community drug use on the firefighters who
areas: 1) Employment Status, Nature and Type; 2) Precarious Work; serve these communities.
3) Barriers to and Facilitators of Work; 4) Commuting; 5) Working
256 WORK, STRESS AND HEALTH
S AT U R D AY
Because of the relative successes of SIFs in other countries and This study is a preliminary look at how attitudes regarding SIFs
the rising rates of opioid-related deaths, cities in the US have begun relate to burnout among first responders who serve these facilities.
to consider SIFs in an effort to combat overdose deaths—as many as These results highlight the need for more research into the effects of
70,000 in 2017 alone (Hedegaard, Miniño, & Warner, 2018). Thus, the community drug use on first responders. Future research should seek
need exists to evaluate the impact of these sites on the first respond- to compare data to cities with less drug use.
ers that serve them. To our knowledge, the present study is the first
to examine first responder attitudes and burnout related to being
D-8
stationed in a community with a SIF.
The aim of this study was to identify what aspects of being stationed Work factors and health outcomes among Latino immigrant cattle
near SIFs are important to first responders. We hypothesized that fire- feedyard workers in the Central States region
fighters with more negative attitudes toward being stationed near SIFs Athena Ramos (University of Nebraska Health Center)
would be more likely to experience burnout and secondary traumatic
Background. Latino/as are the largest ethnic minority group in the
stress and less likely to report compassion satisfaction.
United States, and the population continues to grow rapidly (Carlo et al.,
Firefighters and paramedics from Vancouver Fire and Rescue
2014), particularly in rural areas (Ramos, 2016). Many of these Latino/
Services were recruited via an email from their local fire service Union
as are employed in agriculture as farmworkers in crop and livestock
to take an online questionnaire via Qualtrics. Online survey data was
production. Previous research has explored physical and psychologi-
collected from 101 firefighters/paramedics, of which 57 provided
cal health and well-being among migrant farmworkers (Ramos, 2017;
complete responses. The Professional Quality of Life Scale: Compassion
Ramos, Carlo, Grant, Trinidad, & Correa, 2016); however, no research
Satisfaction and Fatigue Version 5 (Stamm, 2010) was used to measure
has addressed immigrant workers in the cattle feeding industry. Such
compassion satisfaction, burnout, and secondary traumatic stress. One
immigrant workers are critical to the agricultural economy in Nebraska
free-response question was queried respondents’ feelings about being
and Kansas, but little is known regarding their health and well-being.
assigned to the closest station to the SIF.
Previous occupational research has demonstrated that control (deci-
Content analysis was performed on 57 responses to the free-re-
sion latitude) can buffer stress from work-related demands, and high
sponse question. The coding system was developed by examin-
demands and low control creates a high-strain, stressful environment
ing the first half of the responses collected to reflect themes in the
(Karasek, 1979). Work safety climate has been shown to positively
responses. Two of the authors coded all responses independently
affect worker health and safety (Fogarty & Shaw, 2010) and is a leading
and had substantial to perfect agreement. Overall sentiment (“nega-
indicator of organizational safety (Zohar, 2010). The primary purpose
tive,” “positive,” or “neutral/mixed”) was also coded for the same 57
of the present study was to test the relationship between work-related
responses. Independent ratings by two of the authors showed near-per-
variables (decision latitude, workplace demands, safety climate), work
fect agreement.
fatigue, and health outcomes (depression, anxiety, life satisfaction,
Four main content themes were identified: (1) positive effects,
and physical health) among immigrant cattle feedyard workers in the
which contained four sub-themes: bonding/comradery of the crew,
Central States region.
an exciting/stimulating work environment, gaining valuable experi-
Methods. The current sample included 110 cattle feedyard workers
ence, and making a positive difference; (2) negative effects, which
(88% male; M age= 37.66 years, SD=10.51). Participants had been in
contained 5 sub-themes: stress/strain, sleep difficulties, negative
the US an average of 13.92 years (SD = 9.12), and were primarily from
effects on families, numbing, and drug stigmatization.; (3) time-related,
Mexico (65.5%), though other countries of origin included Guatemala
which contained 2 sub-themes: the time limit as a plus and suggest-
(16.4%), El Salvador (9.1%), Cuba (5.5%), among others (3.6%). Data
ing changes to time limit/qualifications; and (4) sense of duty, which
are part of the ongoing study “Health and Safety among Immigrant
contained 2 sub-themes: fairness/duty and volunteering.
Cattle Feedyard Workers in the Central States Region.” Study eligibility
One-way between-groups analysis of variance (ANOVA) tests were
criteria include being a Latino immigrant who is employed on a cattle
conducted to explore the impact of sentiment regarding stationing at
feedyard in Nebraska or Kansas and being at least the age of majority
the Fire Hall near Vancouver’s SIF on compassion satisfaction, burnout,
in state of enrollment (18 in Kansas or 19 in Nebraska). They received a
and secondary traumatic stress. There was a statistically significant
$25 gift card for study participation (one-hour interview). Participants
difference in compassion satisfaction [F(2,54) = 8.75, p = .001, η2 =
completed a battery of measures, including demographic questions,
.24], burnout [F(2,54) = 11.68, p < .001, η2 = .30], and secondary trau-
decision latitude, workplace demands (Job Content Questionnaire),
matic stress [F(2,54) = 8.66, p = .001, η2 = .24] scores between groups.
work safety climate (Perceived Safety Climate Scale), work fatigue
Post-hoc comparisons using Scheffe’s test indicated that compassion
(Need for Recovery scale), depression (CES-D-10), anxiety (GAD-7),
satisfaction, burnout, and secondary traumatic stress scores were all
life satisfaction (Satisfaction with Life Scale), and a general self-rated
significantly lower among those with negative sentiment compared to
physical health item. Pearson’s correlations and a series of media-
those with positive sentiment (all p values = .001) or neutral/mixed
tion models were used to explore the relationships among the vari-
sentiment (p values ranged from <.001 to .022).
ables using Mplus 8.0. Participant age, sex, and educational level were
These results summarize qualitative themes from open-ended
included as control variables.
responses, an important step toward developing useful assessments
Results. Decision latitude was significantly positively associated
for first responders. These results also have important implications for
with safety climate and life satisfaction and significantly negatively
developing programs to enhance health and well-being of first respond-
correlated with work fatigue and anxiety. In the decision latitude
ers. Programs may benefit from decreasing stigma around addiction.
model, indirect effects were found among decision latitude, work
These results are highly relevant to this public safety occupational
fatigue, and depression (95% CI: -.18, -.03), anxiety (95% CI: -.12,-
group as well as to clinical populations in general.
.03), life satisfaction (95% CI: .05, .28), and physical health (95% CI:
257 WORK, STRESS AND HEALTH
S AT U R D AY
.04, .32). Workplace demands was significantly positively associated and construction of gas pipelines under shift labor organization in the
with work fatigue and depression and significantly negatively associ- Arctic. Research Methods. questioning, observation of the workflow,
ated with safety climate. In the workplace demands model, indirect psychological testing, as well as statistical methods for processing and
effects were found among workplace demands, work fatigue, and analyzing data. Results, Observations, Conclusions. As a result of the
depression (95% CI: .02, .13), anxiety (95% CI: .04, .11), life satisfaction implementation of the proposed project will be:- revealed the prevail-
(95% CI: -.37, -.07), and physical health (95% CI: -.32, -.06). Safety ing types of adaptation strategies of workers of oil and gas production,
climate was significantly positively associated with decision latitude diamond mining production and builders of main gas pipelines under
and life satisfaction and significantly negatively correlated with work- shift labor organization in the Arctic; the features of ways of coping with
place demands and work fatigue. In the safety climate model, indirect the stress of oil and gas production, features of adaptation strategies
effects were found among safety climate, work fatigue, and depres- and ways of coping with stressworkers of various professional groups
sion (95% CI: -.14, -.01), anxiety (95% CI: -.10, -.01), life satisfaction in the Arctic; a comparative analysis of adaptation strategies and ways
(95% CI: .03, .29), and physical health (95% CI: .03, .29). The direct of coping with the stress of oil and gas production workers of various
effects among the work-related variables and all outcomes were not professional groups. Novel/Additive Information: The scientific novelty
statistically significant. consists in clarifying the classification of adaptation strategies of shift
Discussion: Overall, the findings suggest that there are important workers in the oil and gas and diamond producing industries. For the
relationships between work-related variables and health outcomes first time, a classification of adaptation strategies will be developed
among this worker population. Greater workplace demands predicted for the builders of main gas pipelines in the Arctic. Identifying features
more work fatigue, which in turn, predicted less life satisfaction and of coping with stress in oil and gas, diamond mining and gas pipeline
physical health, and more depression and anxiety. Stronger safety construction workers under rotational labor organization in the Far
climate and more greater decision latitude were linked to less work North and the Arctic will make a significant contribution to the devel-
fatigue, which in turn, predicted more life satisfaction and physical opment of workforce psychology as a science.
health, and less depression and anxiety. The findings demonstrate the
importance of providing feedyard workers with greater control, fewer Organization- and Job-Level Environments and
demands at work, and a safer work environment to enhance health and Practices
well-being—though their effects were indirect. Work fatigue, the need
for recovery, was consistently related to more mental health problems,
E-1
less physical health and less life satisfaction. Given the exposure of
work and non-work (e.g., poverty, discrimination) related stressors of Frequent Exertion and Frequent Standing at Work, by Industry and
Latino immigrant cattle feedyard workers, these findings suggest that Occupation Group – United States, 2015
these workers are at high-risk for health and social problems. Programs Taylor Shockey (NIOSH)
and policies that improve safety, reduce stress, and increase worker’s
Ergonomic hazards are physical factors in the surrounding environment
control over their environment may therefore likely reduce work fatigue
that negatively affect a person’s health. These hazards are common in
and improve the health of immigrant cattle feedyard workers.
workplaces and include repetitive movements, awkward or non-neu-
tral postures, manual handling, stationary positions, and vibration.
D-9 Ergonomic hazards are risk factors that can lead to injuries while work-
Adaptation strategies of shift workers of various industries in the ers are on the job. Musculoskeletal disorders (MSDs) are one of the
Arctic most prevalent categories of ergonomic-related injuries. (1). Between
2011 and 2015, there were over 1.8 million musculoskeletal disorder
Yana Korneeva (Northern Arctic Federal University) (MSD) cases that involved days away from work; approximately 32%
Objectives/Scope: 80% of all Arctic oil and almost all gas are concen- of those MSD cases were related to an event that involved work-re-
trated in the Russian Far North, and 20% of diamonds are mined here. lated overexertion in lifting or lowering (2). In addition to bending and
A major role in the development of the Arctic is played by the attrac- twisting, occupational standing is associated with low back, lower
tion and preservation of the able-bodied population to these remote extremity, and upper extremity musculoskeletal symptoms (3). A
regions. It is the extreme conditions of professional activity that require recent meta-analysis on occupational standing found that substantial
an employee to attain a higher level of selfmanagement, to activate standing (> 4 hours per workday) led to an increased risk of low-back
more complex mechanisms. In our case, the environment is so aggres- symptoms with a pooled odds ratio of 1.31 (95% CI: 1.10-1.56) (3).
sive that in order to adapt to it, it is necessary to begin with a change We used data from the National Health Interview Survey (NHIS),
in knowledge and perceptions about it, and therefore, from its own which is an annual, in-person household interview survey conducted
subject position. Following a change in the subjective position and by the U.S. Census Bureau and administered to the noninstitutionalized,
optimization of working conditions, optimal adaptation strategies are civilian U.S. population. The NHIS covers a wide range of health-re-
formed, ensuring homeostasis at all levels of the integral individuality. lated topics in order to evaluate the status of health in the U.S. and to
The purpose of the proposed project is to identify the features of the determine if national health objectives are being met. In 2015, CDC’s
prevailing types of adaptation strategies and ways of coping with the National Institute for Occupational Safety and Health (NIOSH) spon-
stress of workers in the oil and gas production, diamond mining produc- sored an Occupational Health Supplement (OHS) to collect information
tion and builders of gas pipelines during shift work in the Far North and on work-related health conditions and occupational exposures, both
the Arctic. Methods, Procedures, Process: As a result of the work on physical and psychological. Our project used the data from the two
the project, it is planned to survey 70 employees of the three types ergonomic questions on the OHS: (1) “How often does your job involved
of production being studied: diamond mining, oil and gas producing repeated lifting, pushing, pulling, or bending? (2) “How often does your
258 WORK, STRESS AND HEALTH
S AT U R D AY
job involve standing or walking around?” Responses to these questions Problem: Inadequate staffing is one of the major problems in occu-
were dichotomized into Often/Always and Never/Seldom/Sometimes pational health and safety. A growing literature has shown that inad-
to indicate frequent or infrequent exertion or standing, respectively. equate staffing was associated with poor physical health(Kim et al.,
Additionally, our project used the occupation and industry questions 2014) and mental health of workers(Toh, Ang, & Devi, 2012). A previ-
in order to examine the ergonomic exposures by standardized occu- ous study demonstrated that inadequate staffing might increase the
pation and industry groups. risk for occupational injury and illness among care workers(Clarke,
We hypothesized that currently employed workers in occupa- Rockett, Sloane, & Aiken, 2002). Furthermore, workers experienced
tions or industries that are physically demanding such as production, inadequate staffing were interfered with their regular restroom breaks
healthcare support, and construction would have higher prevalences during working(Xu et al., 2016).
of frequent exertion and frequent standing compared to those work- In South Korea, it has been one of the social problems that cosmet-
ers in jobs that are traditionally office-based and require little phys- ics sales workers were not guaranteed the freedom to go to a restroom
ical work such as legal, management, and life, physical, and social at any time due to inadequate staffing(Lee, Kim, Chung, Jung, & Kim,
science. We used SAS to perform analyses that account for NHIS’s 2011). Longer working hours alone at work could be regarded as an
complex survey design and use of respondent sampling weights. We indicator of inadequate staffing. Workers who can not use restroom
calculated prevalence estimates and their respective 95% confidence might have poor reproductive health including the inability to change
intervals (95% CI) for the two ergonomic exposures by occupation sanitary pads during menstruation at work. Therefore, this study aims
and industry groups. to examine that hours of working alone were associated with having
The results show that large differences among occupation and been unable to change sanitary pads at work and having the related
industry groups exist in relation to prevalence of frequent exertion, dermatopathy over the past 6 months among female cosmetics sales
frequent standing, and both frequent exertion and standing. The agri- workers in South Korea.
culture, forestry, fishing, and hunting industry group had the highest Procedures and Analyses. Our research team conducted a compa-
prevalence for combined frequent exertion and frequent standing at ny-wide survey of cosmetics sales workers in conjunction with the
work (70.9%) and the highest prevalence for frequent exertion at Korean Federation of Service Workers’ Unions in September 2018. The
work (75.2%). The construction and extraction occupation group had target population was selected 933 female cosmetics sales workers
the highest prevalence for combined frequent exertion and frequent working in the department store in South Korea. Demographic informa-
standing at work (76.9%) and the highest prevalence for frequent exer- tion, socioeconomic status, psychosocial work environment, physical
tion (80.4%). The accommodation and food services industry group work environment, health behaviors, and health status were investi-
(92.5%) and the food preparation and serving related occupation group gated. The survey was paper-based and was sent to all cosmetics sales
(97.2%) had the highest prevalence for frequent standing at work. The workers (N=933) through the company’s internal mail system. About
finance and insurance industry group (5.0%) and the computer and 94.5% (N=882) workers completed the survey. We excluded 15 work-
mathematical occupation group (4.6%) had the lowest prevalence for ers who did not consent to academic use of data, and “Not applicable”
combined frequent exertion and frequent standing at work. for menstruation (N=56). Also, workers who did not fully provide
To our knowledge, this is the first CDC report to evaluate frequent answers for exposure variable (N=13), outcome variable (N=13), or
exertion and frequent standing at work among currently employed U.S. potential confounders (N=46). Total 739 cosmetics sales workers
adults in all occupations and industries. The study indicates that there were included in this study.
are occupation and industry groups with high prevalences of frequent Exposure variable, hours of working alone in a day were assessed
exertion and frequent standing at work, which are likely in need of inter- by asking, “how many hours do you work alone in a day?”. Responses
ventions to reduce exposure and training on safe movement/lifting. were classified into four groups: less than 1 hour, 1-2 hours, 2-3 hours,
Workers in the agricultural industries were found to have the highest more than 3 hours in a day. Outcome variables, having been unable to
prevalence of frequent exertion and frequent standing at work, and a change sanitary pads and experience of dermatopathy were measured
separate study found these workers also had high prevalences of low with following two questions, “Over the past 6months, have you ever 1)
back pain and upper extremity pain, which could be related to ergo- been unable to change sanitary pads during menstruation at work, 2)
nomic factors (4). Nearly two thirds of all workers reported frequent experienced the related dermatopathy due to not being able to change
standing at work and many of the occupation and industry groups the sanitary pads at work.”. Respondents could answer yes, no, or not
that reported a high prevalence of frequent exertion also reported a applicable for each question.
high prevalence of frequent standing, indicating that these two expo- We first estimated the prevalence of having been unable to change
sure may commonly co-occur. Very limited research exists that exam- sanitary pads over the past 6 months among Korean female cosmetics
ines frequent exertion and standing at work among occupation and sales workers by key covariates. Modified Poisson regression model
industry groups at the national level, and more research is needed to was used to estimate the association between hours of working alone
understand these ergonomic variables and possible associated health in a day and having been unable to change sanitary pads over the past
effects more fully. 6 months after adjusting for potential confounders including socio-de-
mographic variables (age, marital status, and educational level), and
work-related variables (annual income, working year, working hours per
E-2
week, job position, the number of team member, and cosmetics brand).
You can not change sanitary pads at work if you work alone: A Results. 42.0% (N=310) of female workers could not change their
study of female cosmetics sales workers in South Korea. sanitary pads during menstruation period at work and 18.5% (N=137)
Bokyoung Choi (Korea University) experienced a related dermatopathy over the past 6 months. Compared
to the “less than 1 hour” group, long hours of working alone were asso-
ciated with having been unable to change their sanitary pads during
259 WORK, STRESS AND HEALTH
S AT U R D AY
menstruation period at work (“1-2 hours” PR: 1.20, 95% CI: 0.92-1.57; Method: Our sample is composed of executive, intermediate
“2-3 hours” PR: 1.39, 95% CI: 1.02-1.90; “more than 3 hours” PR: 1.80, and first level managers from a hospital in the province of Quebec,
95% CI: 1.34-2.43). Also, workers who worked alone more than 3 hours in Canada. It is composed of 73% female managers and the aver-
in a day were more likely to have the related dermatopathy compared age age is 45. Also, the average seniority in a management position
to those who worked alone less than 1 hours after adjusting for poten- is between 6 and 10 years. A total of 75 semi-structured interviews
tial confounders (PR: 2.31, 95% CI: 1.36-3.93). were conducted in 2017. A qualitative approach was chosen to give a
Practical implications and conclusions: Female cosmetics sales voice to the managers and to document the different aspects of their
workers who worked alone for long hours were not able to change their use of ICT. The interviews were recorded and transcribed for a poste-
sanitary pads at work and experienced related dermatopathy in South riori analysis. A tree of codes was realized by the researchers and the
Korea. The results of this study suggest that interventions are needed coding of the interviews was done by a professor in Human Resource
to address the inadequate staffing for cosmetics sales workers and Management. Code sequences analysis were performed using the
workers’ right to access restroom at the cosmetics sales workplace QDA Miner software.
in South Korea. Results. Exploratory results show that the volume of communica-
tion and the expectations of constant connectivity are two important
elements of manager’s work environment. But, the obsolescence of
E-3
technological tools, in the public sector in Canada, reduce the risk of
Manager’s use of information and communication technologies: constant connectivity expectations and, thereby, contribute to the
resources or demands? decline of workplace telepressure. On the contrary, the large influx of
Julie Dextras-Gauthier (Laval University) e-mails affect the daily work behaviors of managers. When manag-
ers are dealing with email overload, they don’ have the time and the
Problem. Working in the digital economy involves constant connec-
energy for other important workplace behaviors such as providing feed-
tivity, immediacy and unclear work-family boundaries (Atanasoff and
back to employees or share their knowledge and expertise with their
Venable, 2017; Derks et al. 2015; Ragsdale and Hoover, 2016). This
teams. Emails demands also spillover to the family domain as managers
context is likely to make workers vulnerable to a new form of stress
choose to work outside work hours to avoid the feeling of falling behind.
called workplace telepressure. (Barber and Santuzzi, 2015). Some
Practical implications. Our results suggest that email demands
authors found that workplace telepressure harms the well-being of
impact not only on managers’ own behaviors but could also affect their
workers; it reduces psychological detachment and it increases the
employees since managers don’t have the time and energy to perform
risks of physical and cognitive exhaustion (Santuzzi and Barber, 2018).
their roles effectively. Since managers and especially transformational
However, Grawitch et al. (2018) showed that the workplace telepres-
leadership are important for any given organizations, email demands
sure had no significant effect on emotional exhaustion, psychological
should be minimized. Organizations should addresses this problem
detachment and satisfaction with work-family balance when person-
by developing workplace policies around ICT use and responsiveness.
ality traits and workaholism are controlled. According to them, the
Conclusions. This study enriches our understanding of the experi-
negative effect of workplace telepressure on worker well-being mostly
ence of managers in healthcare institutions. This study also identifies
result from the worker’s predisposition towards workaholism. These
resources and demands that can influence the psychological health
findings lead them to argue that this new form of stress is often self-im-
of managers but also their ability to perform effectively their roles
posed rather than imposed by the organization. Still very little is known
as leader. Our results indicate the necessity for any organization to
about this new phenomena and organizational norms and practices
manage the use of ICTs to ensure that technology-mediated commu-
around technology use that might contribute to psychological state
nications yield their positive effects of improving manager’s autonomy,
like workplace telepressure.
well-being and performance.
Procedures. The aim of this study is to identify the aspects of infor-
mation and communication technologies (ICT) that are seen as a job
resources and those in which they are perceived as job demands. In E-4
the digital economy, a growing number of organizations have imple- Personal Values and Well-being: The Role of Job Crafting
mented New Ways of Working (NWW) to enhance workplace flexi-
bility. These NWW are enabled by ICTs, such as emails, text messages, Carol Wong (George Mason University)
instant messaging and smartphones, which provide greater auton- Problem. Values reflects the guiding principles about what is desir-
omy for employee to choose when and where they work (Rosen et able to an individual, operating as broad motivational goals (Schwartz,
al., 2019). Atanasoff and Venable (2017) indicated that the use of 1992). Sagiv, Roccas, and Hazan (2004) proposed three perspectives
ICTs in organizations can be a double-edged sword because on the that examine how values are linked to well-being. Particularly, the
one hand, it enhance workplace productivity and flexibility, but on the “goal-attainment” perspective suggests that well-being is influenced
other hand, it can cause stress and harm employees’ well-being. The by the extent to which people are able to attain values that are import-
use of ICTs increase workers’ perception of control over the time and ant to them. Holding a value does not imply that one can attain it, as
location of work schedule (Barber and Santuzzi, 2015). But, ICTs use on circumstances might not allow them to fulfil such a value. Empirical
private hours to manage work-related issues contributes to the blurring evidence supports that when people perceived that they were able to
of boundaries between personal and professional lives. (Barber and attain personally important goals, their well-being improved (Oishi,
Santuzzi, 2015; Derks et al. 2015; Ragsdale and Hoover, 2016). The Diener, Sue, & Lucas, 1999; Oppenheim-Weller, Roccas, & Kurman,
contrasting results of ICTs use on well-being and work-life balance high- 2014).
light the relevance of examining the factors maximizing the positive Since people spend considerable amount of time at their work-
effects as well as those minimizing the negative effects of using ICTs. places, choosing to act in accordance with their values at work can
260 WORK, STRESS AND HEALTH
S AT U R D AY
be one way for employees to express their values (Bardi & Schwartz, Practical implications. Prior research has primarily examined
2003), which might, in turn, improve their well-being. One example is personality as individual antecedents of job crafting (Rudolph, Katz,
to engage in job crafting. Job crafting refers to employee-initiated effort Lavigne, & Zacher, 2017). As values describe the intentions people
targeted at seeking structural (i.e. pursuing professional development) pursue behind their behaviors, they might provide additional informa-
and social resources (i.e., building better relationships with supervi- tion for organizations to better understand which employees are likely
sors), increasing challenges (i.e., volunteering for more responsibilities), to job craft. Such insight might enable them to provide crafting oppor-
and reducing demands (i.e., avoid stressful customers; Tims, Bakker, & tunities that can maximize positive effects on employees’ well-being.
Derks, 2012). Job crafting allows employees to shape their jobs, namely
job demands and resources, to fulfill their values.
E-5
Because people differ substantially in the relative importance they
attribute to different values (Schwartz, 2012), their value hierarchy may The Job Demands-Resources Model: Understanding the Impact of
serve as standards for choosing their crafting behaviors. By altering Job Characteristics on Healthcare Leaders
job demands and resources based on their values through job crafting, Nastassia Savage (Virginia Commonwealth University School of
it can enrich employees’ experience and promote well-being (Tims, Medicine)
Bakker, & Derks, 2013). The current study specifically examines work
Problem Statement. The job demands-resources (JD-R) model is
engagement and burnout as outcomes of job crafting, as they are
extremely popular in occupational health psychology and has been
important indicators of occupational well-being. Given that the job
used across a multitude of occupations. Originally developed to under-
crafting definition centers around employees’ intentions behind their
stand the processes by which burnout occurs (Demerouti, Bakker,
behaviors, it is surprising that no research has examined how individual
Nachreiner, & Schaufeli, 2001) through the categorization of job char-
values influence job crafting, and, in turn, well-being.
acteristics into demands and resources (Lee & Ashforth, 1996), it
Values, as identified by Schwartz (1994), form a circumplex struc-
has been expanded and applied in a variety of contexts. Specifically,
ture of motivation, which is organized in two bipolar dimensions:
many of the recent applications of the JD-R model include some sort
self-enhancement versus self-transcendence, and openness to change
of outcomes (e.g., performance; Bakker, Demerouti, & Verbeke, 2004)
versus conservation. Individuals who value openness to change pursue
and some also clarifies demands into those that are challenges (i.e.,
independent self-expression of thought and action (Schwartz, 1992,
obstacles that, once overcome, are rewarding and worth the expended
1994). By seizing opportunities to alter their own roles and relationships
effort) and hindrances (i.e., obstacles that cannot be overcome, limit-
at work, workers can exert control and express their personal values
ing the ability to do job tasks and draining energy; Cavanaugh, Boswell,
of welcoming changes through job crafting. In contrast, conservation
Roehling, & Boudreau, 2000). These changes have provided a better
refers to an individual’s need for security and desire to follow social
understanding of how job characteristics impact an individual’s affec-
norms (Schwartz, 1992, 1994). Job descriptions are boundaries set
tive states (e.g., burnout, engagement) and their effects on meaningful
by organizations. Altering job tasks and resources through crafting
outcomes (e.g., mental and physical health, performance; Schaufeli &
may be considered as violations of the norms set by authority figures
Taris, 2014).
(i.e. managers and the organizations). While crafting may not always
Although this model has been used to better understand these
be noticed by others, it can elicit ambiguity (Grant & Rothbard, 2013).
processes in healthcare, it has focused on those on the front lines such
Because they prioritize structure and are more prone to interpret ambi-
as nurses and physicians, overlooking a key population in this area—the
guity as threatening, employees with strong conservation values may
leaders. As such, this study applied the JD-R framework to understand
not see a reason to job craft.
how challenge and hindrance demands as well as job resources impact
Self-enhancement, on the other hand, focuses on the pursuit of
the affective states of healthcare leaders and the extent to which these
self-interest (Schwartz, 1992, 1994). Job crafting may allow employ-
states influence the leader’s perception of their unit’s performance.
ees to stand out within the workgroup, leading to potential personal
However, this study also adapts the model in the following ways. First,
benefits. For instance, seeking coaching from managers might gain
the unit’s perception of their teamwork was used as a resource as
employees additional information that promotes performance (Lam,
better teamwork would encourage additional back-up behaviors from
Peng, Wong, & Lau, 2017). Fostering favorable work relationships
the team (Marks, Mathieu, & Zaccaro, 2001), potentially reducing the
can increase employees’ influence at work (Thompson, 2005). Self-
workload of the leader. Secondly, the JD-R has traditionally centered
transcendence dimension of values reflects a primary interest in
on emotional exhaustion and engagement as the primary affective
enhancing others’ well-being (Schwartz, 1992). At work, such employ-
states; this study considers the role of meaningful work rather than
ees will be more likely to prioritize the welfare of the workgroup over
engagement as it is more relevant to healthcare workers (Leape et
that of themselves. For instance, volunteering for challenging tasks
al., 2009) as healthcare is centered around patient care, which often
can enrich employees’ own experience while helping others (Berg,
provides employees in this environment with the feeling that their work
Wrzesniewski, & Dutton, 2010), which might promote overall produc-
is meaningful, making it a more suitable affective state for this context.
tivity. Employees with strong self-transcendence values may job craft
Finally, this study uses the leader’s rating of their unit’s performance as
to create better circumstances for others. Through job crafting in ways
its primary outcome as it may be influenced by the leader’s behavioral
that align with their values, we propose that employees’ well-being
modeling and emotional contagion as well as through mood-congruent
would be improved. Figure 1 depicts the conceptual model of the study.
bias. For the specific hypotheses proposed and hypothesized model,
Procedures and anticipated analyses. Full-time and part-time work-
see Table 1 and Figure 1 respectively.
ing students were recruited at a public university, and 306 participants
Procedures. To test the hypotheses, two sets of survey data were
were included in the final sample. Data will be analyzed in two steps
analyzed: an employee engagement survey of all system employees and
with structural equation modeling (SEM) analyses using the R package
a leadership survey of healthcare leaders. Job resources was assessed
“lavaan” (Rosseel, 2012).
261 WORK, STRESS AND HEALTH
S AT U R D AY
by items identified by subject matter experts as reflecting the unit’s programs (e.g., Schwetschenau et al., 2008; Sloan & Gruman, 1998).
perception of their teamwork and was collected via the engagement We predicted that perceived threats (i.e., severity and susceptibility),
survey; all other measures were collected within the leader survey via perceived benefits, and perceived barriers would predict past and
validated scales. There was sufficient support for aggregation of the planned future participation in an employee wellness program.
unit’s perception of teamwork (i.e., the resource) and the datasets were Method. Sample. Participants (N=556) were recruited through an
merged. To ensure the results reflected the impacts of job characteris- employee email listserv at a public university in the U.S and responded
tics on leaders’ affective states and minimized the effects of individual to a web-based survey. The response rate is estimated at 32%. The
differences, leaders’ resilience was included as a control. average age of participants was 46.8 years and 68% were women.
Results. The correlations among study variables, their means, stan- Measures. Controls. Age, gender, and overall health were used as
dard deviations, and Cronbach’s alphas are included in Table 2. The control variables.
MPlus path analysis results are shown in Figure 2 and the final model Wellness participation. Participants rated single items regarding
in Figure 3. their past participation and planned future participation in the well-
Practical Implications. The study results provide the first glimpse ness program.
into understanding how job characteristics impact the emotional Perceived threat. Three questions (a = .79) targeted perceived
exhaustion and meaningful work that healthcare leaders experience, threat, including if participants worried about their health, believed
allowing for the development of targeted interventions. Specifically, their health should improve, and believed there would be consequences
by focusing on reducing both the hindrance and challenge demands if health did not improve.
that leaders experience, organizations may be able to reduce their Perceived benefits. Three questions (a = .84) targeted perceived
emotional exhaustion directly and indirectly through perceptions of benefits including if participants saw the benefit of participation, if they
meaningful work. These results also suggest that supplemental train- believed the programs would improve their health, and if they believed
ing to improve individual resilience may further bolster these effects there were positive outcomes associated with participation.
and improve leaders’ emotional exhaustion and meaningful work. Perceived barriers. Three questions (a = .76) asked participants to
Additionally, the use of the unit’s perception of their teamwork may rate their agreement to statements related to lack of time to partici-
be a less impactful resource for leaders and more salient resources pate, being too busy to participate, and not knowing enough about the
ought to be assessed in both research and practice. wellness programs to use them.
Conclusions. Overall, this study provides an important insight in Results. Past participation and planned future participation were
the impact of job characteristics on the affective states of healthcare found to be positively correlated (r = .61) indicating that if individuals
leaders, an oft-overlooked and important population. It also expands had already taken part in the employee wellness program, they were
the JD-R model by using a unit-level variable (i.e., perception of team- more likely to plan to do so again. Perceived benefits and perceived
work) as a leader’s resource and using meaningful work, rather than threat were positively correlated (r = .23) which may suggest that
engagement, given its importance in healthcare. This study also consid- as belief in susceptibility and severity of health threats increases,
ers how leaders’ affective states (i.e., emotional exhaustion, meaningful employee beliefs in wellness program benefits also increase. Finally,
work) impact their perception of their unit’s performance, a particularly perceived benefits and barriers were negatively correlated (r = -.34)
relevant outcome for both leaders and the healthcare environment as it indicating that as belief in the effectiveness of wellness programs
often involves patient care. These results provide direction for interven- decreases, the perceived barriers to participation increase.
tions (i.e., reducing hindrance and challenge demands, supplemented Hypotheses were tested using multiple regression analyses with
with resilience training) and are a first step into understanding these age, gender, and overall health entered as controls, followed by the
processes in healthcare leaders. health belief model factors. Consistent with the model, perceived
threat was positively related to past participation (B = .12, p < .01)
and planned future participation (B = .16, p < .001). Perceived benefits
E-6
were positively related to past participation (B = .34, p < .001) and
Using the Health Belief Model to Predict Employee Wellness planned future participation (B = .45, p < .001). Finally, perceived barri-
Participation ers were negatively related to past participation (B = -.33, p < .001)
Adam Butler (University of Northern Iowa) and planned future participation (B = -.24, p < .001). The health belief
factors explained an additional (over controls) 31% of the variance in
Employee wellness programs are commonly implemented in the work-
past and 37% of the variance in planned participation.
place to improve employee health and reduce employee health risks.
Discussion. The principle finding of this study is that the health
However, participation rates in these programs can be low (Mattke
belief model is a good predictor of participation and planned partic-
et al., 2013; Robroek et al., 2009). The goal of the present study was
ipation in an employee wellness program. Specifically, an employ-
to examine relevant employee beliefs, as specified in the health belief
ee’s perception of health threats, as well as perceived benefits and
model (Champion & Skinner, 2008), as predictors of participation in
barriers to the wellness program, predict the employee’s past and
an employee wellness program.
planned future participation. Organizations wishing to increase
The health belief model is a well-supported model for predicting
employee wellness participation may try highlighting the benefits of
health-related behavior (Champion & Skinner, 2008). The model
the program while eliminating barriers; these two factors would make
specifies a number of factors that predict health behavior, including
good targets for an intervention experiment designed to increase well-
perceived health problem severity, susceptibility to health problems,
ness participation.
benefits and barriers to engaging in the health behavior, self-effi-
cacy, and action cues. Prior occupational health research has found
that model components predict participation in healthy behaviors or
262 WORK, STRESS AND HEALTH
S AT U R D AY
E-7 performance variables with the delayed effects (e.g., 10 minutes after)
Workplace Physical Activity and Cognitive Performance: A Review of using an active workstation on cognitive variables (Neuhaus et al.,
and Recommendations 2014; Ojo et al., 2018). Research testing for a spontaneous effect of
active workstation use on cognitive performance has failed to find a
James Kunz (Colorado State University) difference (John, Bassett, Thompson, Fairbrother & Baldwin, 2009)
Physical activity (PA), defined as “any bodily movement by skeletal though other research testing for a delayed effect did find an improve-
muscles requiring energy expenditure” has been found to improve phys- ment (Labonté-LeMoyne et al., 2015). Our presentation will also pres-
ical and psychological health outcomes (World Health Organization, ent recommendations for future research such as the effects of active
2019; Sagar et al., 2015; Rebar et al., 2015). Additionally, sedentary workstations on new cognitive variables.
behavior, such as prolonged sitting at work, is associated with nega-
tive health outcomes such as cardiovascular disease and diabetes
E-8
(Wilmot et al., 2012). Therefore, active workstations may be effica-
cious in increasing PA and consequently improving employees’ health Free and Fair: Autonomy and Justice Perceptions of Traditional vs.
Contract Workers
and well-being. In fact, active workstations such as treadmill desks
have been shown to improve both physical outcomes such as weight Xue Lei (George Mason University)
(Torbeyns, Bailey, Bos & Meeusen, 2014) and psychological outcomes
Gig, nonstandard, or contract workers have become an increasingly
such as task satisfaction (Sliter & Yuan, 2015).
large class of workers in both the United States and worldwide (e.g., BLS,
In addition to benefiting employees, active workstations may be
2017; Manyika et al., 2016). While there has been research suggest-
beneficial for employers as employee PA is inversely related to absen-
ing job satisfaction of such workers is similar or slightly higher than
teeism (Van den Heuvel et al., 2005; Laaksonen, Piha, Martikainen,
standard full-time workers (Wilkin, 2012), the focus of such research
Rahkonen & Lahelma, 2009). PA is also associated with improved
has been generally on job insecurity and income level (De Cuyper,
cognitive performance, which may mutually benefit employees and
Notelaers, & De Witte, 2009; Jahn, 2015). Following others that have
employers (Northey, Cherbuin, Pumpa, Smee, & Rattray, 2018).
suggested the importance of work characteristics for contract workers
Although it is clear that the use of active workstations increases phys-
(Rockmann & Ballinger, 2017), we extend our understanding of how
ical activity, and despite the well-established cognitive benefits of
such characteristics impact job satisfaction by comparing autonomy
physical activity, the evidence regarding cognitive benefits of active
perceptions among contract and traditional workers. We further add to
workstation use remains mixed. (Ohlinger, Horn, Berg, & Cox, 2011;
our understanding by exploring how organizational justice is perceived
Labonté-LeMoyne et al., 2015).
among contract and traditional workers. We argue that contract work-
The present paper aims to review findings regarding the benefi-
ers conceive of their jobs and their work differently than traditional
cial and detrimental effects of active workstations on cognitive vari-
workers. Because of those differences they are in some ways more, but
ables within different contexts (e.g., during active workstation use or
in other ways less, susceptible to factors that impact job satisfaction.
after). It is essential to have a thorough understanding of the efficacy
Building upon relevant theories, we develop two hypotheses below.
of active workstations in improving cognitive performance variables so
Self-determination theory states that autonomy is a major and
employees can reap the maximal benefits from such workstations and
common psychological need for individuals and should be important
avoid potential negative effects of active workstations on productivity.
to both types of workers (Ryan & Deci, 2000). However, as “auton-
Similarly, it is important for employers to know the effects of active
omy”, “flexibility”, “be one’s own boss”, are the top reasons cited in the
workstations on cognitive variables in different contexts so they can
literature regarding why independent contractors chose such kind of
invest their resources in the most appropriate types of workstations
work arrangement (e.g., IBM, 2014; Manyika et al., 2016), autonomy
for their employees’ well-being and performance.
should have a greater impact on independent contractors’ rather than
Consequently, though there are prior reviews of the effects of active
traditional employees’ job satisfaction.
workstations on cognitive performance variables, such reviews have
Hypothesis 1: Autonomy-related factors will be more import-
not outlined all of the relevant contextual variables related to the effects
ant to predicting job satisfaction in independent contractors than in
of active workstations on cognitive performance variables (Neuhaus et
employees.
al., 2014; Benatti & Ried-Larsen, 2015; Ojo, Bailey, Chater, & Hewson,
Three types of organizational justice have been proposed in the liter-
2018). Thus, the present paper will attempt to delineate the relevant
ature, i.e., procedural (whether the decision-making process is fair and
contextual variables (e.g., type of equipment such as treadmill desk or
free of bias), distributive (whether the outcome of distribution is fair),
pedal desk) from prior research, especially considering when cognitive
and interactional (interpersonal interaction is fair) (Colquitt, Conlon,
performance variables are measured in research studies. For example,
Wesson, Porter, & Ng, 2001). All of these have been shown to impact
measurements of cognitive variables may be conducted while partici-
important organizational outcomes including job satisfaction (Colquitt
pants are utilizing active workstations, immediately after using active
et al., 2001). To compare the importance of these justice factors to
workstations, or after a delay following use of active workstations. For
job satisfaction between employees and independent contractors,
instance, the time at which attention is measured such as while using
social comparison (Festinger, 1954) and psychological contract theory
an active workstation or afterward is especially important for interpret-
(Rousseau, 1989) can be applied. On one hand, organizational factors
ing the effects of active workstations on attention (Commissaris et al.,
traditional employees are exposed to are broader and more far-reach-
2014; Labonté-LeMoyne, 2015).
ing than those that contractors are exposed to, thus traditional employ-
Most studies have found no change in cognitive variables in either
ees are more susceptible to perceiving these three types of injustice.
direction resulting from the use of active workstations (Neuhaus et al.,
It is the traditional, not contract, employees who have coworkers
2014; Ojo et al., 2018). However, researchers have rarely contrasted
and long-lasting relationships that invite such fairness comparisons.
the simultaneous effects of active workstation use on cognitive
263 WORK, STRESS AND HEALTH
S AT U R D AY
Further, traditional employees are nested within organizational systems 3)Identification of the facilitators/barriers to the implementation
and layers of management that can be seen as unfair; a problem that of the guidelines
contract workers are less likely to face. This is supported by the notion 4)To assess the most effective intervention(s) for behaviour change.
that the psychological contracts of contingent workers are more trans- Factors affecting shared decision-making during breast screening
actional in nature and contain less social-emotional aspects (McLean consultations. A challenge for healthcare providers is to know the
Parks, Kidder, & Gallagher, 1998; Connelly & Gallagher 2004). Thus, most suitable way to present information about screening in a clear
traditional workers are likely to form higher expectations regarding the and understandable way. This is particularly the case when consid-
level and scope of justice they should receive compared to contract ering diverse populations, with patients of differing ages, ethnicities,
workers. cultures, socioeconomic backgrounds, group memberships, beliefs and
Hypothesis 2: Organizational justice-related factors will be more values. Recent research has investigated many of these factors (e.g.
important to predicting job satisfaction in employees than in indepen- Keating & Pace, 2018; Mathioudakis et al. 2019; Pashayan et al., 2018;
dent contractors. Schrager & Burnside, 2019) and this can help PCPs in their benefit/cost
Method. We used data from the General Social Survey (Smith, risk assessment and shared decision-making.
Davern, Freese, & Hout, 2016) in year 2002, 2006, 2010, 2014 with However, the focus should not solely be on individual patient factors.
information on work arrangements and job satisfaction. A total of It is equally important to consider the PCPs practices during the shared
4542 standard/traditional workers (classified as “regular, perma- decision-making process. This has been demonstrated in research
nent employee”) and 717 independent contractors (classified as showing that a recommendation from a PCP is one of the most influ-
“Independent contractor/consultant/freelancer”) were included in the ential factors affecting the patient’s decision (Calvoressi et al., 2004;
analysis. The importance of these factors was compared using subset Lee, Lim & Park, 2010), and greater interaction with PCPs is associated
hierarchical regressions in SPSS 21. Collinearity statistics were exam- with increased participation in screening mammography (Flores et al.,
ined to ensure no severe multicollinearity problems exist. 2019). Therefore, the PCPs practices are important, because they are
Results. Although not hypothesized, we found that job satisfaction highly influential to the patient’s decision.
is higher in independent contractors (employees: Mean = 1.69, SD = PCPs practices during the shared decision-making process. In the
0.75; contractors: Mean = 1.46 , SD = 0.65; t = 8.92, p < .01; See Note UK, PCPs non-adherence to NICE clinical guidelines has been reported
1). Contrary to Hypothesis 1, autonomy-related variables predicted in a variety of medical settings such as mental health (Howes et al.
additional variance in job satisfaction for traditional employees, not 2012), GP practices (Wathen & Dean, 2014), and fertility clinics (Kim,
contractors (see Table 1). Supporting Hypothesis 2, justice-related Child, & Farquhar, 2015). Investigating what underpins non-adher-
factors predicted additional variance in job satisfaction for traditional ence to NICE guidelines is a necessary step in understanding shared
employees as compared to independent contractors (see Table 2 and decision-making practices, because consideration can then be given
Note 2). to certain practices which might need to be changed, and how best to
Discussion. The results suggest that employees and independent change them.
contractors conceptualize work differently, may have different compar- The study of shared decision-making practices for breast cancer
ison processes and referents, and form different expectations of orga- screening is also of international relevance. Studies in the US have
nizations’ obligations, which combine to influence their work attitudes. shown poor implementation of, and a lack of, shared decision-making.
The unexpected finding that autonomy seems to be more important In Fowler’s (2013) study it was found that clinicians rarely discussed
to traditional employees may be due to the fact that employees often the pros and cons of screening with their patients, and many patients
lack the autonomy to change their work schedule or when and where reported that they did not realise they had a choice in the matter.
they can perform the job, thus, their autonomy needs are less fulfilled. Hoffman (2014) reported similar findings, with most shared deci-
For future research, the specific content of comparison process sion-making discussions appropriately addressing the pros of screening
and referents for contractors and other types of nonstandard workers but very few addressing the cons, and only between 27-38% of partic-
could be further examined. Potential moderators may also exist in the ipants reported shared decision-making.
relationship, such as the length of projects/tasks and frequency of Applying COM-B to adherence to NICE clinical guidelines for breast
interactions between employees and contractors. screening . An increasingly popular behaviour change framework is
the COM-B model (Michie et al., 2011). In this model, it is proposed
that behaviours (B) are determined by an individual’s capability (C),
E-9
opportunity (O) and motivation (M). Our depiction of the model as it
An investigation into primary care providers’ adherence to relates to adherence to NICE guidelines on Breast Cancer Screening
NICE breast cancer guidelines during shared decision-making is shown in figure 1.
consultations The COM-B model is central to the Behaviour Change Wheel
John Galvin (Birmingham City University) (BCW; Michie et al., 2011), a systematic method which focuses on
understanding the nature of the behaviour to be changed. It is described
The aim of this project is to investigate Primary Care Providers (PCPs)
in figure 2.
adherence to NICE clinical guidelines during shared decision-making
The BCW proposes that behaviour change is achieved through
consultations for breast cancer screening. To achieve this, the specific
various intervention functions (i.e. education, training, restrictions,
aims of the project include:
persuasion, incentivisation, coercion, enablement, modelling and envi-
1)Identification of the factors associated with adherence to NICE
ronmental restructuring) and policy initiatives (i.e. guidelines, environ-
clinical guidelines for breast cancer screening
mental/social planning, communication/marketing, legislation, service
2)To measure levels of adherence
provision, regulation and fiscal measures).
264 WORK, STRESS AND HEALTH
S AT U R D AY
Plan of investigation. Stage one of the research will involve conduct- strike—that is, when the union and its members refuse to work—often
ing a Cochrane systematic review. The objective of the review will be involves major role changes from employee to picketer. Similarly, in
to identify the factors associated with PCP non-adherence to NICE lockouts, employees are prevented from striking due to management
guidelines. Identified factors will be assigned to the COM-B catego- initiating action preemptively—by literally locking employees out of
ries; Capability, Opportunity, and Motivation (while recognising that the premises preventing employees from working.
some factors will have specific effects on different categories, and other In a formal strike situation, unions would first seek the support of
factors may not easily fit within the existing categories). their membership, ensure that they have the legal right to go on strike,
Stage two of the project will involve the student conducting a qual- and then withdraw their labor in an attempt to influence the direc-
itative study exploring PCPs lived experience of delivering NICE guid- tion of negotiations and collective bargaining. In contrast, in a lockout,
ance during breast cancer screening consultations. This can help to management pre-empt the union by seizing control of the situation.
further identify capability, opportunity and motivation factors specific While strikes can be stressful, they still offer workers an opportunity
to breast cancer screening consultations, in an attempt to refine the to exert control over their work situation by influencing the context
themes identified in stage one of the project and identify further barri- in which disputes can be settled. However, felt personal or collective
ers and facilitators specific to breast cancer screening. control is reduced dramatically during a management-imposed lockout.
Stage 3 of the project builds on stages one and two through the This is a crucial distinction, as employees who are locked out of work
construction and administration of a self-report questionnaire to may well experience a sense of loss of control, as well as an increase in
measure adherence to NICE guidelines during breast cancer screen- the degree of external threat, both of which are associated with reduced
ing consultations. The construction of questions will be based on capa- psychological well-being more generally. As such, different forms of
bility, opportunity and motivation factors identified in stages one and industrial action such as strikes and lockouts may well exert different
two of the project. outcomes in terms of employees’ psychological well-being.
In the present study, we compared the effects of a strike and a
lockout on members’ psychological distress 6 months after industrial
E-10
action was resolved. Participants were 156 secondary school teachers.
Differential mental health consequences of strikes and lockouts All respondents in this study were full-time teachers and members of
the same union, but were employed by one of four different school
Connie Deng (University of Calgary)
boards. Six months prior to survey administration, both school boards
Involvement in industrial relations processes, from everyday activities had experienced the same industrial relations negotiation process, both
such as policing the terms of a collective agreement through participat- had a settlement imposed on the same day by back-to-work legisla-
ing in industrial action, has implications for unions and their members, tion, but differed on the type of industrial action taken: members of
management and their organizations, and even the public. From an one board went on a 4-week strike, while members of the other board
individual perspective, involvement in industrial action such as going were “locked out” by board management for 4 weeks. As a result, this
on strike or being locked out by management can affect the psycho- enabled a between-subjects comparison of the mental health conse-
logical well-being of union members. However, current understanding quences of two different types of industrial action. Our results found
of the potential differential psychological consequences of industrial that compared to members who went on strike, members locked out
action is limited. The purpose of this study, therefore, is to examine reported lower mental health (i.e., higher levels of context-free psycho-
how the specific nature of industrial action (strikes vs. lockouts) affects logical distress) 6 months after being legislated back to work.
members’ mental health. The current study used a serendipitous design Given that our results suggest negative effects of imposing a lock-
to examine how the specific type of industrial action (strike vs. lock- out on employee psychological distress, practical implications include
out), with everything else being largely equal, affected union members’ cautioning about the consequences of different types of industrial
mental health six months after industrial action completed. action.
Industrial relations involvement can be a form of stressor for those
involved. For example, Barling and Milligan (1987) found that negatively Workplace Stress and Related Outcomes
perceived industrial relations events predicted detrimental changes in
post-strike psychological well-being two and six months later. More
F-1
recently, Fowler, Gudmundsson, and Whicker (2009) investigated
the relationship between psychological well-being and the individual’s Exploring the Role of Personal Resources in the Decision to Buy
involvement with union activity during a strike. Specifically, strikers Time
and non-strikers were examined, with those authors finding that that
Kristi Lavigne (Saint Louis University)
strikers reported higher levels of depression, anxiety, and irritation
than non-strikers. These results demonstrated that those involved in At the core of several stress and psychological resource theories is the
strikes exhibit lower levels of mental health. Additionally, Bluen and notion that individuals’ resources are limited (Gorgievski, Halbesleben,
Jubiler-Lurie (1990) simulated labor-management negotiations and & Bakker, 2011). Conservation of Resources (COR) theory (Hobfoll,
found that those involved in the negotiations experienced greater 1989) offers several postulates for how people manage these limited
negative changes in anxiety. While that study examined a singular resources to maximize net resources and reduce stress. Leveraging
event, other practices associated with industrial relations may occur COR theory, the Personal Resource Allocation (PRA) framework
over an extended period. For example, industrial action may last for a (Grawitch et al., 2010) typologizes resources into three basic cate-
period of time such as a strike or lock-out. As such, labor disputes in gories: time, energy, and financial resources. Whillans and colleagues
which employees or management seek industrial action by taking the (2017) argued that buying time resources (e.g., lawn service, online
form of a strike or initiating a lockout can also be stressful. Going on shopping) with disposable financial resources may be an effective
265 WORK, STRESS AND HEALTH
S AT U R D AY
way of managing limited resources, though little is known about this resources (time demands; energy and financial resources) explained
phenomenon. a total of 33.5% variance in perceived stress. For life satisfaction, only
We designed a study to expand the buying time concept, position- appraisals of resources (25.2%; energy and financial) explained signif-
ing it within the PRA framework (Grawitch et al., 2010), with the aims icant variance in life satisfaction. Interestingly, buying time behaviors
of (1) exploring appraisals of financial, time, and energy resources and and attitudes were not correlated with well-being indicators.
demands (2) assessing the degree to which these appraisals relate to Conclusion. The study aimed to integrate the personal resource
buying time attitudes and behaviors, and (3) determining the influ- allocation (PRA) framework (Grawitch et al., 2010) with the buying
ence of these appraisals and buying time attitudes and behaviors on time research paradigm employed by Whillans et al. (2017). Results
well-being. indicated that appraisals of demand and resources, as well as time-buy-
Within the PRA framework, buying time becomes a way of expend- ing attitudes and behaviors, are differentially related to well-being
ing financial resources to protect time and energy resources, and can be outcomes (i.e., perceived stress and life satisfaction). Consequently,
considered a form of instrumental support. Those who perceive more more nuanced typologies (as afforded by the PRA framework) may
time or energy demands should be more likely to buy themselves out provide a more in-depth account of how individuals self-regulate
of time demands. Additionally, those with more financial resources demands and resources and how this resource allocation influences
available should be more capable of buying time and, thus, more likely various facets of well-being.
to do so. Lastly, PRA posits that resource allocation effectiveness plays
a pivotal role in well-being outcomes (Grawitch et al., 2010). Spending
F-2
money to buy time and perceived control over time have been linked
to reduced stress and greater subjective well-being (Whillans et al., The Role of Leisure Interaction Partners for Job-Stress Recovery
2017; Claessens et al., 2004). Thus, we expect buying time attitudes Experiences
and behaviors to positively predict subjective well-being. Carolyn Winslow (University of California Berkeley)
Method. Participants and Procedure. Participants at least 18 years
Introduction. Daily recovery from work is essential for maintaining
of age were recruited from Amazon’s Mechanical Turk (MTurk) to
employee well-being. According to Sonnentag and Fritz’s (2007) model,
participate in an online study. A total of 495 respondents were included
off-job leisure activities promote recovery through four central expe-
in the final analyses (42.9% male; Mage = 39.28; 73.6% employed
riences: 1) psychological detachment, 2) relaxation, 3) mastery, and
full-time), with wide variability in annual income (less than $50,000
4) control. Extensive research has documented the importance of
to above $100,000).
these recovery experiences for well-being (Bennett, Bakker, & Field,
Measures. Appraisals of Demands and Resources. All respondents
2018), yet the specific nonwork contextual factors that may promote
were asked to respond to three items relating to demands and three
these experiences remains unclear. One relevant factor may be with
items related to resources. A sample item is “In general, I would eval-
whom the person is spending leisure time. Although interactions with
uate the demands on my time (or energy or financial resources) as:”
one’s spouse or partner can be an important driver of recovery expe-
– with a 4-point response scale ranging from 0 (Not at all excessive)
riences, these same interactions during non-work time can also be a
to 3 (Very excessive) for items pertaining to demands and 0 (Not at
significant source of stress. Specifically, interactions with one’s spouse
all sufficient) to 3 (Very sufficient) for items pertaining to resources.
or partner - including during leisure time - may frequently involve
Buying Time Attitudes and Behaviors. All respondents completed a
discussions of shared non-work responsibilities and stressors (e.g.,
4-item buying time attitudes scale and a one-item general buying time
discussing finances, childcare arrangements, and dual-career issues),
behaviors measure developed by the authors. A sample item for buying
making leisure time with these individuals less conducive to recovery.
time attitudes is “Spending money to protect my time/energy is well
Indeed, per Demerouti, Bakker, and Sanz-Vergel (2014), “The view of
worth the cost,” scored on a 5-point scale ranging from 1 (Seldom true)
home and family as a place of rest and recuperation might be more of
to 5 (Very often true). The alpha reliability of the 4-item attitudes scale
a risk than a reality for many employees” (p. 230). In contrast, because
was .84. The behavioral item solicited responses about the frequency of
friendships typically do not involve these types of shared responsibil-
buying time (i.e., “I regularly spend money on services that protect my
ities and stressors, interactions with friends are less likely to involve
time/energy (such as housekeeping services, grocery delivery, online
discussions of such stressors.
shopping, lawn mowing services).”
Therefore, in this study, we evaluated in an exploratory manner how
Stress. Stress was measured using the 10-item version of the
leisure promotes recovery experiences (i.e., detachment, relaxation,
Perceived Stress Scale as in Study 1. The alpha reliability estimate
mastery, and control) when people are interacting with a friend versus
was .91.
their spouse/partner. Generally we expected that, friends may serve a
Life Satisfaction. Life satisfaction was measured using the 5-item
unique role in facilitating recovery experiences compared to spouses/
Satisfaction with Life Scale as in Study 1. The alpha reliability estimate
partners because interactions with friends are not accompanied by the
was .91.
same non-work stressors and thus may provide a more optimal context
Results. Buying Time Attitudes and Behaviors. Self-reported time
for experiencing recovery.
demands predicted buying time attitudes, whereas self-reported finan-
Method. We used a form of Day Reconstruction Methodology
cial resources predicted buying time behaviors. Hierarchical regression
(DRM; Kahneman, Krueger, Schkade, Schwartz, & Stone, 2004) to
results indicated that financial resources appraisals and buying time
assess and compare people’s recovery experiences when engaged in
attitudes explained 26.7% unique variance in general buying time
leisure activities with a friend or a spouse/significant other. Participants
behaviors (Table 1).
were working adults (recruited from Amazon Mechanical Turk) who
Perceived Stress and Life Satisfaction. Demands, resources, and
reside in the U.S., work full-time and reported engaging in leisure activ-
buying time behaviors and attitudes were examined as predictors
ities the prior day.
of well-being indicators (see Table 2). Appraisals of demands and
266 WORK, STRESS AND HEALTH
S AT U R D AY
Those who met these inclusion criteria reconstructed their previous functioning (Clark et al., 2013; Pedersen & Saltin, 2015; Sliter, Sinclair,
day into a series of episodes and indicated who they interacted with Cheung, & McFadden, 2014).
during each episode (i.e., a friend, spouse or partner, parents/relatives, We define stress tolerance as the variance in an individual’s abil-
coworkers, and/or children). Participants were subsequently asked to ity to withstand stressful situations. Stress tolerance could also be
complete measures assessing the extent to which they experienced considered stress sensitivity or stress resiliency; however, we have
detachment, relaxation, control, and mastery in each reported leisure taken an objective approach when measuring stress tolerance whereas
activity. Specifically, this portion of the DRM asked participants to indi- most research is personality based (e.g., Treglown, Palaiou, Zarola, &
cate the extent to which they felt they “forgot about work” (psycho- Furnham, 2016). Those who are less tolerant of stressors are more
logical detachment), felt “relaxed,” felt “capable” (mastery), and felt likely to exhibit more strains, whereas those who are more tolerant are
“a sense of choice and freedom” (control). To minimize concerns that likely to exhibit less strains. Using objective stressors (i.e., life events)
results would be confounded by the type of activity a person engaged and subjective stressors (i.e., perception of stress caused by work-
in with one’s spouse or friend, we compared recovery experiences place stressors), we have created a ratio, by summing stressors and
when with one’s spouse/partner and a friend within similar types of dividing by strains to produce a stress tolerance score (Bland, Melton,
leisure activities: passive leisure (i.e., watching TV) and active leisure Bigham, & Welle, 2014).
(e.g., physical activity, creative exercises). We developed our measure after reviewing the literature, conduct-
To address the research question, we divided the episodes into ing cognitive interviews with multiple subject matter experts, and pilot-
those involving watching TV versus other more active forms of leisure; ing our survey with our target demographic (i.e., working adults). Our
and further, into those experienced with friends only and with spouses/ final scale was comprised of 5 scales consisting of 165 items which
partners only (Ns range from 85-176). measured stressful life events (44), workplace stressors (41), instances
Results. We conducted t-tests to compute mean level differences of strains (38), coping mechanisms (38), and levels of physical exer-
across the four recovery experiences when participants were engaging cise and activity (4). Five-point Likert type response formats were
in passive and active forms of leisure with a friend versus a spouse/ used for life events, workplace stressors, strains, and coping mecha-
partner. When engaging in active forms of leisure, participants reported nisms. Levels of physical exercise and activity were measured by taking
feeling significantly more detached from work when with a friend (M the product of each participant’s self-reported average intensity and
= 8.83; SD = 2.45) versus when with a spouse/partner (M = 8.08; number of days engaged in said event. Our sample was 352 working
SD = 3.16), p = .04. Participants reported feeling significantly more adults, who were recruited through Qualtrics, where participants were
capable (i.e., exhibited greater levels of mastery) when engaging in compensated for their participation based on their individual prefer-
passive leisure with a friend (M = 8.51, SD = 2.91) versus when with ences (e.g., airline miles or gift cards).
their spouse/partner (M = 8.16; SD = 2.42), p = .023. Results were not Exploratory factor analysis was used to develop models for each
significant for the other recovery experiences. individual scale, in which six life events (uninterpretable, 73.91% vari-
Discussion. We found that people are better able to psychologically ance explained), two workplace stressors (labeled as eustress and
detach from work when with a friend, particularly when engaging in distress, 45.90% variance explained), one strain (47.20% variance
relatively active forms of leisure. This finding extends existing theory explained), and two coping mechanisms (labeled as proactive and
and research on detachment (e.g., Sonnentag & Fritz, 2015) by high- emotional-avoidance coping, 43.28% variance explained) factors
lighting that the ease of detaching from stressors may be a function of emerged. Afterwards, the newly uncovered life events, workplace
who the person is interacting with. In addition, we found that people stressors, and strain factors, which is the framework for the theorized
feel more capable when engaging in passive leisure with a friend. This stress tolerance model, were aggregated and a new exploratory factor
finding aligns with previous studies (e.g., Kahneman et al., 2004) and analysis was used to determine if each subscale of stress tolerance is a
may point to the special role that friendship interactions, which are unique, valid, and independent construct. This analysis resulted in four
voluntarily chosen, play in enhancing self-esteem and the feelings of life events factors, two workplace stressors, and one strain factor. Two
mastery/competence that self-esteem typically entails. From a practi- life event factors fell out of this model due to poor reliabilities. In other
cal standpoint, these results suggest that choice of leisure interaction words, the final stress tolerance model (70 items, 7 factors, 56.10%
partner may be important considerations for people seeking to culti- variance in strains explained) included factors with acceptable reli-
vate job stress recovery. abilities across all factors (Cronbach’s alpha ranged from .703 to. 951).
Path analyses and multiple regression analyses were conducted,
using item sums as factor scores, to test the theorized relationships
F-3
of the stress tolerance model (i.e., life events with strains, workplace
Examining the Relationship between Physical Exercise, Physical stressors with strains, and life events with workplace stressors). The
Activity, Coping Mechanisms, and Stress Tolerance: Development significant relationships were aggregated into the stress tolerance
and Validation of the Stress Tolerance Questionnaire. model. The relationships of both coping styles and the different intensi-
Gage Ammons (Northern Kentucky University) ties and methods of physical exercise and activity with stress tolerance
were added to the stress tolerance model. The final model consisted
Occupational stress has been a focal point of academic research for
of only significant relationships and explained 57% of the variance in
decades. High levels of stress are one of the more prevalent occupa-
strain, the model included the following predictors: emotional-avoid-
tional-related illnesses encountered in today’s workplace. Workplace
ance coping, distress, and the composite life events. The data showed
stressors can negatively impact both performance and health. Research
no support for any mediation or moderation effects of physical exercise
has shown stress is associated with lower productivity, higher absen-
(i.e., aerobic, anaerobic, and flexibility/stability) or physical activity on
teeism, increased healthcare costs, and a reduced immune system
the stress tolerance construct.
267 WORK, STRESS AND HEALTH
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Current management practices aim to reduce distress by increas- nation’s largest state-wide health survey, underscores the importance
ing eustress, however, our data surprisingly showed eustress to be a of providing employees access to resources to prevent and manage
significant, positive predictor of distress, which is a significant, positive stress.
predictor of strain. In other words, the indirect effect of eustress on
strain is 112. Although indirect through distress and weak but significant,
F-5
eustress in this study predicted 5.5% of variance in strains. Additionally,
emotional-avoidance focused coping significantly predicted both Do Associations between Psychological Distress and Salivary
eustress and distress, whereas proactive coping only predicted eustress. Cortisol Vary by Gender?
Emotional-avoidance coping exhibited direct effects on both strain and Anna Mnatsakanova (NIOSH)
distress, therefore, we can also infer that this relationship is partially
Statement of the Problem: Police officers are exposed to higher rates of
mediated through distress.
traumatic and non-traumatic work stressors. These trigger activation
The current study found initial support for these newly created
of the biological system known as the hypothalamic-pituitary-adrenal
measures. Additional research (CFA) is needed to further validate
(HPA) axis, which responds to a stressor by releasing cortisol through
each scale and the theorized stress tolerance model (SEM). Additional
the adrenal cortex. Dysregulated levels of cortisol may be detrimen-
research is also needed on the types of coping styles.
tal to one’s health. The relationship between psychological stress and
cortisol levels has been examined extensively. Studies investigating
F-4 associations between post-traumatic stress disorder (PTSD) and corti-
A Portrait of California’s Workforce: Mental Health Status, Family sol levels have predominantly reported lower cortisol levels among
Relationships, and Hours Worked individuals experiencing PTSD (Pan et al., 2018; Meewisse et al., 2018).
Research differentiating these associations by gender is limited. The
Ashley Parks (California Baptist University) aims of this cross-sectional study were to examine the associations
A variety of studies have been conducted to understand the relation- of perceived stress, anxiety, and PTSD with salivary cortisol parame-
ship between work and stress. However, there is a need for additional ters in urban police officers, and to assess the role of gender in these
research and understanding regarding the association between long associations.
hours worked and increased stress in workers and their families. A Procedures. Participants were police officers from Buffalo, NY
sample drawn from the 2016 California Health Interview Survey (CHIS) (n=320). Questionnaires were used to assess demographic charac-
adult survey (n=1200) was utilized in order to investigate the differ- teristics, perceived stress, anxiety, and PTSD symptoms. Participants
ences in self-reported psychological distress across categories of provided saliva samples (four waking samples [upon awakening, and
employment (full time, part time, and unemployed categories) as well 15, 30, and 45 minutes, thereafter], lunch, dinner and bedtime) to
as self-reported hours worked. The Adult CHIS survey is an annual measure levels of cortisol secretion. The samples were used to derive
cross-sectional survey conducted via random digit dial telephone the following parameters: area under the curve with respect to increase
outreach. Self-reported psychological distress was defined using the (AUCI) from the four waking samples as a measure of the cortisol
Kessler 6 scale from several questions used to then create a calcu- awakening response, and total area under the curve (AUCG) from all
lated variable ranking psychological distress from 0-24. The utility seven samples as a measure of the diurnal response (Fekedulegn et al.,
and validity of the Kessler 6 instrument and scale have been examined 2007). Perceived stress was measured using the Perceived Stress Scale
thoroughly (Mitchell & Beals, 2011). Self-reported hours worked were (Cohen, Mamarck & Mermelstine, 1983). The 14-item scale assesses
recorded in full hour increments from a minimum of 0 to a maximum global, not event-specific, stress levels. Participants rate each item on
of 95 hours per week. a five-point scale based on the frequency at which a particular event
For this study, several research questions were addressed to identify was experienced during the past month: 0 (never) to 4 (often). The
possible associations and differences between levels of employment total score is the sum of all 14 items, ranging from 0 to 56. Anxiety
and self-reported serious psychological distress. A Pearson correlation was assessed using the Beck Anxiety Scale (Beck & Steer, 1990), a
illustrated a strong association (r=0.76) between hours worked (0-95/ 21-item instrument measuring self-reported anxiety symptom sever-
per week) and self-reported psychological distress as measured by the ity using a 4-point scale: 0 (not at all) to 3 (severely). Fourteen items
Kessler 6 scale (p=.01). The strong association was also clear when measure somatic symptoms of anxiety; the remaining items measure
examining males (n=513, r=0.72) and females (n=687, r=0.81) sepa- cognitions specific to anxiety and panic, but not depression. The over-
rately. In addition to examining the strength of association between all score is a sum of all 21 items, ranging from 0 to 63, with higher
actual self-reported hours worked, a One-Way ANOVA was also scores indicating more anxiety. PTSD symptoms were assessed using
utilized to compare mean differences in psychological distress (Kesler the PTSD Checklist—Civilian version (PCL-C). The PCL-C is a 17-item
6) scales across work categories. A statistically significant difference questionnaire designed to measure the self-reported severity of PTSD
in self-reported levels of psychological distress across work catego- symptoms experienced in relation to traumatic incidents in the past
ries was found (p=.024) with full-time workers reporting higher mean month (Ruggiero, Ben, Scotti, & Rabalais, 2003). Each item is scored
levels of psychological distress. A potential association between hours on a five-point scale: 1 (not at all) to 5 (extremely). A total PCL-C score
worked and family life impairment was also explored using a Pearson was derived by summing all items, with scores ranging from 17 to 85.
correlation revealing a moderate association of 0.37. The potential for Analyses. Linear regression assessed associations between psycho-
family life impairment associated with increased hours worked was logical distress (perceived stress, anxiety, and PTSD) and the cortisol
much greater for female respondents (r=0.49). parameters (diurnal [AUCG] and awakening cortisol response [AUCI]),
While the association between hours worked and serious psycho- adjusted for age, gender, and race/ethnicity. Effect modification of
logical distress is not surprising, the illustration of this association in the these associations was assessed for gender.
268 WORK, STRESS AND HEALTH
S AT U R D AY
Results. The mean age of the officers was 42 years, 78% were study (2004-2009) with complete data on police stress, anxiety, and
men, and 75% were married. Sixty-five percent (65%) held the rank HRV. Police stress was measured using the Spielberger Police Stress
of patrol officer. Adjusted associations of perceived stress and anxiety Survey (Spielberger, Westberry, Grier, Greenfield, 1981). Three police
with AUCI were significant (β [SE] = -6.5 [2.2], and β [SE] = -5.8 [2.7], stress indices were derived: 1) administrative and organizational pres-
respectively, p<0.05). There were no significant associations between sure, 2) physical and psychological threat, and 3) lack of support. These
psychological distress and diurnal AUCG. However, after gender strati- indices were derived by summing the product of the frequency of
fication, a significant positive association was observed between PTSD occurrence in the last year and perceived stress on a scale from 0-100
and AUCG in female officers only [β (p-trend): 87.8 (0.01)]. Significant for relevant items. The Beck Anxiety Inventory, a 21-item self-report
inverse associations were observed between psychological distress instrument, was used to measure the emotional, physiological, and
and AUCI, but only among male officers [β (p-trend): -9.8 (<0.001), cognitive symptoms of anxiety but not depression (Beck et al., 1988).
-8.5 (0.01), -6.3 (0.011) for perceived stress, anxiety, and PTSD, respec- Participants indicated how often each anxiety symptom bothered them
tively]. No significant associations of AUCI with any of the distress over the past week using a four-point scale: 0 (not at all) to 4 (severely).
variables were observed among females. The total score, a sum of all 21 items, was used in the analyses. HRV was
Practical implications. Psychological distress may have a significant measured using standard methods from resting electrocardiogram data
impact on cortisol secretion. Dysregulation of the cortisol response (Camm et al., 1996). ECG time series, obtained during a carotid ultra-
may affect long-term health outcomes, such as the risk of cardiovas- sound examination, were extracted, processed, and detrended. The
cular disease, a specific concern in police officers, as well as anxiety resulting data was processed using a parametric autoregressive spec-
and depression. Understanding a gender effect in the associations of tral analysis of order 16. HF HRV, defined as the area under the power
psychological distress with cortisol secretion is important in identifying spectral density from 0.15 to 0.4 Hz, was calculated for each participant.
strategies to address psychological distress to minimize health risks in Analysis: In order to obtain approximately normally distributed data,
this occupational group. HRV data were log-transformed using the natural log. The continuous
Conclusions. The results from this study indicate strong, negative police stressor indices were transformed into z scores to help with
associations of AUCI with perceived stress and anxiety, but not PTSD, interpretation. Ordinary least square (OLS) regression in mediation
the condition with the highest severity among the three measures of analysis was used to estimate direct and indirect effects of each predic-
psychological distress. Our findings suggest gender differences, where tor on anxiety using the PROCESS macro for SAS (Hayes, 2013). Heart
only male officers with higher levels of psychological distress exhibit rate variability (HF) was evaluated as a potential mediator between
significantly reduced levels of AUCI. Larger samples of female officers police stressors and anxiety symptoms. The mediation analysis used
could benefit our understanding of the effect of gender on these asso- 10,000 bootstrap samples to estimate the 95% confidence interval
ciations. Future longitudinal study designs may provide an opportunity (CI). All results were adjusted for age and race/ethnicity, and strati-
to learn more about the temporal relationship between psychological fied by gender.
distress and cortisol response in police officers. Results. The mean age of the officers was 41 years. The major-
ity were Caucasian (80.2%), married (73.5%), and held the rank of
police officer (71.7%). Females had significantly higher anxiety scores
F-6
(8.6 vs 5.2, p<0.01) and log heart rate variability values (5.2 vs 4.9,
Does heart rate variability mediate the relationship between p=0.02). The mediation analysis indicated that heart rate variability
police stress and anxiety? did not significantly mediate the relationship between police stress
Emily Jenkins (NIOSH) and anxiety regardless of gender. Overall, the adjusted direct effects
indicate that the administrative (c’ effect=1.424, 95% CI: 0.708, 2.140,
Statement of the Problem: Exposure to long-term and repeated stress-
p<0.001), physical or psychological danger (c’ effect=1.446, 95% CI:
ors may lead to dysregulation of the parasympathetic nervous system
0.728, 2.164, p<0.001), and lack of support (c’ effect=2.003, 95% CI:
(PNS). The PNS, a component of the autonomic nervous system (ANS),
1.319, 2.687, p<0.001) stress indices were significant predictors of
regulates levels of physiological arousal after exposure to a stressor.
anxiety independent of the indirect pathway through heart rate vari-
Heart rate variability is a noninvasive electrocardiographic method
ability. These adjusted direct effects remained significant for males
used to measure the ANS (Kim, 2018). The high frequency component
(p<0.001). Among female officers, only the direct effect between lack
of heart rate variability (HF HRV) reflects parasympathetic activity and
of support (c’ effect=3.624, 95% CI: 1.851, 5.397, p<0.001) and anxi-
is, therefore, considered a marker of the ability of the PNS to regulate
ety was significant.
physiological arousal (Thayer, Åhs, Fredrikson, Sollers & Wager, 2012).
Practical implications. HRV did not explain any of the association
Previous work has shown that exposure to stress, due to lack of orga-
between police stress and anxiety. Hence, it appears that police stress
nizational support, is associated with reduced HF HRV among female
exposure may influence anxiety symptoms directly but not through
officers only (Andrew et al., 2017). HF HRV has also been theoretically
changes in parasympathetic function. This might suggest that inter-
linked to anxiety, with research suggesting that anxiety disorders are
ventions addressing parasympathetic function may be less helpful
associated with reduced HRV (Thayer & Lane, 2000; Friedman 2007;
than addressing other aspects of the stress response (e.g., cognitive).
Chalmers, 2014). Overactivity of the ANS, as measured by HRV, has
Conclusions. Heart rate variability did not explain any of the asso-
been proposed as a potential link between exposure to stressors and
ciation between police stress and anxiety. The adjusted direct effects
the development of anxiety (Thayer, Yamamoto & Brosschot, 2010).
indicate that the police stressors were significant predictors of anxi-
This study examines the mediating role of HF HRV on the relationship
ety independent of the indirect pathway through heart rate variability.
between police stressors and anxiety.
Procedures. Participants were 322 police offices (75% males) from
the Buffalo Cardio-Metabolic Occupational Police Stress (BCOPS)
269 WORK, STRESS AND HEALTH
S AT U R D AY
F-7 associated with fatigue at low POS (β = -0.205, p < 0.001), moderate
Effort-reward imbalance and fatigue in Chinese nurses: A POS (β = -0.265, p < 0.001), and high POS (β = -0.325, p < 0.001).
moderated mediation model of resilience and perceived We plotted the predicted fatigue against resilience for low, moderate
organizational support and high levels of POS (1 SD below mean, mean, and 1 SD above mean,
respectively) in Fig. 4.
Li Liu (China Medical University) Practical implications. The study contributes to the practical impli-
Purpose. Fatigue is a common problem among nurses worldwide, which cations in two important ways. First, resilience partially mediated the
undermines their well-being and work performance [1]. Siegrist’s Effort association between ERI and fatigue in Chinese nurses. This finding
Reward Imbalance (ERI) model is built upon social reciprocity, and led to the recommendation that a balanced social reciprocity should
failed reciprocity (high effort and low reward) elicits job stress. ERI been established in which nurses will perceive adequate emotional
has been demonstrated to positively relate to prolonged fatigue [2,3]. support to develop resilience, reducing the possibility of high level of
According to the conservation of resource (COR) theory, psycholog- fatigue. Second, the moderated mediation model was able to account
ical (inherent) and contextual (external) resources help individuals for POS as an important contextual resource in explaining variations
cope with job stress. Resilience refers to the positive psychological in ERI associated with fatigue. Specifically, POS moderated the direct
capacity to bounce back from (and beyond) failure and adversity to association between resilience and fatigue. It indicated that under
attain success in workplaces. Many studies have supported a nega- a higher level of POS, resilience could be more effective in reducing
tive relation between resilience and fatigue [4], especially compassion fatigue among nurses. Policy makers and managers should improve
fatigue among nurses [5]. Perceived organizational support (POS) nurses’ POS by establishing fair and impartial procedures, providing
is the degree to which employees believe that their organizations good working conditions, affirming their contribution, promoting their
value their contributions and care about their well-being and fulfill career development, and caring about their well-being.
socio-emotional needs. As a contextual resource, adequate organi- Conclusion. As an underlying mechanism, resilience partially medi-
zational support could reduce fatigue among nurses [6,7]. In addi- ated the positive association between ERI and fatigue. Furthermore,
tion, POS is often considered as a moderator in the relations between POS operated as a protective factor, strengthening the effect of resil-
job stress, psychological resources and work-related outcomes [8,9]. ience on reducing fatigue. Our findings demonstrated the utility of
Therefore, clarifying the roles of resilience and POS on the relation moderated mediation model in understanding the conditional indirect
between ERI and fatigue is of theoretical and practical importance. effects of ERI and fatigue via resilience under the moderation of POS
Based on the above concerns, we proposed that resilience will mediate and yielded nuanced implications for prevention in Chinese nurses.
the positive association between ERI and fatigue, and POS will moder-
ate the direct and indirect associations between ERI and fatigue via
F-8
resilience in Chinese nurses.
Methods. A cross-sectional study was conducted in Liaoning Associations of occupational stress and psychological capital
Province, China, during April to July 2018. Using a multi-stage strati- with fatigue among Chinese doctors: the mediating role of
psychological capital
fied sampling method, a set of self-administered questionnaires was
distributed to 1,120 nurses from ten tertiary hospitals in five cities, Hui Wu (China Medical University)
including the Chalder Fatigue Scale, the ERI Scale, the Connor-Davidson
Purpose. Fatigue is highly prevalent among doctors worldwide and
Resilience Scale and the Survey of POS Scale. Complete responses were
has major implications on both occupational well-being and patient
obtained from 996 (88.9%) participants. Student’s t-test, one-way
safety [1]. Previous studies demonstrated that high-stress working
ANOVA and Pearson’s correlation were executed. The mediation and
environment had a detrimental effect on worker’s mood and elevated
moderated mediation hypotheses were tested by regression analy-
fatigue level [2]. As one of the leading job stress models, Siegrist’ s
ses based on 5,000 bootstrapped samples using bias corrected and
Effort-Reward Imbalance (ERI) model focuses on the reciprocity of
accelerated 95% confidence intervals (CIs) with centered variables via
extrinsic and intrinsic effort with reward [3]. Positive psychological
the PROCESS procedure [10]. Conditional direct and indirect effects
capital (PsyCap) is a positive exploitable psychological state that indi-
(simple slopes) were estimated using the “pick-a-point” approach.
vidual performs [4], which consists of the four psychological resource
Results. As shown in Table 1, weekly working time and night shift
capacities of self-efficacy, hope, optimism, and resilience, which can
were significantly related to fatigue score. ERI was positively correlated
all be measured, developed, and effectively managed [5]. Some stud-
with fatigue. Resilience and POS were negatively correlated with fatigue,
ies have reported that a negative relation between PsyCap and fatigue
respectively (See Table 2). The total effect of ERI and fatigue was signifi-
in a variety of professions [6-8]. Liu et al. has confirmed that PsyCap
cantly and positively associated (β = 0.492, p < 0.001). The indirect
could be a positive resource significantly mediated the associations of
effect (a×b) of resilience on the association between ERI and fatigue
occupational stress with depressive symptoms in Chinese physicians
was significant (β = 0.119, 95% CIs: 0.094 to 0.146), indicating a partial
[9]. But, whether or not PsyCap mediates the association between
mediation. The resulting model is portrayed in Fig. 1. As shown in Fig.
occupational stress and fatigue has yet to be determined. This study
2, POS only moderated the direct association between resilience and
aimed to explore the associations of occupational stress and PsyCap
fatigue (β = -0.056, p = 0.006). Then, a simplified moderated media-
with fatigue, and to examine the mediating role of PsyCap on the associ-
tion model was tested and portrayed in Fig. 3. As shown in Table 3, the
ation between occupational stress and fatigue among Chinese doctors.
significant indirect effect from ERI to fatigue through resilience was
Methods. A cross-sectional study was conducted in Liaoning,
larger for those who had higher POS (low POS: 0.073, 95% CIs: 0.044
China, from April to June 2018.Using a multi-stage stratified sampling
to 0.103; moderate POS: 0.095, 95% CIs: 0.068 to 0.122; high POS:
method, 1200 doctors were participated in the study totally and 1104
0.116, 95% CI: 0.087 to 0.148). The conditional effects of resilience
(92.0%) doctors responded effectively. A set of self-administered
on fatigue indicated that resilience was significantly and negatively
270 WORK, STRESS AND HEALTH
S AT U R D AY
questionnaires consisting of the Fatigue Scale (FS-14), the ERI ques- and blood pressure among the employees who participated in the
tionnaire, Psychological Capital Questionnaire (PCQ) and items about employer-based wellness program.
demographic characteristics was used to measure. Student’s t-test, Study design: A descriptive correlational design with employer well-
one-way ANOVA and Pearson’s correlation were executed. Hierarchical ness program data from 2014. Descriptive statistics and multivariate
linear regression analysis was performed to explore the associa- linear regression were done for the analysis.
tions of occupational stress and PsyCap with fatigue among doctors. Population studied: The University of Michigan (UM) initiated a
Asymptotic and resampling strategies were used to examine PsyCap program aimed to promote employee health and well-being. All faculty
and its components as potential mediators in the association via the and staff from the university and health care centers were invited.
PROCESS procedure [10]. Health data were obtained annually from participants via self-report
Results. The mean score of fatigue was 7.96 (SD = 3.95). As shown and biometric screening. The participants were categorized into 12
in Table 1, after adjusting for age, gender, education level and marital job families based on the Human Resources career path: 1) nurses, 2)
status, the effort-reward ratio was positively associated with fatigue house officers, 3) Healthcare Admin & Support, 4) Pt care services, 5)
(β = 0.272, P < 0.01), and overcommitment was positively associated Research, 6) Hospitality, 7) Academic & student services, 8) Lecturer/
with fatigue (β = 0.073, P < 0.01). PsyCap (β = -0.379, P < 0.01), Self- faculty, 9) Instructional Services, 10) Office Service/Maintenance, 11)
efficacy (β = -0.213, P < 0.01) and resilience (β = -0.117, P < 0.05) were Engineering/IT, and 12) Others.
negatively associated with fatigue, respectively; whereas hope and Principal findings: About 20,000 individuals participated in 2014
optimism were not significantly associated with fatigue. As shown in with an average BP of 113.86 14.38)/72.79(9.67). Service/Maintenance,
Table 2, PsyCap (a×b= 0.134, BCa 95% CI: 0.105, 0.164), self-efficacy Engineering/IT, and Office are the job families with the highest BP. Age
(a×b= 0.055, BCa 95% CI: 0.021, 0.090) and resilience (a×b= 0.042, of older than 40 was statistically associated with higher BP. When
BCa 95% CI: 0.002, 0.082) significantly mediated the association compared to lower wage less than $35,000 a year), all the other wage
between effort-reward ratio and fatigue, respectively. PsyCap (a×b= groups were statistically associated with increased BP (p < 0.00).
0.104, BCa 95% CI: 0.073, 0.135), Self-efficacy (a×b= 0.040, BCa Smoking, Life satisfaction and stressfulness were not statistically
95% CI: 0.013, 0.068) and resilience (a×b=0.040, BCa 95% CI: 0.008, associated with BP. Alcohol consumption was not associated with BP,
0.072) also significantly mediated the association between overcom- however, not drinking was associated with lower BP (p = .01). Diabetes
mitment and fatigue, respectively. and high cholesterol were statistically significant with the increased
Practical implications. The study contributes to the practical impli- BP (p < .00).
cations in exploring the mechanism behind the association between Conclusions. We compared the BP between the 12 different job
occupational stress and fatigue. PsyCap and its two components, families. Service/Maintenance, Engineering/IT, and Office job fami-
self-efficacy and resilience, partially mediated the association between lies had the highest SBP. Age, gender, higher wage, diabetes, and high
occupational stress with fatigue in Chinese doctors. This finding led to cholesterol were the strongest predictor of high BP, whereas smoking,
the recommendation that individual positive psychological resources alcohol use, stress, life satisfaction, and self-perceived health status
should been utilized and developed in doctors, reducing the possibility were not associated with increased BP.
of high level of fatigue. Under high level of occupational stress, PsyCap Implications for policy and practice: Employers directly absorb
development should be included in prevention and treatment strate- many of the financial costs associated with cardiovascular risk factors.
gies for fatigue targeted at Chinese doctors. Hospital managers could The need assessment of different job families and creating interven-
improve doctors’ self-efficacy and resilience through positive psychol- tions targeting their specific needs may be better suited in develop-
ogy education and training to reduce the doctor’s fatigue effectively. ing and maintaining programs to improve employee health and the
Conclusions. Occupational stress was positively associated with employer return on investment.
fatigue. PsyCap and its two components, self-efficacy and resilience,
were negatively associated with fatigue and could mediate the associ-
F-10
ation between occupational stress and fatigue among Chinese doctors.
Thus, the intervention strategies and measures to relieve fatigue could Structural Empowerment, Burnout, and Perceived Quality of Care
be focused on doctors’ positive psychological capital improvement. Among Psychiatric Registered Nurses
Rebecca Woods (University of New Brunswick)
F-9 Purpose: The purpose of this study is to examine the effects of struc-
Employee Health and Blood Pressure Outcomes By Job Family turally empowering work environments on burnout and subsequent
quality of patient care among psychiatric registered nurses.
Jin Jun (University of Michigan) Statement of the Problem & Background. Burnout is a well-known
Research objective: Hypertension (or high blood pressure) is one of phenomenon in healthcare and has been a hot topic in the literature
the top ten costly conditions for employers. As a major risk factor for for over 20 years. Current research on burnout in nursing has looked
cardiovascular diseases, kidney disease, and stroke, hypertension at this phenomenon among new graduate and experienced nurses.
poses a significant burden not only health-wise but also economi- However, despite the unique characteristics and stressors of working
cally, with a projected cost increase to $343 billion dollars by 2030, in psychiatry, few studies have examined burnout in the psychiatry/
from the reported $51.0 billion in 2009. Previous studies have demon- mental health field, and work to date has focused on psychiatrists.
strated that the workplace plays an important role in individuals’ health. Research is needed about psychiatric registered nurses, as their work-
Thus explorative and intervention studies aimed at addressing blood ing environment has unique stressors that differentiate the psychiat-
pressure and its management need to account for the workplace. The ric registered nurse’s role from that of other specialty areas. These
purpose of the study is to explore the relationship between job family stressors often include challenging situations such as suicidality or
271 WORK, STRESS AND HEALTH
S AT U R D AY
aggression, requiring intense one-on-one interactions with patients provide a foundation for further research, such as longitudinal and/or
which can lead to emotional exhaustion. The proposed study will there- national/international studies, investigating the impact of work envi-
fore address an important gap in knowledge about job burnout among ronment factors on psychiatric registered nurse and patient outcomes.
psychiatric nurses.
Theoretical model: This research will test a theoretical model
F-11
embedded within the Job Demands-Resources model. Specifically,
the effects of structural empowerment (a job resource) on job burnout Associations between work-related characteristics and the
and subsequent perceptions of patient care quality among psychiat- frequency and intensity of anxiety feelings, along with the use of
ric nurses will be tested. Structural empowerment refers to workplace medication
conditions that give employees the power to accomplish their work Carles Muntaner (University of Toronto)
effectively. It has been consistently identified as an essential charac-
Mental health disorders, including anxiety, have been previously asso-
teristic of a healthy nursing work environment and has been linked with
ciated with characteristics of the work environment such as orga-
lower levels of burnout and higher quality of patient care. It is logical to
nizational control (Muntaner, Borrell, Benach, Pasarín, & Fernandez,
expect that psychiatric nurses who perceive their work environments to
2003; Muntaner, Eaton, Diala, Kessler, & Sorlie, 1998), employment
be structurally empowering experience lower levels of burnout because
relations (Prins, Bates, Keyes, & Muntaner, 2015), job insecurity (Llosa-
they have adequate resources to meet the demands of their work.
Fernández, Menéndez-Espina, Agulló-Tomás, & Rodríguez-Suárez,
Consequently, structural empowerment will also enable psychiatric
2018), and employment conditions (Muntaner et al, 2010).
nurses to deliver high quality of care to their patients. Finally, burnout
This poster describes the results of an analysis conducted to esti-
is also hypothesized to mediate the effect of structural empowerment
mate the effects of work-related characteristics—such as labour
on patient care quality, such that high levels of structural empowerment
market status, employment conditions, and employment relations—
lead to lower burnout, which in turn have a reduced negative effect on
on the frequency and intensity of anxiety feelings along with the use
patient care quality.
of medication.
Methods. Study Design: After obtaining REB approval (Spring 2019)
The data used for this analysis were collected from the open access
a cross-sectional e-mail survey will be conducted.
Sample Adult Core data set containing information from the 2018
Sample: Approximately 400 registered nurses currently work in
National Health Interview Survey (NHIS) conducted by the National
psychiatry/mental health in New Brunswick. To optimize response
Center for Health Statistics (NCHS) of the Centers for Disease Control
rates, all potential participants identified by the provincial nursing regu-
and Prevention (CDC). This annual survey consists of face-to-face
latory body (NANB) using their registry database will be included in the
interviews administered throughout the year to nationally representa-
study. To be eligible for the study , registered nurses must be currently
tive samples of households, including 25,417 adults in 2018.
registered to work in New Brunswick, have self-identified as working in
For data analysis we used Stata 15 and conducted multinomial logis-
psychiatry/mental health, be working in a direct patient care role, and
tic regressions. In separate regression models we tested the effect of
have given NANB permission to be contacted about opportunities to
labour market status, employment conditions, and employment rela-
participate in research.
tions on three outcome variables: frequency of anxiety feelings, use of
Measures: Demographic questions and validated self-report ques-
medication, and intensity of anxiety feelings. With a few exceptions,
tionnaires will be used to measure the key study variables. Structural
all models controlled for participants’ gender.
empowerment will be assessed using the Conditions for Work
Preliminary Results. Frequency of anxiety feelings. The relative log
Effectiveness Questionnaire-II. Burnout will be measured using the
odds of having daily anxiety vs. never having feelings of anxiety are:
Maslach Burnout Inventory – General Survey. Perceived quality of care
• Higher by .63 (95% CI, [.44, .82], P = 0.000) for individuals who
will be measured using a single item question.
had no job the previous week but had a job in the past 12 months
Data Collection: A link to the survey will be e-mailed by NANB,
when compared with those who had a job the previous week.
where an explanation that completion of the survey provides consent.
• Higher by .22 (95% CI, [.09, .34], P = 0.001) for individuals who
A reminder e-mail will be sent two weeks later.
do not have paid sick leave when compared with those who have
Statistical Analysis: Once data collection has been completed
paid sick leave.
(Spring-Summer, 2019), the validity and reliability of the study ques-
• Lower by .09 (95% CI, [-.22, .04], P = 0.180) for individuals who
tionnaires will be examined using confirmatory factor analysis in Mplus
are not paid by the hour when compared with those who are paid
and Cronbach’s alpha in SPSS. Descriptive statistics and linear regres-
by the hour.
sion analysis using the PROCESS macro will be used to test the hypoth-
• Lower by .24 (95% CI, [-.45, -.04], P = 0.019) for individuals who
esized mediation model in SPSS.
do not have more than one job when compared with those who do.
Anticipated Results. The results will show whether the proposed
• Higher by .16 (95% CI, [.06, .25], P = 0.002) for individuals who do
relationships in the hypothesized model are significant, and if so, to
not supervise other employees as part of their job when compared
what degree.
with those individuals who do supervise other employees.
Anticipated implications. This study will contribute to nursing
Use of medication. The relative log odds of taking medication for
research and practice in several ways. First, it will fill an important gap
anxiety feelings vs. not taking medication for anxiety feelings are:
in our knowledge about structural empowerment, burnout, and qual-
• Higher by .41 (95% CI, [.24, .59], P = 0.000) for individuals who had
ity of care among psychiatric registered nurses. Second, this research
no job the previous week but had a job in the past 12 months when
will add to the evidence base that formal nurse leaders in psychiatry
compared with those who had a job the previous week.
settings can use to inform their leadership and management practices
to create healthy, structurally empowering work environments, miti-
gate job burnout, and support high quality care. Lastly, this research will
272 WORK, STRESS AND HEALTH
S AT U R D AY
• Lower by .13 (95% CI, [-.25, -.00], P = 0.038) for individuals who for a higher power to send me a message for what career path I’m
do not have paid sick leave when compared with those who have supposed to take.” An initial evaluation of the PaWS supported the
paid sick leave. factor structure and construct validity of its scores with religious indi-
• Lower by .06 (95% CI, [-.18, .05], P = 0.304) for individuals who viduals (Alayan, Marsh, & Dik, 2019). Other religious variables were
are not paid by the hour when compared with those who are paid measured, including intrinsic religiosity (Intrinsic/Extrinsic-Revised
by the hour. [I/E-R] Scale; Gorsuch & McPherson, 1989). Career commitment (the
• Lower by .20 (95% CI, [-.38, -.02], P = 0.032) for individuals who Vocational Identity Scale; Holland, Johnson, & Asama, 1993), career
do not have more than one job when compared with those who do. confidence (the Vocational Self-Efficacy Scale; Rigotti, Schyns, & Mohr,
• Lower by .008 (95% CI, [-.09, .08], P = 0.852) for individuals 2008), and self-reported general health (the PERMA-profiler; Butler
who do not supervise other employees as part of their job when & Kern, 2016) were also assessed. All scales showed strong internal
compared with those individuals who do supervise other employees. consistency reliability (α > .80). The sample was limited to those who
Intensity of anxiety feelings. The relative log odds of having more indicated they engaged in prayer at least once a month, resulting in
intense feelings when last feeling worried, nervous, or anxious vs. 259 participants (71% women; 70.66% White).
having less intense feelings are: Results. We conducted a series of multiple linear regression models
• Higher by .55 (95% CI, [.35, .76], P =0.000) for individuals who had using the Pray and Wait Scale, religious commitment, intrinsic reli-
no job the previous week but had a job in the past 12 months when giosity, and faith at work as predictor variables of work, health, and
compared with those who had a job the previous week. well-being criterion variables. Results revealed that faith at work was
• Lower by .09 (95% CI, [-.02, .20], P = 0.109) for individuals who do the sole significant predictor of Calling—Presence (ß = .55, p < .001).
not supervise other employees as part of their job when compared The Pray and Wait scale significantly negatively predicted both career
with those individuals who do supervise other employees. commitment (ß = -.36, p < .001) and career confidence (ß = -.30, p <
.001), serving as the only significant predictor in both of those models.
Emerging Issues The pray and wait scale significantly negatively predicted living a call-
ing (ß = -.17, p < .05), while religious commitment was the only other
G-1 significant predictor in this model (ß = .25, p < .05). Likewise, our
model predicting health revealed both praying and waiting (ß = -.16, p
The Relationship Between Religious Variables and Experiences of
< .05) and religious commitment (ß = .25, p < .01) as the only signifi-
Career Development, Health and Well-being
cant predictors. A similar pattern emerged in our model predicting life
Alexandra J. Alayan (Colorado State University) satisfaction in which the Pray and Wait Scale was the lone significant
Introduction: In recent years, increased attention has been directed negative predictor (ß = -.27, p < .001) and religious commitment was
toward the role of spirituality and religion in career development and the only significant positive predictor (ß = .26, p < .05).
organizational behavior (Miller, 2007). Yet research examining the role Conclusions and implications. When controlling for other religious
of religiousness in career development remains sparse, even though variables (religious commitment, intrinsic religiosity, faith at work),
a review published more than a decade ago called for more of such “praying-and-waiting” is a negative predictor of career commitment,
research (Duffy, 2006). Research has found that individuals with an career confidence, living a calling, life satisfaction, and health. This
active faith perspective may look to their relationship with God or a shows that passive vocational discernment through “praying-and-wait-
higher power for guidance during their vocational discernment process ing” has an important and possibly unique role in explaining how
(Duffy & Lent, 2008). However, some religious individuals may rely on a religious individuals experience their career development process,
passive vocational discernment strategy in which they pray for a divine well-being, and physiological health. In particular, it seems that “pray-
revelation, then wait for a clear response before taking action (Dik & ing-and-waiting” is linked to deleterious health and well-being expe-
Duffy, 2015). At this point, no research has examined the unique contri- riences in ways that other religious variables are not. These results
butions of this “pray-and-wait” strategy on one’s well-being, physio- also provide further evidence of construct validity of PaWS scores for
logical health, and career development process. Broadly, the purpose a university student population. One limitation of this study includes
of the present study is to further understand the intersection between its cross-sectional design, which precludes causal inferences. Another
religiousness and career development, including this intersection’s limitation is the sample’s homogeneity, given the high proportion of
impact on well-being and health. This study also sought to examine White, female, traditional-aged college students. Practical implications
the role of “praying-and-waiting” on career development, well-being, and suggestions for future research will be discussed in the poster
and health, as well as establish validity evidence for scores on the newly session.
developed Pray and Wait Scale (PaWS).
Method: Participants were undergraduate students from a large, G-2
public, Western U.S. research university. They were recruited from
The Impact of Financial Stressors on the Well-Being of Families
introductory psychology courses and received course credit for their and Caregivers of Children Diagnosed with Congenital Heart
participation. Participants completed an online survey, which included Disease
measures of presence of and search for calling (Calling and Vocation
Questionnaire [CVQ; Dik, Eldridge, Steger, & Duffy, 2012], religious Sharon Glazer (University of Baltimore)
commitment (RC; Religious Commitment Inventory-10; Worthington Problem Statement. Congenital heart disease (CHD) is a chronic,
et al., 2003), and faith at work (Faith at Work scale [FWS]; Lynn, life-threatening coronary illness most prevalent in pediatric patients
Naughton, & VanderVeen, 2009). Passive vocational discernment (Mendis et al., 2011), affecting about 1 million children in the USA. The
through “praying-and-waiting” was measured using the 4-item Pray care required for a child with CHD can create an enormous financial and
and Wait Scale (PaWS), which included items such as: “I’m waiting
273 WORK, STRESS AND HEALTH
S AT U R D AY
emotional strain on caregivers and families, as they experience uncer- the nonfinancial strains, as well, mostly supporting Hypothesis 3b. The
tainty of the future, lack of social support, conflicting roles, and changes majority (64 out of 90 correlations) of the moderator variables nega-
in work situations or financial status (Doherty et al., 2009; Goldbeck & tively correlated with financial and nonfinancial strains, thus mostly
Melches, 2006; Lawoko, & Soares, 2002; Werner et al., 2014). Seldom supporting Hypothesis 3c. Finally, non-working respondents expe-
is there mention in medical journals about financial stressors’ implica- rienced greater caregiver strain, more helplessness, more financial
tions on family well-being. Thus, the first aim of this study is to develop stressors, greater financial guilt, and less perceived financial stability
a measure to assess financial stressors and strains, and other specific than the respondents who work 35 hours or more per week.
and generic outcomes (e.g., general well-being, anxiety, and turnover Practical Implications. Findings from this study serve as preliminary,
intention) experienced by caregivers of children with CHD. quantitative evidence for the public and CHD families about the legiti-
Additionally, aspects of a person’s personality (e.g., sense of mean- mate need for a national discourse on the deleterious consequences of
ingfulness in life and resilience) and aspects of the environment (e.g., financial stressors associated with caring for a child with CHD and the
social support and financial resources) may serve to mitigate the importance of studying psychosocial implications of financial stressors
effects of stressors on strains (Baumeister & Vohs, 2002; Glazer et al., and strains on quality of work and nonwork life.
2014; Hobfoll, 1989; Lawoko & Soares, 2003, 2006; Tak & McCubbin, Conclusions. The current study results provide affirmative statis-
2002). Thus, the second aim of the study is to relate financial stressors tically validated evidence that financial stressors negatively affect the
to financial and nonfinancial strains and moderator variables. Moreover, well-being of caregivers of children with CHD. Further refinement of the
we compare perceptions of these stressors, strains, and moderator survey is warranted if it is to be used as an indicators tool for physicians.
variables between caregivers who work full-time and those who do
not work to care for the child with CHD.
G-3
Hypotheses. H1: Financial stressors (i.e., financial stability and
financial stressor) will positively correlate with each other and full- Perceived Work Ability: An Inductive, Qualitative Study Assessing
time caregiver status (i.e., full-time caregivers will experience financial Workers’ Perspectives
stressors more so than full-time workers who are also primary care- Jonathan (Jack) Flinchum (University of North Carolina Charlotte)
givers), as well as financial strains (i.e., financial reaction/response,
Perceived work ability (PWA) refers to the degree to which employees
financial uncertainty, and financial guilt) and other nonfinancial strains
perceive that they are able to continue working in their current jobs,
(i.e., helplessness, daily interruptions, continuance commitment to
given the job characteristics (including demands and resources) and
job, depression, anxiety, inability to psychologically detach from work,
their personal resources, including health (Ilmarinen, Gould, Järvikoski,
work-family conflict, and turnover intention).
& Järvisalo, 2008; McGonagle, Fisher, Barnes-Farrell, & Grosch, 2015).
H2: Financial stressors will not correlate with moderating variables
Work ability was originally conceptualized by researchers at the Finnish
(see Table 1 for list of moderators).
Institute of Occupational Health as a way to address the societal issues
H3: Financial strains will positively correlate with (a) each other
of early retirement and workforce exit (Ilmarinen et al., 1991a, 1991b).
and (b) nonfinancial strains. Moreover, (c) moderating variables will
More recently, researchers have worked to develop and validate the
negatively correlate with financial and nonfinancial strains.
construct of PWA as individuals’ subjective perceptions of their work
Procedures. Several measures were adopted or adapted and new
ability (e.g., Ahlstrom et al., 2010; McGonagle et al., 2015). Most work
items were created (based on interviews with nine subject matter
ability studies take a deductive, quantitative approach to understanding
experts) to assess financial stressors, financial strains, nonfinancial
PWA, which has advanced our understanding of the construct consid-
strains, and moderators that might affect when stressors lead to strains
erably. In the current study, we take an inductive, qualitative approach,
(see Tables 1 to 3). The survey was advertised through social media
addressing questions relating to what workers perceive as hindrances
platforms and outreach to communities that support families who care
to their work ability; what individual strategies workers enact to help
for children with CHD. This poster is based on 474 of 818 respondents
maintain their work ability; and what workers’ employers currently do
who completed more than 75% of the survey and responded accurately
and could possibly do to help promote and/or maintain their work abil-
to the attention check question. Most (91%) respondents were female,
ity. Work ability and PWA research has largely focused on aging popu-
98% were the primary caregivers, 39% worked 35 or more hours a
lations, and has examined health and specific job resources (control,
week, 32% chose not to work in order to care for their child with CHD,
support as predictors; e.g., Riedel, Müller, & Ebener, 2015). A goal of
and 95% indicated their child with CHD was living.
the current inductive approach is to help expand our understanding of
Analysis. All 18 constructs with three or more items were found to
factors that may influence PWA and ways individuals and employers
have strong internal consistency (alphas ranged from .72 to .95) and
can support work ability maintenance and promotion. In doing so, we
all but three of six constructs with only two items had strong (rs above
seek to identify additional avenues for further research and intervention.
.70) inter-item correlations. These variables were subjected to correla-
The data used in this study were from a larger data collection on
tional analyses (see Tables 1 to 3) and t-tests (see Table 4).
worker health and work ability. Participants (limited to individuals in
Results. Supporting Hypothesis 1, financial stressors positively
the U.S. working at least 30 hours per week) were recruited through
correlated with each other and with financial and nonfinancial strains
Amazon’s MTurk to complete a 20-minute online survey and were paid
and outcomes. Financial stressors also significantly correlated with
$3.00. The questions were, “Work ability refers to your capacity to
variables associated with meaningfulness in life, resiliency, and social
continue doing your current job, given your health and other resources,
support, but showed weak to moderate or non-significant relationships
in light of your job responsibilities. Does anything currently hinder or
with variables associated with work support and financial resources,
impede your work ability (either personally or work-related)? Please
partially supporting Hypothesis 2. Financial strain variables positively
describe below.” “Are there any strategies that you personally use to
correlated with each other, supporting Hypothesis 3a. Most (27 out of
maintain your current level of work ability? Please describe below.” “Is
30 correlations) of the financial strains correlated significantly with
274 WORK, STRESS AND HEALTH
S AT U R D AY
there anything your current employer does and/or anything about workers are likely to be higher performers because they possess a
your job that allows you to maintain your work ability? Please describe variety of knowledge, skills and abilities that are required to perform
below.” “What could your employer possibly do to help you maintain the job (Acikgoz et al., 2016; Cuyper & Witte, 2011).
or improve your work ability? Please describe below.” In the current pursuit for competitive talent, employers have
Initially, 900 employees responded to the online survey; after emphasized the need for education systems that produce a well-ed-
data cleaning and removing problematic responses, 850 partici- ucated and well-trained workforce (Jackson, 2013). However, college
pants spanning a variety of occupations remained. All four authors dropout rates in the U.S.A. are among the highest in the developed
on this study coded these responses to the first question; only those world (Organization for Economic Cooperation and Development,
who reported hindrances to work ability were retained for analysis 2014). Therefore, it is going to be challenging to meet employer’s future
of individual strategies and employer support (N = 333; Nfemale = workforce needs unless we strive to better understand the factors that
55.6%). Participants also responded to a four-item measure of PWA contribute towards student attrition.
(McGonagle et al., 2015) and reported their chronic health conditions There are several well-established predictors of intentions to
(CHCs), chronic pain, and number of dependents. Table 1 contains quit school among college students such as academic hardiness,
participant characteristics. academic achievement, subjective well-being (SWB), and academic
All authors started by open coding participants’ responses. We then stress. Academic hardiness refers to students’ ability to overcome
met and discussed results, talked through questions and discrepan- academic failure (Benishek & Lopez, 2001; Creed et al., 2013; Maddi
cies, axial coded, and created a codebook. Subsequently, we re-coded et al., 2009). Subjective well-being refers to the various types of eval-
a subset of participant responses using the codebook, and met again uations, both positive and negative, that people make of their lives
to discuss questions, add/revise codes, and resolve discrepancies. (Diener, 2006). Furthermore, academic stress emphasizes students’
Following this process of constant comparative analysis, we coded subjective appraisal of academic and personal stressors (Feldt, 2018).
all participants a final time using the revised codebook and tallied Nevertheless, there is little empirical evidence regarding the impact
response themes for reporting. Table 2 contains broad coding schemes that employability may have on intention to quit above and beyond
and tallies for each question (sub-themes are omitted for space, but these established predictors.
will be included in the poster presentation). Therefore, the purpose of the present study was to assess the contri-
Health was the most commonly-reported hindrance to work abil- bution of perceived employability above and beyond GPA, academic
ity, with chronic physical health conditions being the most reported hardiness, achievement, stress and SWB. Perceived employability (PE)
subcategory. Demands and/or stressors from both work and home/ refers to individuals’ appraisal of their own chances of being employed
family life were also commonly reported. Individual strategies to main- in light of self-perceived skills, abilities and resources associated with
tain work ability included broad themes of proactive strategies (e.g., employment (Fugate, Kinicki, & Ashforth 2004). It is important to
health strategies such as diet and exercise, and efficient work strategies examine PE since it has been proposed that behaviors, feelings and
such as scheduling), enduring strategies (e.g., use of assistive devices thoughts usually are affected by the perception of reality, rather than
and medications), and surviving strategies (e.g., “powering through”). reality itself (Katz & Kahn, 1978; Lazarus & Folkman, 1984).
Many participants reported that their employer did not aid in the main- The hypothesized model is based on Tinto’s (2015) theory of
tenance of their work ability; of those who did, flexibility, support, and student motivation and persistence. Tinto’s model suggests that
time off were common themes. When asked what employers could students’ intention to quit school is associated with the interaction
do, participants reported similar categories (e.g., flexibility, support, between contextual factors and students’ individual characteristics
and time off). including motivation, students’ goals, self-efficacy, sense of belonging,
Results elucidate additional avenues for further research and perceived worth and context. We propose that intentions to quit school
intervention. For example, sleep problems were a commonly reported is a dynamic process that encompasses both individual and environ-
hindrance. Individual strategies reported also span past traditional mental factors that affect students’ resources and coping capabilities
research topics (e.g., SOC strategies), such as taking break/relaxation to stay in school.
periods. Responses show that there is more that employers can do to Participants were 205 college students (167 women) ranging in age
support their employees’ PWA, and that there is more that employ- from 18 to 29 years (M = 20.85, SD = 2.42), and with an average GPA
ees with hindrances can do to maintain their work ability themselves. of 3.22 (SD = .62). In terms of ethnicity, 41% of the participants were
Future research and interventions should address these topics, open- Hispanic/Latino, 28% White/non-Hispanic, 20% African American,
ing new ways to support employee work ability maintenance and 5% Afro-Caribbean, 5% Asian and 2% indicated other. The sample
promotion. consisted of freshmen (19%), sophomores (28%), juniors (28%), and
seniors (25%). Participants were contacted via email to participate in
an online survey.
G-4
Perceived employability (α = .86) was gauged by the Self-Perceived
Elements to Success: Perceived Employability and Retention in Employability Scale (Rothwell, Herbert, & Rothwell, 2007), and
College Students academic hardiness (α = .87) was measured using a scale developed
Guillermo Wated (Barry University) by Benishek, et al. (2005). Academic stress (α = .90) and SWB (α =
.82) were measured using Feldt’s (2018) and Ryff’s (1989, 1995) scales
The knowledge, skills and attributes considered necessary for an
respectively. Finally, intention to quit (α = .74) was assessed with a
individual to make a meaningful contribution in the workplace have
scale developed by Studsrod and Bru (2009).
been conceptualized as ‘employability’ (Yorke, 2006; Turner, 2014).
Hierarchical multiple regression analysis was used in order to test
Employability is a desirable state not only for the employees them-
the study’s hypothesis. An inspection of the correlation matrix revealed
selves but also for the employing organizations. More employable
no significant relationships between demographic variables other than
275 WORK, STRESS AND HEALTH
S AT U R D AY
GPA and intentions to quit, r = -.20, p = .004. GPA (β = -.12, p = .068), NIOSH Programs (see Friday poster session
academic hardiness (β = -.26, p = .001), academic stress (β = .07, p =
details for program descriptions)
.334) and SWB (β = -.17, p = .038) were entered in step 1 and accounted
for 21% of the variance, F(4, 200) = 12.88, p < .001. Adding perceptions
of employability (β = -.18, p = .008) to the model significantly explained I-1
an additional 3% of the variance in intentions to quit, F(1, 199) = 7.24, p NIOSH—Addressing Current Needs in the Health Care and Social
= .008. These findings have important implications in terms of inform- Assistance Industry Sector
ing the type of collaborative initiatives university staff and employers Megan Casey (NIOSH)
develop toward enhancing students’ preparedness for the workforce.
NIOSH Centers for Excellence in Total Worker I-2
Health NIOSH—Public Safety Sector Program
Maryann D’Alessandro (NIOSH)
H-1
The Center for Promotion of Health in the New England
I-3
Workplace: A Total Worker Health® Center for Excellence
Suzanne Nobrega (University of Massachusetts Lowell) NIOSH—Transportation, Warehousing, and Utilities Program
Dawn Castillo (NIOSH)
H-2
I-4
Advancing worker safety, health and well-being through improved
working conditions: Research, policy and practice from the NIOSH—Wholesale and Retail Trade Program
Harvard T.H. Chan School of Public Health Center for Work, Health Deborah Hornback (NIOSH)
and Well-being
Glorian Sorensen (Center for Community-based Research, Dana-Farber
Cancer Institute) I-5
NIOSH—Chronic Disease Cross Sector of NORA Council:
Identification and Prevention of Occupational Disease
H-3 Todd Stueckle (NIOSH)
Impacting the Health of Workers in Precarious Jobs - How the
Center for Healthy Work Engages in Participatory Action Research
Elizabeth Fisher, University of Illinois at Chicago I-6
NIOSH—Development of the National Occupational Research
Agenda (NORA) for the Immune, Infectious and Dermal Disease
H-4 Prevention Program
Healthier Workforce Center of the Midwest: Advancing research Stacey Anderson (NIOSH)
and practice of Total Worker Health
Diane Rohlman (University of Iowa)
I-7
NIOSH—Traumatic Injury Prevention Program
H-5 Christine Schuler (NIOSH)
A NIOSH Center for Excellence for Total Worker Health®:
Advancing Health, Safety and Well-being of Workers through
Research, Education and Practice I-8
Liliana Tenney (Center for Health, Work & Environment, University of NIOSH—An Overview of the NIOSH Healthy Work Design and
Colorado) Well-Being Cross Sector
Jeannie Nigam (NIOSH)
H-6
Oregon Healthy Workforce Center I-9
Anjali Rameshbabu (Oregon Health & Science University) NIOSH—Total Worker Health® Program: Exploring New Research
Horizons for Worker Well-Being
Sarah Mitchell (NIOSH)
I-10
NIOSH—Center for Motor Vehicle Safety: Keeping Workers Safe
on the Road
Stephanie Pratt (NIOSH)
276 WORK, STRESS AND HEALTH
S AT U R D AY
I-11
NIOSH—Occupational Health Equity Program
Michael Flynn (NIOSH)
I-12
NIOSH—Center for Occupational Robotics Research: Program,
Goals, and Research
Hongwei Hsiao (NIOSH)
I-13
NIOSH—National Center for Productive Aging and Work
Bermang Ortiz (NIOSH)
I-14
NIOSH—Safe • Skilled • Ready Workforce Program
Rebecca Guerin (NIOSH)
I-15
NIOSH—Small Business Assistance Program
Brenda Jacklitsch (NIOSH)
I-16
NIOSH—Oil and Gas Extraction Program
Kyle Moller (NIOSH)
I-17
NIOSH—Surveillance Program: Healthy Work Design Priorities
Sara Luckhaupt (NIOSH)
277 WORK, STRESS AND HEALTH
S AT U R D AY
PLE NARY S ESSION
9:15–10:15 A.M.
Liberty Ballroom A
Plugged In: Managing Risks and
Maximizing Gains in an Era of Rapid
Technological Change
Advancing technologies, including robotics, Artificial Intelligence, DAVID W. BALLARD, PsyD, MBA
and machine learning, have the potential to benefit employees and American Psychological Association
organizations alike, but also carry risks. This plenary discussion will
explore how technology is shaping the future of work and the implica-
tions for worker well-being and organizational functioning. From both SUSAN ZHU, PhD
labor and industry perspectives, panelists and audience members Society for Human Resource Management
will discuss emerging trends and strategies for realizing the potential
benefits, while mitigating the associated risks.
GEORGE KOHL
Communications Workers of America, Retired
SHERI FEINZIG, PhD
IBM
278 WORK, STRESS AND HEALTH
S AT U R D AY
10:30–11:45 a.m.
Concurrent Sessions 9
Philadelphia Ballroom South -Employees who ruminate negatively about work will have lower
HRV and worse cognitive performance.
Work Stress Recovery Procedures. This cross-sectional, quasi-experimental study will
include 75 full-time working adults who will be recruited from the
PAPER SESSION
University of Surrey Campus where the study will be conducted. The
inability to insufficient recovery from work will be assessed with the
An investigation into the physiological, cognitive and emotional
Work-Related Rumination Questionnaire (WRRQ), a 15-item self-re-
effects of insufficient recovery from work
ported scale that represents the construct and its three components;
Olga Chelidoni (University of Surrey) affective rumination, problem solving and detachment (Cropley,
Michalianou, Pravettoni & Millward, 2012). Difficulties in managing
Statement of Problem. Heart Rate Variability (HRV) refers to the vari-
emotions will be evaluated with the Difficulties in Emotion Regulation
ability in the interval between heart beats and is known to be a reliable
Scale (DERS) a 36-item scale capturing emotional dysregulation in
biomarker of how well people self-regulate their emotions and adapt
6 different areas: no acceptance of emotional responses, difficulties
to situational demands (Sternberg & Soldberg Nes, 2007; Billman,
engaging in goal directed behaviour, impulse control difficulties, lack of
2011). As a non-invasive biomarker, low HRV has been shown to predict
emotional awareness, limited access to emotion regulation strategies
mortality risk and problems with cardiovascular health (Tsuji et al.,
and lack of emotional clarity, (Gratz & Roemer, 2004).The Polar V800
1996; Masi, Hawkley, Rickett & Cacioppo 2007). Recent evidence
heart rate monitor will be used to capture the interbeat interval (IBI),
suggests that employees who repetitively think about work in a nega-
which is a chest band that when paired with a GPS watch it exposes
tive way also show lower HRV, indicating the negative effects that
RR intervals and detects how long each heart beat lasts. Cognitive
preservative thinking can pose on physical health (Cropley, Plans,
performance will be assessed with two performance-based comput-
Morelli, Sutterlin, Inceoglu, Thomas & Chu, 2017). Studies have also
erised tasks. The CPT-X which measures sustained attention (Brinker
shown that lower HRV is associated with poorer performance in neuro-
et al., 2013) and the stop signal paradigm of Go/No Go task measuring
psychological cognitive tasks as indicated by slower reaction times
inhibitory control (Rezvanfard, Golesorkhi, Ghasemian-Shirvan, Safaei,
and more commission errors (Hansen, Johnsen & Thayer, 2003).
Eghbali, Alizadeh & Ekhtiari, 2016).
Additionally, high ruminators have also exhibited relatively more weak-
Results. All HRV data will be screened for artifacts using ARTiiFACT
ened cognitive abilities, specifically inhibitory control, compared to
software (Kaufmann et al., 2011). The time-domain measure of root
low ruminators, an executive function ability necessary for sustained
mean square successive difference (RMSSD), will be calculated for
attention (Brinker, Campisi, Gibbs & Izzard, 2013; Cropley, Zijlstra,
each participant. If normality of data is assumed, then a multiple hier-
Querstret & Beck, 2016). However up to date there has been minimal
archical regression model will be developed to explore the associations
research investigating both cognitive performance and physiological
between inability to switch of from work (affective rumination) and the
correlates with regards to recovery from work by employing objective
hypothesized factors (HRV and cognitive performance). HRV values,
measures. Relative literature shows that more emotion regulatory
commission errors and reaction times on the cognitive tasks will be the
difficulties are reported among subjects with low HRV and higher
independent variables (predictors) and affective rumination score the
rumination tendencies (Appelhans & Luecken, 2006; Blanco-Donoso,
outcome variable. Demographic factors will also be controlled within
Garrosa, Demerouti & Moreno-Jimenez, 2017). To our knowledge
the model (age, gender, occupation, education).
there is no published evidence within occupational health psychology
Conclusion/ Practical Implications. With work demands rapidly
framework to demonstrate both the negative physiological effect that
increasing and 61% of U.S employees citing work as a significant source
insufficient recovery posits on employee’s cardiovascular health and
of stress (APA,2017), it is essential, if imperative, that employees can
its associated cognitive deficits.
fully recover from work on a regular basis. This study’s findings can help
The primary objective of the present study is to assess both cogni-
elucidate the physiological pathway through which the inability to relax
tive performance, in two neuropsychological performance-based tasks,
after work affects cardiovascular health and impairs well-being, there-
and physiological health, as reflected on peak to peak (RR) record-
fore providing insight for the design of future biofeedback interventions
ings, within a sample of full time employees who will also be assessed
addressed to aid insufficiently recovered employees.
in their ability to switch off from work. Specifically, this study aims
to investigate whether perseverative negative work-related thinking
affects physiological and cardiovascular health as reflected in lower Activity Focused View of Stress, Recovery, and Allostatic Load
HRV. Also, we aim to explore whether executive function deficits,
Raymond Hernandez (University of Southern California)
specifically weakened inhibitory control, are found significantly more
within employees who are high ruminators compared to low rumina- Occupational Science (OS) is the study of occupation. Within the OS
tors. Following from this aim, we draw on the following three distinct context occupation does not refer to work, as it is used in the field of
predictions: occupational health psychology (Leka & Houdmont, 2010). Rather,
-Employees who ruminate negatively about work will have lower the term occupation more generally refers to the daily life activities in
HRV. which people engage including rest and sleep, work, and leisure (Amini
-Employees who ruminate negatively about work will perform worse et al., 2014). This variant of the term occupation originated from the
in executive function tasks. founders and early pioneers in occupational therapy (Meyer, 1922),
279 WORK, STRESS AND HEALTH
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who believed that engagement in occupation, or activity, was a key in rest and/or recovery activities, can lead to measurable physiological
contributing factor to health outcomes (Yerxa, 1992). damage known as AL. This perspective can help to inform more activ-
OS conducts original research to synthesize perspectives from a ity-oriented approaches to workplace stress management including
multitude of fields to promote understanding of activity and/or advance interventions. One example is interventions focused on finding ways
activity-focused interventions. This paper proposes an activity-focused to make stress activation as efficient as possible such as by removing
theory of workplace stress and related outcomes, integrating theories unnecessary activities of activation (e.g. ensuring office equipment is
from various fields including occupational psychology, neuroendocri- functional so that stress activation does not have to be used to problem
nology, and integrative medicine. solve how to utilize a printer in addition to completing work demands).
In psychology, stress is often defined as the perception that envi- Another example is helping employees establish a routine of relax-
ronmental demands exceed one’s ability to cope, accompanied by a ation response elicitation with a frequency and duration dependent
negative emotional response (Cohen, Kessler, & Gordon, 1995). A on presence of AL symptoms (e.g. increasing frequency/duration of
more general endocrinological conceptualization of stress is utilized relaxation response elicitation if employees report fatigue and sleep
here, where it is defined as a state in which there is a perceived or disturbances). Efficacy or lack thereof of such approaches may in the
actual threat to homeostasis, accompanied by a physiological stress future be measurable through AL.
response resulting in effects that include an increase in arousal and
vigilance (Chrousos, 2009). Stressors in this broader view include not The Differential Effects of Recovery Experiences on Employee
only psychosocial stressors, but also physical movement, high moti- Well-Being: A Meta-Analysis
vation tasks, and cognitive demands (Epel et al., 2018). An accountant
analyzing financial data may not be stressed in the psychological sense, Claire Smith (Bowling Green State University)
but she would likely be stressed in the general endocrinological sense Work stress has long been regarded as harmful to health (e.g., Ganster
because the cognitive challenge presented by the task is a demand that & Schaubroeck, 1991; Spector, 1987) and over recent decades has
presents a threat to homeostasis. earned credibility as a threat to organizations’ function and bottom
Excessive amounts of this more general stress, as opposed to the line, for example, through absenteeism (Darr & Johns, 2008). Today’s
psychological form, is believed in the neuroendocrinology literature to workers face new, stressful challenges such as longer working hours,
result in metabolic wear and tear, also known as allostatic load (AL). overlapping work and personal lives, and job insecurity (Weaver, 2015;
Greater levels of AL have been associated with symptoms typical of Bureau of Labor Statistics, 2017). These challenges make it increasingly
chronic stress such as fatigue (Rose et al., 2017) and various sleep important that workers use their off-job time to recover from work
disturbances (Chen, Redline, Shields, Williams, & Williams, 2014). stress. Organizational researchers have acknowledged this important
Higher levels of AL have also been associated with a greater incidence topic and developed a thorough literature examining the types of activi-
of health issues (Seeman, 1997). ties and experiences that contribute to recovery from work. Specifically,
The Effort-Recovery model, drawn from occupational psychology the Recovery Experience Questionnaire (REQ) developed by Sonnentag
literature, encapsulates these ideas of the general stress response and and Fritz (2007) has gained immense popularity and the resulting
AL, but also places greater emphasis on the importance of recovery literature demonstrates that four subjective recovery experiences (i.e.,
(Meijman & Mulder, 1998). In this model, its concept of “load reactions” psychological detachment, control, mastery, and relaxation) positively
may be seen as analogous to stress responses, and “load effects” to AL. impact a variety of well-being outcomes such as affect, sleep, fatigue,
The model highlights the need for adequate time for recovery, defined work-home interference, burnout, and chronic health impairment (e.g.,
as ceasing of exposure to work demands resulting in a steady return Derks & Bakker, 2014; Kinnunen, Feldt, Siltaloppi, & Sonnentag, 2011;
of psychobiological systems to predemand levels (Meijman & Mulder, Sonnentag, Binnewies, & Mojza, 2008).
1998) free of load reactions and/or load effects. Greater disruptions Yet little direct attention has been given to the differential effects
in the balance of psychobiological systems, or greater load reactions of these recovery experiences. Resource theories (e.g., Broaden and
(stress responses) and/or load affects (AL), are theorized to require Build, Fredrickson, 1998; Conservation of Resources Theory, Hobfoll,
more extensive recovery periods (Meijman & Mulder, 1998). 1998; Ego Depletion, Baumeister, Bratslavsky, Muraven, & Tice, 1998)
While the Effort-Recovery model is more explicit about the impor- indicate that the importance of each recovery experience in predicting
tance of recovery, its conception of recovery as occurring when stress- well-being may depend on the specific outcome. Challenging mastery
ors in the form of work demands cease is limited, as there may be other experiences, for example, may deplete energy as a result of effort exer-
forms. Another type of stress recovery that is important to consider tion (Baumeister et al., 1998) but boost positive affect (Fredrickson,
may be activities that elicit the relaxation response, a term stemming 1998). However, the recovery literature, despite its fast growth, is still
from the integrative medicine literature referring to engagements such relatively new and does not yet reflect this level of nuance. The original
as listening to soothing music. These activities result in arousal levels REQ paper suggests that one of the experiences, psychological detach-
lower than baseline but in a wakeful state (Benson & Proctor, 2010). ment, may be the most important health and well-being (Sonnentag &
Regular elicitation of the relaxation response has been associated with Fritz, 2007), and detachment has subsequently received significantly
positive health outcomes such as changes in gene expression in genes more research attention than the other recovery experiences (e.g.,
implicated in cellular processes believed to counteract cellular damage Wendsche & Lohmann-Haislah, 2017). However, emerging empirical
related to chronic psychological stress (Dusek, Otu, et al., 2008). Lastly, evidence suggests that psychological detachment may not always
another form of recovery relevant to the effects of stress may be sleep, be the most important recovery experience in predicting health (e.g.,
as it is believed to play a role in general restoration of the body and Derks & Bakker, 2014; Sonnentag, Binnewies, & Mojza, 2008). Recently
mind (Zisapel, 2007). conceptual arguments agree that careful attention to recovery expe-
To summarize, excessive exposure to workplace activities which are riences beyond detachment is warranted (Fritz & Sonnentag, 2015).
stressful in the endocrinological sense, with inadequate time engaging
280 WORK, STRESS AND HEALTH
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In line with this purpose, this study expands upon previous efforts has focused on recovery occurring after the workday (Kinnunen et al.,
to synthesize the findings in the recovery literature (i.e., Bennett, Bakker, 2011; Siltaloppi et al., 2009).
& Field, 2017; Fritz & Sonnentag, 2015; Wendsche & Lohmann-Haislah, In recent years, studies have started investigating how engaging
2017) by meta-analytically examining the relationship between all in recovery activities at work can allow employees to replenish their
four recovery experiences and a wide variety of well-being outcomes resources, thereby sustaining their energy at work. These activities can
(i.e., burnout, exhaustion, fatigue, positive affect, negative affect, and include taking short breaks, talking to peers and supervisor regarding
work-family conflict). A literature search of peer-reviewed articles work and work-related stress, and exercising during the workday (Fritz
referencing the REQ provided 891 results; only empirical studies, writ- et al., 2011; Lee et al., 2015; Sawhney et al., 2018). Kim et al. (2017)
ten or available in English, and measuring (1) at least one of the four found that on-job recovery strategies, such as relaxation and social
recovery experiences and (2) at least one well-being outcome were activities, buffered the same-day relationship between work demands
retained. Currently, 27 independent samples have been included in and negative affect.
the analyses (N=1040 to 2223 depending on outcome). However, over Despite the advances in recovery research, studies have yet to
seventy additional studies have been coded and are currently undergo- explore the curvilinear effects of work recovery strategies on various
ing quality checks to be included in the final presentation. outcomes of interest. The current study uses an experience sampling
Preliminary results from an individually corrected simple artifacts methodology to explore the curvilinear effect of work recovery strate-
meta-analysis (Hunter, Schmidt, & Jackson, 1982; Schmidt & Hunter, gies on work engagement. In addition, this study examines the moder-
2015) suggest that psychological detachment is not always the most ating effect of role overload on the work recovery – work engagement
influential recovery experience for employee well-being, simply the relationship.
most studied (see Table 1 for preliminary results). For example, relax- Method. A total of 130 participants who were members of Amazon’s
ation and control demonstrate negative correlations with exhaustion Mechanical Turk residing within the USA participated in the current
that are of a similar magnitude to the detachment/exhaustion correla- study. On average, participants were 20.46 years of age (SD = 10.14)
tion. Of note, likely presence of moderators was detected in some and employed for at least 30 hours a week. Over a period of ten work
instances (see Table 1). Type of data collection (e.g., cross-sectional, days, participants completed measures of role overload, work recovery
diary study, longitudinal), context of recovery (e.g., evening, weekend, strategies, and work engagement in the evening before leaving work.
vacation), and geographical location of sample will be examined as Role overload was measured using five items (Spector & Jex, 1998).
moderators in the final presentation. Three work strategies, namely, nutrition (3 items), social activities (4
Overall, the findings from the preliminary analyses and planned items), and relaxation (7 items), were examined using items developed
continuation will provide more detail to the theoretical understanding by Fritz et al. (2011). Work engagement was captured using Schaufeli
of recovery experiences and guide future research questions and design. et al.’s (2006) 9-item measure. All measures exhibited adequate reli-
For instance, the results suggest that qualitative and time-lagged study ability (i.e., .70 or higher; Nunnally & Bernstein, 1994).
designs that delve into why recovery experiences relate differently to Results and Discussion
well-being outcomes may be of particular value in future research. Correlations among all study variables are presented in Table 1.
Recovery researchers should also focus on mastery experiences in Specifically, results indicated a positive relationship between role over-
the future, as they consistently demonstrated small correlations load and work engagement. Additionally, relaxation, nutrition, and
with outcomes. Examination of individual differences and contextual social activities were positively related to work engagement.
factors may be crucial in understanding when mastery experiences help To further test the moderating effect of role overload on the relation-
employee well-being. Finally, the findings have practical utility in that ship between recovery strategies and work engagement, we conducted
workers may be able to target their off-job activities to certain experi- multilevel regression analyses. First, we group-mean centered role
ences based on the outcome they would like to improve. For example, overload and all three recovery strategies. Next, we squared the three
a person who finds him or herself in a bad mood after work may want centered recovery strategies. To create linear interaction terms, we
to focus on psychologically detaching from work or relaxing when at multiplied centered role overload with each of the three centered recov-
home whereas a worker who is exhausted could also try to exert control ery strategies. Lastly, we created three quadratic interaction terms by
over their off-job time if detachment or relaxation proves difficult for multiplying centered role overload with each of the three centered and
him/her to achieve. squared recovery strategies.
The results of the multilevel regression are presented in Table 2.
Too much of a good thing? Exploring the Curvilinear Interaction While nutrition and relaxation exhibited a significant positive and linear
between Work Recovery Strategies and Role Overload on effect on work engagement, no linear relationship was found between
Engagement social activities and work engagement. Additionally, nutrition exhibited
a negative curvilinear effect on work engagement, suggesting that work
Gargi Sawhney (Auburn University) engagement decreased as participants engaged in more nutrition activ-
Research in the area of recovery from work-related stressors has gained ities. No curvilinear effects were found for social activities or relaxation.
momentum over the last decade, with the majority of studies demon- With respect to interactions, our findings indicated none of the
strating the positive effect of recovery strategies in alleviating the three recovery activities linearly interacted with role overload to predict
negative effect of stressors on strains (Sawhney et al., 2018). Geurts work engagement. We did, however, find that social activities and relax-
and Sonnentag (2006) defined recovery as “a process of psychophys- ation exhibited a curvilinear interaction with role overload in predicting
iological unwinding” that occurs in the absence of demands when the work engagement (see Figures 1 and 2). Specifically, the relationship
psychophysiological systems stimulated by stressors at work return to between the two recovery strategies and work engagement were in the
their initial baseline levels (p. 483). Much of the research on recovery form of an inverted-U when role overload was low.
281 WORK, STRESS AND HEALTH
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Much of the research on recovery suggests that recovery activities complying with safety procedures and established work practices,
act as resources in stressor – strain relationships. Our study is the first effectively using personal protective equipment, utilizing safe work
to demonstrate that recovery activities could be an obstacle, depend- practices on the fireground and during fire service operations and
ing on the level of stressors in the work environment. These findings exhibiting safety citizenship behaviors.
have important implications for organizations. While organizations
should actively monitor stress levels of employees, they can also coach Using the AvidHrt Platform to Increase Firefighters’ Access
employees that while recovery experiences are generally effective ways to Baseline Health and Medical Information: Technical, Social,
to unwind from stressors, too much recovery can also impede their Cultural, and Economic Barriers to Adoption
motivation and work engagement. Future research should investigate
the curvilinear effects of recovery strategies on other outcomes, such Timothy Amidon (Colorado State University)
as job performance and employee health, as well as in the presence of Firefighting is among the most hazardous occupations, as workers
other organizational stressors. routinely operate in high risk environments (Piha, et al., 2012; WHO,
2010; Griffin et al, 2016; Macquire et al, 2005; US DOL, 2013; Fahy,
LeBlanc, & Mollis, 2016). According to the USFA (2018), between 2007-
2016 there were an average of 2.92 fatal injuries for every 100,000 fires
Salon 3 & 4
with a high of 4.84 (2014) and a low of 2.01 (2016). Longitudinal stud-
Approaches to Maintain Worker Health During ies of occupational safety within the industry conducted by the United
States Fire Administration (2018) and the National Fire Protection
Emergency Response Agency (Fahy, LeBlanc, & Mollis, 2016) have indicated that the cumu-
PAPER SESSION lative number of casualties has been declining over the past decade.
However, NFPA researchers have cautioned that injuries continue to
Making the Case for Total Worker Health Approaches in the occur at nearly the same rate as in previous decades, when the number
Fire Service: Detrimental Associations of Behavioral Health of injuries sustained is considered in relation to the number incidents
Impairment and Safety Behaviors to which firefighters respond (Haynes & Mollis, 2017). The National
Institute for Standards and Technology (NIST) has approximated that
Todd Smith (Indiana University Bloomington) firefighter injuries have an economic cost of between $2.8 and $7.8
Problem/Purpose: NIOSH and other safety stakeholders promote billion annually within the United States (2004). Attending to firefight-
the use of Total Worker Health (TWH) approaches to improve worker ers’ cardiovascular health and physiological fitness is essential element
safety, health and well-being. These approaches focus on integration of Total Worker Health inventions that seek to improve occupational
and address both health protection (safety) and health promotion. safety and health outcomes within the industry.
Although research associated with TWH is advancing, more research After receiving IRB approval to conduct human subjects research,
is needed to illustrate and support why these approaches may be bene- we contacted and secured permission from the leaders of three
ficial in improving worker safety, health and well-being. This research fire departments located in rural or geographically remote areas
will support and make the case for using TWH approaches in the fire of Colorado. On four separate dates, we visited three departments,
service as the results of our study illustrate the detrimental impact of recruiting a total of 36 firefighters of various ranks. Each subject was
behavioral health impairment on firefighter safety behaviors. followed the directions provided with the monitoring device to capture
Methods. Data were collected from 724 career firefighters working an ECG recording using a personal vital signs monitoring device that
at large metropolitan fire departments including one in the western pairs with a smart-phone app. Algorithms have been developed that
United States and one in the eastern United States. Mplus was utilized inform an individual to seek immediate care if their recordings are
to complete a path analysis that examined a model linking behavioral reflective of a high-risk state such as Atrial Fibrillation (AFib).
health impairment associated with stress and burnout to diminished After subjects took a reading using the device, we conducted focus
safety behavior outcomes. group interviews with 5-8 subjects asking them to identify technical,
Results. Model fit was excellent given X2 = 20.74, df = 4, p = 0.0004, social, cultural, and economic barriers that they perceived might impact
with a CFI of .99, a TLI of .95, a RMSEA of .08 and a SRMR of .02. The whether firefighters located in rural and/or geographically remote
path analysis confirmed the posited relationships that work associated areas of the state might be willing to use platforms such as this. In
stress was positively associated with burnout (B = .67, p<.0001) and total, we conducted six focus group interviews that ranged from 30-50
burnout was negatively associated with safety compliance behavior (B minutes in length. Our discussion highlights the the social, cultural, and
= -.15, p<.0001), effective use of personal protective equipment (B = economic barriers that might influence whether firefighters are likely
-.12, p<.0001), use of safe work practices during fire service operations to make use of telemedicine (broadly) and smart-phone apps (specif-
(B = -.21, p<.0001) and safety citizenship behavior (B = -.08, p<.05). ically) in order to receive baseline information about their cardiovas-
Conclusions. The results of this study illustrate the deleterious cular health and physiological fitness. Using a qualitative approach to
impact of behavioral health impairment on safety behaviors among coding, we utilized a set of starter codes to identify technical barriers
firefighters. Burnout as a stress-related process does negatively impact (TB), social barriers (SB), cultural barriers (CB), and economic barri-
safety performance. The implications of these findings support the ers (EB) that subjects articulated during the focus group interviews. In
need for TWH approaches that promote and protect the health of fire- the future, we plan to complete a second round of coding to reveal if
fighters. In order to improve safety behaviors and safety performance, significant axial relationships exist between these starter categories.
interventions and health promotion programs are needed to bolster Subjects identified a broad range of technical, social, cultural,
behavioral health and well-being. As such, improvements in behav- and economic barriers that could adversely impact whether fire-
ioral health should enhance safety behavior performance including fighters might utilize the platform to receive the type of baseline
282 WORK, STRESS AND HEALTH
S AT U R D AY
cardiovascular health screening that they might receive in a CMFP organisational commitment to staff well-being. (ii) Systematic review
such as the Firefighter Testing Program. Overall, privacy was the most methods were used to identify and synthesise the published and grey
common concern that participants identified. However, coding revealed literature of the UK ambulance sector over the past 20 years for prev-
that privacy manifests with a spectrum of cultural, economic, and social alence studies and health and well-being and interventions (Clark et
barriers. For instance, subjects articulated that they may not want to al., 2018). (iii) A national review of policies and procedures related to
use the technology within a CMFP because the data could be used by health and well-being was conducted for all ambulance services in
a superior officer to remove them from the line if they failed to meet a England to collate all documents relevant to staff health and well-be-
particular fitness level or if their reading flagged an anomaly that might ing and rate the extent to which an integrated approach to workplace
require more in-depth medical clearance. Whereas some subjects mental health (LaMontagne et al., 2014) has been implemented within
appear to consider this an economic barrier (concerns about losing each service.
income), others framed this as a social barrier (concerns about not Analyses. (i) Cross-sectional analyses by occupational group
being able to see or work with those they had developed friendships), investigated the prevalence of psychosocial risks and association with
and still others framed this as an ideological, cultural barrier (beliefs’ outcomes. Given the large sample size, effect sizes were considered of
that an employer should not have the right to access what amounts or greater interest than statistical significance. (ii) An evidence map was
should amount to privileged medical information). produced describing the scope and gaps of the evidence base. (iii) A
Schall, Sesek, and Cavuto (2018) argued that privacy is the most content analysis was undertaken (Memish et al., 2017).
significant barrier currently impacting whether emergent technologies Results. Fifty-eight percent of paramedics and 50% of general
like wearables are likely to adopted in occupational safety and health managers reported feeling sick due to stress in the past 3 months, and
settings. Our findings resonate with their work and suggest that privacy 68% of operational staff reported sickness presenteeism. Across all
is an issue that must be considered by those seeking to design or imple- staff a poor work environment, especially lower support from manag-
ment telemedicine or smart-phone apps within Total Worker Health ers and experiencing violence, bullying or harassment, accompanied
interventions. Certainly, individuals harboring strong views about their poorer well-being and engagement. The evidence map showed that
right to medical confidentiality may not be easily swayed, but concerns most peer-reviewed literature is descriptive in nature with no interven-
about data breaches might dissipate if designers employ strong end-to- tion studies located. Policy and practice supports for staff well-being
end encryption and concerns about being summarily dismissed from are rapidly evolving following a national roll-out of a policy toolkit to
a position are allayed by department administrators who develop support well-being and suicide prevention.
programs that connect employees with resources that can empower Practical implications. More than 40,000 people work in the ambu-
firefighters to cultivate practices that can engender healthier lifestyles. lance sector in England. Managers themselves as well as front-line staff
are in need of improved support. Priority areas for action include occu-
Policy and practice initiatives to improve ambulance staff mental pational stress, presenteeism, and violence, bullying and harassment.
health and well-being in England: a national picture in a global Conclusions. Ambulance sector work is high-risk from both expo-
context sure to trauma inherent in the work, and the quality of the organisa-
tional response to staff well-being. There is a high need for a quality and
Kristy Sanderson (University of East Anglia) proactive organisational response to staff well-being in the ambulance
Statement of problem: Ambulance sector staff are at elevated risk sector that incorporates interventions at different levels, but a poor
of a range of poor health and well-being outcomes including depres- evidence base from which to implement solutions. A new international
sion, post-traumatic stress disorder, suicide, poor sleep quality, and network has been established to advance the staff well-being agenda.
worse physical health (Hegg-Deloye et al., 2014; Milner et al., 2017).
Occupational stress and adverse work environments are an important
modifiable determinant of these outcomes (e.g. Pow et al., 2017). This
Salon 5 & 6
paper presents three studies to explore the national policy and practice
initiatives underway in England to address these health inequalities, in Interpersonal Stress Predictors and Effects
the context of a new global initiative to embed a proactive approach to
health and well-being of staff in ambulance services. PAP E R S E SS I O N
Aims: Three studies were conducted to: (i) explore the quality of
the work experience amongst the English National Health Service Employee’s Reactions to a Suffering Coworker - an Appraisal
(NHS) ambulance sector staff, and the organisational commitment Approach to Understanding Witness Helping Behavior and
to staff well-being; (ii) produce an evidence map systematic review of Distress
published and grey literature on ambulance staff health and well-being
to understand the quality of the evidence base for improving health and Youjeong Huh (University of Alabama)
well-being in this sector; and (iii) explore the policy and organisational For individuals who constantly encounter various job stressors at
supports currently in place for staff well-being across the ambulance work, witnessing a coworker experiencing some type of difficulty may
sector in England. be an unfortunate everyday event. Then, what do employees do in
Procedures. (i) Data were obtained from the most recent NHS Staff response to a coworker’s suffering? How does coworker’s suffering
Survey for the 10 ambulance services in England (2017, N >15,000 affect employees? Which factors may promote workplace helping?
ambulance staff), which collected data on: work environment (e.g. The present study aims to answer these questions.
demands and rewards; role clarity; violence, bullying and harassment); Although previous research in workplace helping has been success-
well-being (job good for health; unwell due to work-related stress; ful in identifying antecedents and consequences of helping (e.g.,
presenteeism, musculoskeletal health) and engagement; and perceived Williams & Anderson, 1991), studies often utilized social exchange
283 WORK, STRESS AND HEALTH
S AT U R D AY
theory (Thibaut & Kelley, 1959) or the norm of reciprocity (Gouldner, receptiveness of help, time pressure, energy depletion, and climate
1960) as their theoretical foundations to explain why employees help for helping. These variables were selected based on Bandura (1986),
at work. However, these theories do not adequately include other in which sources of self-efficacy were delineated. Final sample was
help motives that may explain exceptions, such as an employee who 317 South Korean employees. Data analyses will follow the equivalent
perceives high level of support from the organization but chooses method described in Study 1.
to ignore a suffering coworker, or an employee who has previously
received help from someone but decides not to help in return when it Antecedents to the stressor-strain relationship: the role of
is needed. Many personal and situational factors are evaluated by indi- communication climate
viduals as they make their decision to help or flee, such as relationship
with the sufferer, intensity of the suffering, and personal belief that they José Rodríguez (Florida International University)
can help. The cognitive appraisal theory (Lazarus & Folkman, 1984) Interpersonal conflict in the workplace is often cited as a leading social
may explain a possible mechanism through which individuals reach stressor across occupations (Mazzola, Schonfeld, & Spector, 2011)
the help-or-flee decision. The theory proposes that negative events requiring an adaptive response from employees. Interpersonal conflict
themselves do not cause negative emotions in individuals; the theory is defined as, “a dynamic process that occurs between interdependent
proposes that what one individual considers as stressful may not be parties as they experience negative emotional reactions to perceived
the case for others, indicating that research focus should be on under- disagreements and interference with the attainment of their goals”
standing how individuals interpret different situations, rather than on (Barki & Hartwick, 2004, p. 234). Recent research has found that
simply examining direct associations between stressors and strains. non-task organizational conflict, a form of interpersonal conflict in
Using the cognitive appraisal theory as our theoretical foundation, which one is in a dispute with others at work due to organizational
we propose that witnessing a suffering coworker activates primary factors (i.e., disagreements over policies, imbalances in organizational
appraisal in the witness. If the witness considers the sufferer’s well-be- power, poor leadership), had inimical effects on several outcomes
ing to be important and self-relevant, secondary appraisal will be trig- (Bruk-Lee, Nixon, & Spector 2013; Rodriguez & Bruk-Lee, 2016).
gered to assess whether the witness has available resources to help the Interpersonal conflict has been found to be a strong predictor
sufferer effectively deal with the situational demands. If the witness of aggression targeted at other employees and at the organization
has adequate resources to cope with the situation, he or she may (Herschovis et al., 2007). Often considered a strain reaction to stress
feel increased sympathy towards the sufferer, and the chance of the (Fox & Spector, 2005), counterproductive work behaviors encompass
witness helping may increase. In contrast, if the witness lacks such a slew of retaliatory, volitional acts best understood vis-à-vis frustra-
resources, the chance of helping decreases and the witness may expe- tion-aggression theory (Fox & Spector, 1999). Non-task organizational
rience distress. Another contribution of our study lies in our research conflict represents a form of goal impediment that is wholly out of the
on investigating how other’s suffering triggers distress in witnesses. employees’ sphere of control, thus counterproductive work behaviors
A number of research have investigated how one’s distress affects seem to be a logical strain outcome to the experience of non-task
his or her own performance and health outcomes (e.g., Guglielmi & organizational conflict.
Tatrow, 1998) but only few studies so far have examined how other’s According to Lazarus (1999), employees’ appraisal of stress is para-
distress affects people at work (e.g., Hershcovis & Bhatnagar, 2017). mount in understanding their subsequent reactions. Organizational
Furthermore, given the critical role of self-efficacy on witnesses’ deci- climate is an often-overlooked organizational variable that influences
sion to help-or-flee, in Study 2, we investigate personal and organiza- how employees create and ascribe meaning to work events, including
tional factors that affect witnesses’ judgement about their self-efficacy social stressors. Ashford (1985), defined organizational climate as, “the
in helping at work. shared and enduring molar perception of the psychologically import-
Study 1 examines hypotheses that are building blocks of the help- ant aspects of the work environment” (p. 837). Ehrhart, Schneider, and
ing model; 174 MTurk participants were given $1.50 for their partici- Macey (2014) state that climate captures the meaning employees
pation. MPlus version 6.11 (Muthen, 2011) was used to conduct latent infer from the policies, procedures, and practices of the organization.
path analysis. Results from the study are as follow; The overall fit of According to Schneider and Reichers (1983), “…the symbolic inter-
the model was acceptable (CFI = .90, RMSEA = .08, SRMR = .08). actionist approach maintains that people in communicative inter-
Consistent with Hypotheses 1 and 2, relationship closeness positively action with each other, respond to, define, and interpret elements
predicted sympathy ( B = .21, p < .05), and helping efficacy nega- of the situation...” (p. 33). It would follow that to understand stress
tively predicted distress ( B = -.36, p < .01). In line with Hypotheses appraisal, an investigation of the climate as a precursor is warranted.
3a and 3b, helping efficacy positively predicted sympathy ( B = .43, p Communication climate has been conceptualized as having support-
< .01) and sympathy positively predicted helping behavior. Moreover, ive and defensive features (Gibb, 1961). Defensive behavior that is
sympathy mediated the relationship between closeness and helping the reaction to a threat or perceived threat will produce defensive
behavior, thereby supporting Hypothesis 3c ( B = .05, SE = .03, p < .05). communication acts (e.g., not listening). According to Gibb (1961),
Hypothesis 3d, which predicts the mediating role of sympathy in the “as a person becomes more and more defensive, [they] become less
relationship between helping efficacy and helping behavior, was also and less able to perceive accurately the motives, the values, and the
supported ( B = .11, SE = .05, p < .05). Finally, in support of Hypothesis 4, emotions of the sender” (p. 142). By contrast, supportive communica-
perceived severity of coworker’s suffering positively predicted witness tion climates will reduce defenses and “the receiver becomes better
distress ( B = .31, p < .01). able to concentrate upon the structure, the content, and the cognitive
Study 2 was conducted to replicate findings from Study 1 and to meaning of the message” (p. 142). Communication climate reflects the
identify individual and organizational factors that may shape witnesses’ expectations employees have for interacting with others in communi-
perception of their efficacy in helping at work. Newly included variables cative acts. Communication climate may serve as an antecedent to
in Study 2 were experience of success in helping coworkers, coworker
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the stressor-strain process by setting the perceptual framework from Recent theory and measure development efforts in this research
which subsequent stress appraisals are made. space have led to several studies of specific occupational hazards or
123 participants completed the same survey questionnaires at challenges faced by clergy. These challenges include managing high job
two different time points (i.e., about four-weeks apart). The survey demands, congregational criticism, lack of congregational support, and
captured employee perceptions of the communication climate (i.e., isolation (Frenk, Mustillo, Hooten, & Meador, 2013); achieving resto-
supportive and defensive), perceptions of the experience of non-task ration following moral failures (e.g., alcohol abuse, adultery; Sutton &
organizational conflict (i.e., social stressor), and reports of engage- Jordan, 2013); and resolving conflict among congregation members
ment in counterproductive work behaviors (i.e., strain). The data (Proeschold-Bell, Yang, Toth, Rivers, & Carder, 2014). Proeschold-Bell
were analyzed using AMOS 22 with bootstrapping for confidence et al. (2011) proposed a holistic model of clergy health functioning,
intervals. Several analyses were run across time points (see attach- which includes specific occupational challenges and their detrimental
ment for tables). Findings suggested that higher rates of non-task effects on clergy health.
organizational conflict at time one predicted subsequent reporting Unfortunately, the constructs in the Proeschold-Bell et al. (2011)
of engagement in counterproductive work behaviors four weeks later model are more theoretical than operational. While such a model is
at time two. While neither aspects of communication climate at time useful for conceptualizing the factors that influence clergy health, an
one significantly predicted subsequent reports of non-task organiza- operational model of clergy holistic health is still needed to empirically
tional conflict at time two, supportive communication at time one was test the effects of occupational demands, and personal and job-related
associated with fewer reports of counterproductive work behaviors at resources on the health of clergy. In the present study we developed
time two. Moreover, when all variables were analyzed using only the and tested an operational model of clergy holistic health, including
data from time two (with their respective time one used as a control), occupational demands, and personal and job-related resources (see
the indirect effects of communication climate emerged. Defensive Figure 1). Data were collected from clergy (N = 418) and analyzed using
communication climate was associated with increases in non-task correlational and regression based techniques.
organizational conflict, which was associated with increased reports of One important finding, in-line with the demands-control-support
counterproductive work behaviors. Supportive communication climate model (Johnson & Hall, 1988), was that job control appears to only
was associated with reduced non-task organizational conflict that itself be a health-enhancing job resource in the presence of moderate to
continued to be positively associated with reports of counterproduc- high levels of work-related social support. In other words, this finding
tive work behaviors. suggests that clergy need work-related social support before they are
Appraisal theory of stress focuses on how employees attribute most able to benefit from job control. An implication here is that clergy
meaning to work events and the importance of such attributions to the mental health may be improved by (a) increasing available work-re-
experience of stressors and strains. Organizational climate emerges lated social support and (b) helping clergy identify and exercise control
from employees’ social interactions and seems to serve as a framework over their work when possible. Practically, this work-related social
from which to understand the origin of stress appraisals, specifically the support could come from congregation members, denominational
experience of interpersonal conflict. The results of this study suggest leadership, and other church staff members. This support could range
that communication climate, as a specific aspect of the organizational from asking clergy about their personal lives to seeing if the clergy need
climate, can serve as a lens through which employees view interper- any help with their work-related tasks.
sonal conflict with supportive communication climates minimizing More generally, our overall results corroborated the propositions
the perception of interpersonal conflict and defensive communication outlined in our proposed framework and align with previous research
climates increasing it. Supportive communication climates may help to that has highlighted the negative relationship between perceived job
ameliorate other frustrations and thus reduce the need for employees demands and well-being. That said, the present findings expand on
to engage in counterproductive work behaviors. previous research by identifying spiritual well-being as an important
outcome that is impacted by job-related demands. Specifically, this
The Sacred and Stressed: Testing a Model of Clergy Health expands on findings by Ellison et al. (2010) that spiritual struggle
partially mediates the negative relationship between the stressful
Drake Terry (Old Dominion University) life events clergy frequently encounter and their mental health. With
In many ways, clergy and religious leaders (e.g., pastors, ministers) support from the present findings, we propose that spiritual well-being
are an ignored yet high-risk population (Birk, Rayburn, & Richmond, may be an important well-being outcome in its own right. While the
2001). In their efforts to ensure the spiritual well-being of their congre- present findings support this proposition for clergy, future research
gations, clergy frequently neglect their own well-being. This results in should also consider spiritual well-being as a meaningful outcome for
frequent stress, burnout, and other health-related impairments for study in the more general (i.e., non-clergy) population.
members of this population (Halbesleben & Buckley, 2004). A clergy The present findings also underscore the value of using contex-
member unable to cope with these same challenges in his or her own tualized or occupation-specific measures in this type of research
life may be ineffective at helping church members to cope with their (Proeschold-Bell et al., 2014). According to the matching hypothesis,
stress. For this reason, Cunningham (2014) noted that the stress and specific stressors and specific resources should ideally match to show
well-being of clergy are psychological health and well-being issues moderating effects in the prediction of strain (Cohen & Wills, 1985; de
that can inherently trigger negative ripple effects on the health and Jonge & Dormann, 2006). This hypothesis is supported by the present
well-being of entire communities of religious and spiritual believers and findings in that available resources (e.g., work-related social support)
practitioners. An implication of this is that to improve the health and for clergy corresponded to existing stressors (e.g., emotionally taxing
well-being of clergy is potentially to indirectly improve the health and job duties) to mitigate the negative effects of those stressors on mental
well-being of the vast numbers of people who are served or assisted health. Taken together, these findings suggest that future research
in some way by clergy. should include occupation-specific measures to zone in on resources
285 WORK, STRESS AND HEALTH
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which might be especially efficacious for mitigating the negative effects data was transcribed verbatim and analyzed using NVivo software for
of stressors on health and well-being outcomes. significant themes. Codes were applied to categorize statements that
By implication of this study, those interested in addressing clergy share similar ideas including topics of discussion in response to ques-
well-being needs should focus their attention on the environments in tions, areas of agreement and disagreement, and characteristics of the
which clergy work. Work-related social support from the congregation, discussion (Corbin & Strauss, 2014).
denominational leadership, supervisors, and co-workers should be the Results. Consistent with past research, nursing home employees
first priority of those who wish to help clergy. in our New Brunswick sample experienced high rates of depression
(67%). There were significant differences between those reporting
severe symptoms of depression and the rest of the sample. Nursing
home employees in the severe depression category had higher levels
Independence Ballroom A
of emotional exhaustion and cynicism, and greater intentions to leave
Addressing Mental Health in the Workplace their jobs. They also had lower scores on resident-centered care,
personal efficacy, work engagement, job satisfaction, and self-rated
PAPER SESSION health. Qualitative findings showed that both managers and employ-
ees perceived that the program is underutilized. Most managers knew
Examining the use and effectiveness of workplace Employee about the program but some employees did not. Managers reported
Family Assistance Programs for the identification and treatment of doing little to promote the program and in many cases it appeared they
employee depression did not clearly understand their role. Some noted that they would find
it helpful to have more specific direction from the benefits provider
Emily Read (University of New Brunswick) related to promoting and directing employees to the program. On the
Problem. Healthcare workers are facing increasing job demands and whole, barriers to using the program identified by both managers and
high levels of work stress due to increased pressure on the system employees include lack of awareness about the program, concerns
accompanied by fiscal and human resource challenges (Cooper et related to confidentiality, and/or feeling reluctant or embarrassed to
al., 2016; Statistics Canada, 2015). As a result, healthcare workers seek help, particularly as it relates to mental health.
are particularly vulnerable to job burnout (Schmidt et al., 2014), poor Practical implications. Our research suggests that nursing home
mental health, and depression (Zhang et al., 2014). In fact, in any given employees are at high risk of depression which has a significant
year Canadian nurses are twice as likely to experience major depres- negative association with nursing home employee health and their
sive disorder as other working women between 25 and 61 years of age experiences at work. EFAPs are a potential job resource that could
(Ohler, Kerr, & Forbes, 2010), with higher rates among those working help workers in this sector cope with depression, which may lead to
outside of hospitals (Enns et al., 2015). In one report, almost 50% improvements in personal health and workplace well-being. Managers
of nursing assistants in nursing homes were at high risk of depres- appear to play a key role in promoting EFAPs in nursing homes but
sion (Muntaner et al., 2014). Yet, depression amongst nursing home need more guidance and support to promote these resources to staff
employees has received little attention until recently and studies have effectively. Moreover, managers may help reduce the fear and stigma
focused primarily on nursing staff. Given the critical role that nurs- associated with asking for help by creating a psychologically safe and
ing homes play in our healthcare system as the population ages, it is empowering workplace where employees feel supported.
important to understand and address employee well-being and mental Conclusions. Our study showed that depression is an important
health to ensure safe, high-quality, and cost-effective care. Many orga- mental health concern affecting employees working in New Brunswick
nizations offer Employee and Family Assistance Programs (EFAPs) that nursing homes. Results confirmed that EFAPs are an underutilized
provide support and resources to their employees, including confiden- resource that could help this population. To improve EFAP usage, nurs-
tial counseling services. Initial evidence shows that EFAPs can be an ing home managers and employees need better guidance and support.
effective intervention for depression (Nakao et al, 2007). However, the
extent to which nursing home employees with depression are using The Working Mind: Reducing Mental Health Stigma in the
their EFAP is unknown and it is unclear if they are an effective resource Workplace
for identifying and treating employee depression.
Stephanie Knaak ( Mental Health Commission of Canada )
Procedures. A mixed methods study of employees working in
nursing homes across the province of New Brunswick, Canada, was The mental health (MH) of employees significantly affects their ability
conducted. In phase 1, a cross-sectional online survey comprised to work productively and to maximize both their own satisfaction in the
of demographic variables, validated self-report questionnaires and workplace, as well as the economic activity of the employment setting
researcher-developed questions about EFAP use and satisfaction was itself. It is recognized that many workplaces have inherent stressors
completed by 89 non-managerial employees. In phase 2, we conducted built into them, including normal stresses associated with workplace
one-on-one semi-structured interviews with 12 nursing home employ- performance, interpersonal relationships, conflicts, and systemic pres-
ees and managers. The main purpose of these interviews was to gain an sures, can all contribute to potential MH problems. It has also been
in-depth understanding of factors that inhibit and facilitate EFAP use established that significant mental health challenges in the workplace
for employees with depression in respondents’ own words and context. create additional costs to disability programs, and that MH problems
Analyses. Phase 1: Descriptive statistics were used to assess themselves are one of the greater contributors to overhaul costs of
employee demographics, prevalence and intensity of depressive symp- healthcare employee benefits. Considering these facts, the promotion
toms, EFAP usage, and employee health and job-related variables. An and maintenance of workplace MH have become national imperatives
independent samples t-test was conducted to compare variable means in many countries and is supported by a variety of agencies and policies.
between those with high and low depression scores. Phase 2: Interview
286 WORK, STRESS AND HEALTH
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A review of workplace MH promotion and anti-stigma programs Our evaluations show that although a brief program, TWM signifi-
has unfortunately revealed that there are few evidence-based MH cantly reduces stigma and increases resiliency; impressive outcomes
workplace programs. Many programs that purport to reduce stigma in the context of a broadly applied program. Although our evaluation
and enhance MH in the workplace are either not evaluated, are evalu- methods are rigorous, they are less rigorous when compared to a RCT
ated using acceptability ratings (which is only weak evidence) or are design. Despite this, we are confident in our results, especially as these
proprietary and so the evidence is unavailable for public use. positive results are found consistently across different sites.
The Mental Health Commission of Canada has developed an We propose to share elements of the training program and the find-
evidence-based workplace MH program called The Working Mind ings of the new research that has been conducted.
(TWM). It has been shown to reduce stigma, increase resiliency and
MH knowledge and promote over all mental wellness. Adapted from Process and outcome evaluation of a mental health intervention
a program developed by the Canadian military, TWM and a compan- for correctional officers: A Total Worker Health participatory
ion program TWM First Responders has been used to train close to Approach
150,000 employees and public safety personnel across Canada. At the
Mazen El Ghaziri (UMass Lowell)
centre of these programs is a simple colour chart known as a Mental
Health Continuum (MHC). It is a self-assessment tool that helps indi- Statement of the Problem: Correctional Officers (CO’s) work in phys-
vidual determine whether they are beginning to develop MH problems. ically and psychologically demanding environments and are exposed
The program also provides coping strategies to assist employees main- to traumatic incidents on a routine basis (Spinaris, Denhof, & Morton,
tain mental wellness or return to a place of good MH. 2013). COs also report poorer physical and psychological health
The program has been formally evaluated in several settings involv- outcomes compared to national averages, such as PTSD (Spinaris,
ing a survey design where data is collected at three time-points: imme- Caterina G., Denhof, & Kellaway, 2012), depression (Obidoa, Reeves,
diately before the start of training, immediately after training, and 3 Warren, Reisine, & Cherniack, 2011), coronary health disease, along
months following the end of training. The surveys include validated with substance abuse to cope with the stressors that arise from their
quantitative measures and instruments that assess specific objectives occupation (Morse et al., 2011). Moreover, there is a disparity in life
of the TWM program, including perceived stigma towards those with expectancy for COs compared to the national average (59 years versus
mental illness and perceived coping skills. 75, respectively), and limited interventions have been designed to help
Two program objectives are to reduce the stigma of mental illness improve their health (Cherniack et al., 2016).
and to increase the resiliency of program participants. These are chal- Purpose: The purpose of this presentation/paper session is to
lenging goals, particularly as many do not have high levels of MH describe the design, implementation, and evaluation process of a
stigma. Most people in the workforce have good levels of MH and mental health intervention targeted to improve the mental health
resiliency to begin. Given this baseline level of functioning, it is rela- conditions of line-level COs working in a juvenile correctional facil-
tively difficult for broad programs to show dramatic changes on MH ity in a Northeastern state using a Total Worker Health participatory
and stigma outcomes (Corrigan, et al, 2012). approach. This study was conducted through the Health Improvement
Based on the combined results from 8 sites and 1155 participants, Through Employee Control (HITEC), a research study based out of the
our evaluation results show that TWM leads to significant reductions Center for the Promotion of Health in the New England Workplace
in stigmatizing attitudes towards people with mental illnesses right (CPH-NEW), a Total Worker Health research center of excellence.
after the training and that most of this reduction is maintained after Methods. A design team (DT) consisting of nine front-line correc-
3 months. In fact, our stigma measures show an average effect size tional staff, union representatives, a facilitator (CO), and advisors
compared to baseline (Hedge’s g) of 0.38, which means that scores (research staff) have been meeting for 12 months to address mental
are .38 of a standard deviation better than at baseline. Similarly, resil- health issues including stress reduction in the workplace for COs. The
iency skills (i.e., participant’s perceptions of how well they can handle DT utilized the CPH-NEW Healthy Workplace Participatory Program
or are equipped to handle stressors) have demonstrated significant (HWPP) online tool kit to develop a mental health intervention tailored
increases after the training and these are generally retained after 3 to COs at their facility. The DT used the Intervention Design and
months. Compared to our baselines scores, the effect sizes for resil- Analysis Score Card (IDEAS) tool (Robertson et al., 2013), which is
iency are 0.50 at the end of the program, considered to be a moderate part of the HWPP online toolkit, and a 7-step intervention planning
effect. process to help with designing the intervention. The DT will use a
In addition to surveys, we have also used qualitative methods to pre and post survey, designed by the DT, to assess the efficacy of the
examine the efficacy of the program. The results from these meth- mental health intervention.
ods support our other results. Participants have indicated that the Process evaluation metrics, such as the quality of facilitation will be
program is an “eye opening experience” and helps to dispel the myths evaluated using surveys and qualitative data (Advisor notes). Moreover,
and stigma associated with mental illnesses. One of the most preva- participatory design outcomes will be evaluated using pre-and post-in-
lent findings is that participants gravitate to the tangible skills and the tervention survey.
resources offered by the program. They find the “Big 4” Skills and the Findings: Through the IDEAS tool, the DT of correctional officers
MHC Model to be useful and relevant for both work and personal lives. conducted a root cause analysis identifying work stress as the primary
Participants have indicated that the program is well-organized and health, safety and well-being concern affecting their workforce. The
interactive, contains excellent materials and find the trainers engag- objective of the intervention was to mitigate work stress and post-in-
ing and knowledgeable. We are hearing, anecdotally, that implemen- cident stress exposure at their facility. Utilizing the IDEAS step-by-step
tation of TWM has had immense impact on participants. Participants process, the team then established the criteria for evaluating the inter-
regularly self-identify on the MHC Model and more promptly seek vention and applied selected criteria to the solution activities by identi-
resources. fying the impact of the intervention, potential barriers, and solutions to
287 WORK, STRESS AND HEALTH
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the barriers, and packaged and rated their proposed interventions. The define resources broadly as the factors that an individual may use to
proposed packaged interventions included the development of train- achieve their goals (Halbesleben et al., 2014); in this case sustainable
ings and policies for report writing, improving post incident decom- return to work is the goal. In 2018, a framework for addressing these
pression and recovery time and establishing a suitable and accessible issues was developed which argues that resources at the Individual,
space for decompression. Additionally, the DT of correctional officers Group, Leader, Organisational and Overarching context (e.g. national
are currently working closely with a facility steering committee (FSC) legislation) may all contribute to sustainable return to work (Nielsen
made up of supervisory and administrative staff at the juvenile correc- et al., 2018). In the present study, we aim to operationalize the frame-
tional facility in collaboration to implement and evaluate the interven- work by exploring these three key issues:
tion using pre- and post-intervention surveys. The team will be starting Key research questions include:
the data collection and data analysis process for the pre-intervention 1) What are the work resources that help workers stay at work after
survey in the next month. return to work at the individual (e.g. self-efficacy), group (work team/
Preliminary analysis of process data from the advisor’s survey colleagues), leader (line managers’ competencies and behaviours,
reflected the following scores: The mean quality of facilitation was 3.3 relationship between worker and line manager, e.g. trust), organisa-
out of 4, which is indicative of positive facilitation skills including prepa- tional (HR policies), and omnibus context (unemployment benefit
ration, engagement, and resourcefulness of the facilitator. The mean system). How are these resources used over time and how useful are
score of the IDEAS step assessment was 2.5 reflecting the demands they perceived to be?
of the tool and process, along with the need for certain adaptability. A 2) What are the work resources that help workers stay at work
group dynamic mean score of 3.6 out of 4 was reflective of the contribu- after return to work at the individual (e.g. healthy eating and exercise),
tion of the group to the discussion, positive and respectful interactions, group (family and friends), leader (continued interaction with GP, social
and the commitment to the process. The following themes emerged workers, etc.), organisational (support from charities and local commu-
from the qualitative process evaluation data: communication process nity), and omnibus context (media coverage and childcare and housing
between facilitator and DT, and between DT and FSC; IDEAS step benefits). How are these resources used over time and how useful are
process; commitment and engagement of the DT members and the they perceived to be?
FSC; and the quality of facilitation. 3) How does the need for and use of different resources develop
Implications and Future Direction: This participatory design is over time post-return?
currently being implemented in three facilities within the Department Methods. We conduct a longitudinal semi-structured interview
of Correction in the Northeastern state. The results from this study will study with workers who have returned to work after a period of
guide in establishing the sustainability and system-wide integration of prolonged sickness absence due to stress, depression or anxiety. We
the program in DOC both locally and nationally. aim to interview 40 returned workers in their first month of return
and the following three months. We will also interview around 10
Resources enabling sustainable return to work for workers with line managers about their experiences supporting returning work-
CMDs ers. Collection will be completed in May 2019 and analyses will be
completed in time for the conference. To date, we have completed
Karina Nielsen (University of Sheffield)
14 interviews and three 1st month follow-ups. Data will be analysed
Problem statement: The individual, social and economic costs of poor using thematic analysis (King, 2004), analysing resources at the five
mental health in the workforce are significant (Bilsker et al., 2006). IGLOO levels.
CMDs such as depression, anxiety disorders and adjustment disorders Preliminary results. Preliminary analyses of the existing data
present a major problem in the OECD countries (OECD, 2015). It is esti- suggest that workers often experience recurrent absence periods.
mated that 15% of the working population suffer from common mental Important individual resources include relocation to cheaper housing,
disorders (CMDs) and 1 in 2 experience mental ill-health problems exercise, healthy eating and using mindfulness strategies while work-
at least once in their life, which has serious implications for employ- ing. Group resources include socialising outside work. Leader resources
ment prospects, productivity and wages (Hewlett & Moran, 2014). involve line managers who have good mental health awareness and
Even if employees with CMDs return to work, keeping them at work organizational resources include opportunities to work in quieter areas
presents a major challenge. Koopmans et al. (2011) found that over a and flexible working such as working from home, however, workers feel
period of seven years, 19% of returned employees had a recurrence of that employers try too hard and this draws negative attention to them.
absence; 90% of recurrences occurred within 3 years. Recurrent sick- Practical implications. Understanding how resources at individ-
ness absence spells due to CMDs often last longer than the first period ual, group, leader, and organizational resources work together with
(Koopmans et al., 2011) and frequent periods are related to increased resources outside the organizational context to support returning
risk of work disability (Koopmans et al., 2011). workers with CMDs stay and thrive at work after long-term sickness
Current research on return to work for employees with common absence may provide valuable information for occupational health
mental disorders suffers from two limitations: First, research mostly practitioners supporting return and recommending work adjust-
focuses on the influence of resources during the absence period ignor- ments, general practitioners recommending work adjustments, Human
ing the resources which may facilitate sustainable return to work, i.e. Resources developing policies and practices, line managers supporting
employees continuing to work and thrive at work post-return. Second, individual workers and creating a supportive culture.
research tends to view the work and non-work domains separately and Conclusions. Due to the limited data collected so far, we will not
fails to consider the interaction of resources at the individual, group, draw any overall conclusions.
leader and organizational levels. These limitations call for an integrated
approach focusing on the resources that may promote sustainable
return to work, i.e. returning and thriving at work without relapse. We
288 WORK, STRESS AND HEALTH
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Methods. The study is being designed to adopt the survey method.
Salon 10 Occupation/Industry: Population and sample: A sample size of 1051
has been collected. Respondents were drawn from workers in Saudi
Job Insecurity, Career Needs, Earnings, and aviation industry across offices and airport facilities. They cut across
Health in a Global Context various departments/ units, work categories, and other demographics.
The personal identification of each respondent was not required. All
PAPER SESSION information supplied are meant strictly for the research.
Research instruments: The main instruments for data collection
Career Needs and Prevalence of Occupational Burnout in the Saudi are the questionnaires that contained the scales. The first part of
Aviation Industry each questionnaire contain the demographic characteristics of each
employee to enable comparison across characteristics. The second
John Ekore (Prince Sultan University)
part contain the career needs scale and occupational burnout scales.
Focus of Research: The Vision 2030 document seeks to promote tour- The career needs scale measures the various dimensions of employees’
ism and foreign participation in the Saudi economy. Management of career needs. Two versions were used. The main version and the version
talent in the aviation industry to effectively improve on service delivery for standardization. In order to assess the level of occupational burnout
is central to the achievement of the Vision’s critical objectives. As it is among the workers, the Maslach’s burnout scale was standardized for
commonly known, the success would depend largely on the workforce the aviation industry and used accordingly.
members’ level of adjustment to their career. Therefore, understanding Analysis: The data is being analyzed by using both qualitative and
their career needs and prevalence of occupational burnout is import- quantitative techniques. The quality analysis would provide insight to
ant since they are factors that have been known in the literature to play other workplace concerns that were not covered in the questionnaire
roles in employees’ work outcomes. In Saudi samples, there is dearth of scales. The qualitative data was generated through an open-ended
literature on employees’ career needs, especially in the aviation sector. item contained at the last part of the questionnaire.
Much of the studies on occupational burnout have been on healthcare Conclusions. Apart from the findings to be derived from testing the
employees and not its prevalence in the aviation sector (Al-Sareai, propositions, it is expected that the recurring themes from the quali-
Al-Khaldi, Mostafa, Abdel-Fattah, 2013; Turki, et.al, 2013; and Nazar, tative data would offer new perspectives to other concerns shared by
2016). Apart from the negative impact of occupational burnout on employees in the Saudi aviation industry.
work decision making and performance, employees’ needs are known
to be precursor to commitment and performance in the workplace
Perceived job insecurity and its association with sickness absence
(Balogun and Ekore, 2002). Despite their roles on work attitudes and
and sickness presence among full-time waged workers in South
behaviors, identifying career needs and the prevalence of occupational
Korea
burnout in the sector have not been given visible research attention.
The present study is motivated to raise awareness through the baseline Ji-Hwan Kim (Korea University)
data it would provide, and bridge the knowledge gap by adding to the Problem: Sickness absence has been considered as an indicator of
body of literature that exists on aviation talent management studies. workers’ health problems (Brborovic, Daka, Dakaj, & Brborovic, 2017;
The outcome is expected to guide interventions for the development Gerich, 2016). Employment conditions in South Korean have become
of more productive workforce by scholars and policy makers in the insecure since the 1997 financial crisis (A. E. Kim & Park, 2006). Under
Saudi aviation industry. the chronic situation of job insecurity, health problems of Korean work-
Research problem: Despite their importance in employees’ career ers could be linked to increasing of sickness presence as well as sick-
adjustment to effectively deliver on services (as needed for the success ness absence (J. Y. Kim, Lee, Muntaner, & Kim, 2016). Moreover, most
of Vision 2030), issues of career needs and prevalence of occupational of the previous studies have used single cut-off days when defining
burnout in Saudi samples have not been adequately examined and sickness absence and sickness presence regardless of working condi-
reported, especially in the global aviation literature. tions. Therefore, this study sought to investigate whether perceived job
Objectives. The main objective of the project is to investigate career insecurity was associated with sickness absence and sickness presence
needs and occupational burnout in Saudi Arabia’s aviation industry. and whether these associations differ by changing cut-off days of sick-
Specifically, the study is designed to: ness absence and sickness presence.
(i)Identify the career needs of workers in the Saudi aviation industry Procedures and Analyses. This research analyzed a nationally
(ii)Examine the prevalence of occupational burnout in the industry representative dataset of 21,539 full-time waged workers from the
(iii)Find the extent to which the career concerns of employees 4th Korean Working Conditions Survey, conducted by the Occupational
predict their experience of occupational burnout in the industry Safety and Health Research Institute in 2014.
(iv)Raise awareness on the career needs and occupational burn- As an independent variable, perceived job insecurity was assessed
out of workers by two questions: 1) “It is possible to lose my job within 6 months,” and
(v)Provide evidence-based reference that can help to improve the 2) “Even if I quit or lose my current job, I can easily find a new job equal
workers’ career adjustment and productivity when addressed to the condition of the current job.” Respondents could answer each
(vi)Stimulate further research interests that focus on psychosocial question on a five-point scale ranging from “strongly disagree (1)” to
hazards in the Saudi aviation industry “strongly agree (5).” After reverse coding the second question, scores
(vii)Add Saudi sample to the available global literature on the from two questions were summed scores. Resulting summed scores
psychosocial issues in aviation sector ranged from 2 to 10, with higher scores indicating a higher level of
(viii)Provide the basis for intervention that can address the psycho- perceived job insecurity. Using a median value of summed scores as a
social hazards among vulnerable employees.
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cut-off point, respondents were classified into two categories: Secure (Weick, Sutcliffe, & Obstfeld, 2005), which contends that people ratio-
(4 or lower), Insecure (higher than 4). nalize and give meaning to their experiences through a process of
As dependent variables, sickness absence and sickness presence sensemaking, contributing to the development of shared perceptions
during the past 12 months were measured by asking how many days on which behaviors and practices are acceptable or not acceptable.
workers have ever been absent due to their health problems (i.e. sick- In U.S., workers are not equally valued across states and it can
ness absence) or have worked while they were sick (i.e. sickness pres- exacerbate occupational safety/health disparity. When it comes to
ence). Seven different cut-off days (from “1 day or more” to “7 days specific economic indicators representing how workers are valued
or more”) were used when defining a case of sickness absence and such as minimum wage and workers compensation benefits, notable
sickness presence. discrepancies exist. In fact, minimum wages were $2.00 in Oklahoma
Poisson regression model with robust error variance was applied (for small employers) and $9.47 in Washington, based on 2015 U.S.
to investigate whether perceived job insecurity was associated with Department of Labor data (national mean = $7.62, SD = 1.37). Also, the
sickness absence and sickness presence after adjusting for potential average of workers’ compensation benefits for a permanently injured
confounders including socio-demographic (i.e. sex, age, and number hand, arm, or leg (for damage to body part and future lost wages)
of household members), socio-economic (i.e. education level, and were $43,413 in Alabama and $68,5339 in Nevada (national mean =
monthly income), and work-related variables (i.e. employment status, $174,664, SD = 112,735).
occupation, weekly working hours, and size of enterprise). People make decisions in consideration of contextual cues on
Results. When “1 day or more” was the cut-off day of sickness acceptable and desirable behaviors (Brown, Stacey, & Nandhakumar,
absence and sickness presence, perceived job insecurity showed statis- 2007). Accordingly, local governments, organizations, and employers
tically non-significant association with both sickness absence (PR: 1.06, may interpret minimum wage and workers compensation benefits
95% CI: 0.97, 1.15) and sickness presence (PR: 1.04, 95% CI: 0.99, 1.10). as specific contextual cues regarding “value on worker” and use this
However, when “2 days or more” was used as cut-off day, we found info to leverage human resources to achieve industrial and economic
the opposite direction between the association of perceived job inse- progress. The present study aimed to explore how minimum wage
curity with sickness absence and sickness presence. Furthermore, the and workers compensation benefits are associated with fatality rates
difference became getting bigger with changes into higher cut-off days. across 50 U.S. states.
As cut-off days changed from “2 days or more” to “7 days or more”, Method and Analyses. The present study utilized seven state-level
association between perceived job insecurity and sickness absence variables categorized into three groups. Key study variables included 1)
was attenuated and remained statistically non-significant: “2 days or Average of workers compensations for the loss of an arm, hand, or leg in
more” (PR: 0.97, 95% CI: 0.88, 1.08), “3 days or more” (PR: 0.94, 95% 2015; 2) Minimum wage in $ unit, using the data from 2015. Contextual
CI: 0.82, 1.08), “4 days or more” (PR: 0.92, 95% CI: 0.77, 1.10), “5 days variables included 1) education level defined by the % college degree
or more” (PR: 0.96, 95% CI: 0.79, 1.16), “6 days or more” (PR: 0.99, earned in 2015; 2) GDP (gross domestic product) per capita in 2015.
95% CI: 0.80, 1.23), and “7 days or more” (PR: 0.97, 95% CI: 0.77, 1.23). These variables were included because they can respectively serve
However, association between perceived job insecurity and sickness as the proxy of job type (i.e., more/less protected) and the gauge of
presence became stronger and statistically significant: “2 days or more” economic development level of a region. Additionally, two control
(PR: 1.06, 95% CI: 1.01, 1.12), “3 days or more” (PR: 1.13, 95% CI: 1.05, variables included 1) Income gap, represented by Gini index from the
1.21), “4 days or more” (PR: 1.12, 95% CI: 1.02, 1.23), “5 days or more” national data from 2010; 2) Population information according to the
(PR: 1.15, 95% CI: 1.04, 1.27), “6 days or more” (PR: 1.15, 95% CI: 1.01, national census data from 2010. These variables were included because
1.31), and “7 days or more” (PR: 1.16, 95% CI: 1.01, 1.32). they can respectively serve as the surrogate of socioeconomic pressure
Practical implications and Conclusions. This study showed that and the size of human resource pool.
the association of perceived job insecurity with sickness absence and Multiple regression analysis was conducted to examine the
sickness presence was dependent on different cut-off days of sickness prospective relationship between these six variables and occupational
absence and sickness presence. These results suggest that sickness fatality rates, operationalized as the number of workers killed at work
presence, as well as sickness absence, should be considered as occu- per 100,000 workers in 2016.
pational health concerns when implementing a policy to promote work- Results. Descriptive statistics and correlations of the study vari-
ers’ health condition. It is also necessary to carefully define sickness ables are presented in Table 1. As summarized in Table 2 and Figure 1,
presence and sickness absence using different cut-off days according both minimum wage (∆R2 = 4.21) and workers compensation benefits
to working conditions. (∆R2 = 3.87) in 2015 were significantly and negatively associated with
fatality rates in 2016. Also, education level was negatively associated
Value on Workers and Occupational Fatality Rates in U.S. with fatality rates (∆R2 = 28.04) while GDP per capita was positively
associated with fatality rates (∆R2 = 17.76).
Jin Lee (Kansas State University) Discussion and Conclusion. The present study showed that quanti-
Statement of the Problem: How workers are valued at work by norms, tative indicators of how workers are valued at work, minimum wage and
policies, and practices might be associated with the amount of efforts workers compensation benefits in 2015, were significantly and nega-
and resources to protect workers. In the contexts where workers are tively associated with fatality rates in the following year of 2016. It is
more valued, more attention will be paid and greater quantity and inferred that if workers are easily replaceable due to lower cost of hiring
quality of safety protections will be offered to them for their safety/ and making up for workers’ serious injuries, then the workers are more
health. On the contrary, in the contexts where workers are inadequately subject to adverse working conditions leading to fatality. Put differently,
valued, they might suffer from greater workplace hazards and extreme underscoring workforce flexibility more than workforce stability would
outcomes would be more likely, such as occupational fatality rates. lead to greater occupational safety/ health concerns. The major find-
These inferences are consistent with the view of sensemaking theory ings of the present study are in line with the study of Baines (2005)
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showing that how readily replaceable workers are can be associated geographically located across the United States with very high variety
with organizations’ tolerance to unhealthy work environment. in occupations. See Table 1 for descriptive statistics and correlations
It is noteworthy that education was negatively associated with fatal- in this sample.
ity rates while GDP per capita was positively associated with fatality The Chinese sample came from 426 participants who participated
rates. Workers with greater education may have broader options for in two surveys at a paper manufacturing facility. Participants were
safer and healthier work opportunities. GDP per capita, which indi- predominantly male (73.6%), had an average age of 30, and averaged
cates the business efficiency (i.e., higher return per employee), may 9.2 years of job tenure. They worked 70.2 hours/week on average and
be associated with the priority of productivity over workers’ safety 95.7% earned less than 1000 yuan per month ($143 in 2007, when
and wellness. these data were collected), with no participant earning more than
Overall, the present study illustrates the gap in how workers are 3000 ($429). See Table 2 for descriptive statistics and correlations
valued across U.S. states. Additionally, the study speaks to the impor- in this sample.
tance of fostering culture where workers are adequately valued, cared Structural equation modeling showed that POS had a direct rela-
about, and protected to prevent and curtail occupational fatality. tionship with turnover intentions in the American sample (CFI=.99,
RMSEA=.07, SRMR=.02, see Figure 1), and that job insecurity had
Job Insecurity Across Borders: An Examination of Job Insecurity, a direct relationship with turnover intentions in the Chinese sample
Perceived Organizational Support, and Turnover Intentions in the (CFI=.97, RMSEA=.04, SRMR=.03, see Figure 2) suggesting cultural
United States and China differences do exist regarding job insecurity. Power distance may
explain why POS did not directly impact turnover intentions in the
John Morgan (Clemson University) Chinese sample. China tends to be a high power distance culture,
Job insecurity is a rising threat to worker health and well-being around meaning employees follow their supervisor out of a sense of obliga-
the world. Exact definitions of job insecurity have differed somewhat tion rather than reciprocity (Farh, Hackett, & Liang, 2007). As a result,
over the past three decades of research on the topic (Shoss, 2017), POS may not have been as important to employees as job insecurity
ranging from powerlessness over continuing one’s job (Greenhalgh when considering their turnover intentions.
& Rosenblatt, 1984) to more modern conceptualizations of perceived In contrast, in the American sample, POS predicted both burnout
threats or risks to one’s job (Schreurs, Van Emmerik, Günter, & Germeys, and turnover intentions. The U.S. is an individualistic and lower power
2012). The negative outcomes of job insecurity have been well docu- distance culture, meaning employees value individual achievement and
mented, including worsened health/well-being, lowered job satisfac- reciprocity for their actions (Rockstuhl, Dulebohn, Ang, & Shore, 2012).
tion, lowered organizational commitment, worsened job performance, Because of this, job insecurity may be more likely to be attributed to
and increased turnover intentions (Cheng & Chan, 2008). outside forces, such as economic conditions rather than to a betrayal
In the United States, increasingly prevalent changes to the employ- of group ties. POS, however, may be more highly valued by American
ment relationship, such as temporary or contract work, as well as down- employees who prefer to feel their individual achievements are being
sizing and outsourcing of jobs to other countries has led to a dramatic recognized and rewarded; a lack of this support may explain employees
increase of workers experiencing job insecurity (Benach et al., 2014). burning out and leaving the organization.
In the People’s Republic of China (PRC), similar changes in the nature From a practitioner standpoint, interventions to influence POS
of work are occurring due to shifting from a centralized, planned econ- would be more impactful for an American company, as POS directly
omy to autonomous companies, causing Chinese workers to increas- impacted turnover intentions. In contrast, Chinese companies may
ingly work on a temporary or contract basis (Child, 1994; Lee, Bobko, have greater success by improving job insecurity, as their employees
& Chen, 2006). would likely not react as positively to improved organizational support.
This research extends the job insecurity literature by treating job Theoretically, these results suggest that future JD-R research should
insecurity as a demand within the Job Demands-Resources (JD-R) further examine cultural differences; our findings suggest job insecurity
model, with perceived organizational support (POS) as a correspond- and perceived organizational support are closely intertwined but show
ing resource. POS is the degree to which an employee feels the orga- differing effects on turnover intentions depending on the employee’s
nization values them and cares about their well-being (Rhoades & cultural context.
Eisenberger, 2002). The JD-R model proposes that employees balance
the demands of their job with the resources they have available to meet
them, leading to changes in strain and motivation, and finally to various
Independence Ballroom CD
personal and organizational outcomes (Bakker & Demerouti, 2007).
We examined the relationship of job insecurity and POS with turnover Starting (or Changing) a Research Program:
intentions and whether this relationship was mediated by burnout and
engagement, respectively. In addition, we utilized data collected in both
The Experience of Veteran Researchers
the United States and China to examine how job insecurity’s effects SYM P OS I UM
may differ cross-culturally.
In the American sample, data were collected using Amazon
Mechanical Turk (MTurk). Participants were required to have a primary Chairs: Irvin Schonfeld (City University of New York), Ashley Nixon
job and not use MTurk as their primary source of income. 1,073 individ- (Willamette University)
uals initially responded with 553 also completing the second wave three This is symposium from SOHP’s Education and Training Committee
months later. The majority of the participants (52.4%) were women; is one element of a three-part series relevant to its mandate to target
the sample averaged 39.59 hours/week in their primary job, 5.7 years concerns that pertain to OHP-related education and training. This
of job tenure, and annual income of $42,758. Participants were widely session focuses on careers in academia. Other programs concern
291 WORK, STRESS AND HEALTH
S AT U R D AY
(a) best practices in teaching and (b) careers in the world of practice of a firm called Work Life Help, which focuses on disseminating the
outside of academia. findings from my research directly to organizations by conducting
This symposium is relevant to (a) individuals who are pursuing assessments, implementing training programs, and providing evidence-
doctorates in an OHP-related specialty, (b) new assistant professors, based consulting that organizations may not otherwise have access
and (c) faculty members who are looking to make a change in their to through my academic work. My work has been funded by the NIH,
research program. The presenters have diverse research interests. They NIOSH, the DoD, and the Alfred P. Sloan Foundation. One of the key
will describe their career trajectories, including turning points and tran- lessons I have taken from career path is to be adaptable and enthusias-
sitions. The panelist will describe what motivated them to go in one tically take on new opportunities as they come up. Much of the reason
direction or another. They also underline the skills that were important my career has been fulfilling is because of my willingness to try new
for them. As they explore the transitions they made, the presenters routes and follow those aspects of those new career routes that inspire
will underline the ideas and strategies that help to start and maintain me. The content of my research program has evolved over time, but by
a research program. Not every panelist headed straight into graduate applying my interests and skillsets to new opportunities, I have built a
school after college. Or even straight into college after high school. research program that is both successful and enjoyable.
Each panelist will present for approximately 10 minutes, followed by
a 10 minute give-and-take with the audience. We will save 20 minutes Research Program: The View from the Southeast
at the end for a break-out session in which attendees can talk with indi-
Robert Sinclair (Clemson University)
vidual panelists and explore additional ideas about research programs.
I can trace my initial interest in research back to a few factors early
Research Program: The View from Portland in my life. First, I attended my first Boston Red Sox Game at Fenway
Park in 1975, when I was 10—an 8-6 loss to the Oakland A’s. Baseball
Leslie Hammer (Portland State University) reference tells me that it was August 31, 1975 and that shortstop Rick
My perspective is unique in part because the focus of my research “Rooster” Burleson had 4 hits and 4 Runs Batted In for the Sox, although
program evolved dramatically soon after the start of my academic Reggie Jackson outdid him with 5 RBIs for the A’s. Rooster was one of
career. Coming out of graduate school, I had found a love for research my childhood favorites because he signed my glove at an event a year
but had not yet developed a research program I felt truly passionate or two after that game and said “Hey, that’s a nice glove.” But, I digress.
about. Through partnerships with new colleagues early in my academic One of the many reasons I became fond of baseball over time was its
career, however, I discovered a deep desire to help working families. reliance on statistics. I enjoyed how the players’ numbers accumulated
I began researching work-family issues in 1992, and I have since over time and I spent a lot of time playing table top baseball games of
focused my work on a clear research program by building upon this the era and keeping track of how all my own players performed. I also
early work-family research with numerous grants and projects, small invented a basketball game that I could play with a deck of cards and
and large. Ultimately, I found my niche in designing, implementing, and my own set of simple player ratings. While the game was far from
evaluating interventions to make measurable changes in organizations perfect, it kept me entertained, in part by keeping track of all the statis-
and improve the health, safety, and well-being of workers and their tics. I never did like formal math all that much. In fact, while many of
families. Throughout the evolution of my research program, I developed my friends were taking calculus and trigonometry in their last years of
several key takeaways and recommendations. One central contrib- school—I took what I think was called business math, but was really
utor to my starting and maintaining a research program is that I felt “Math for people who are going to wind up in Prison.” As I try to teach
passionate about enjoyment I experienced building strong partnerships math to my daughter now, she passionately complains that she will
with colleagues and organizations. My first large grant came about never use it in real life. I often think to myself (yeah, you’re probably
because of one particularly strong relationship with a colleague I met right). But, statistics was something different than the rest of math
at Portland State University. Since that first large project, I have served for me—a way to describe and capture interesting patterns in real-
as PI or co-PI of many grants totally over $15M, and each one has been ity. When I graduated high school, I joined the United States Marine
possible because of my focus on not only conducting strongly designed Corps at the same time as my best friend went to college, majoring in
research, but also building strong relationships. By discovering a work psychology. We corresponded by letter throughout a lot of that time.
style that fit my personality and skills, I have been able to build a team When I got out of the Marine Corps I knew that (a) I was going to
and network of colleagues I genuinely enjoy working with and who major in psychology, (b) because of my experience in the USMC, I was
lead my research program into overlapping areas that I may not have interested in working conditions and work motivation, and (c) pretty
otherwise explored. Another key point along my path was my deter- much from the first days that I set foot on a college campus, I knew that
mination to make tangible, measurable changes in organizations. This was the work environment for me (I think it had something to do with
drive has translated into many an intervention study. By focusing on wearing jeans to work). My goals were not lofty, I really just wanted to
an aspect of research I felt so motivated to achieve, I have been able to make enough money to own a piano. Anyhow, during my senior year of
develop a research program that is both successful and meaningful—a college, I met with my department chair who asked me what I wanted
program I enjoy maintaining and growing. This sense of meaningfulness to do after graduation. I told him that I didn’t really know, but I thought
has gone hand in hand with the degree to which my research program maybe something to do with psychology and work. He told me I wrote
gives back to the community. From projects to help military veterans well enough and that I should apply to graduate school and that what
reintegrate into supportive civilian workplaces to projects to improve I was interested in was called Industrial Psychology (we did not have a
safety for nearby municipal and federal employees, making a differ- course in it). So, I applied to graduate programs in IO psych, not know-
ence in the lives of others has been central to my research program ing too much else about it. I was fortunate enough to get accepted at
and has helped me maintain my motivation to continue the research. Wayne State University and work with Lois Tetrick who shared (and
I have even expanded this interest into the private sector as co-owner helped me foster) my general curiosity about research and working
292 WORK, STRESS AND HEALTH
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conditions. I became part of a program of research on union members the district reading coordinator break down in tears in anticipation of
that later developed into my work on occupational health psychology. a tongue-lashing. The woman in charge could not be fired because she
It is interesting to contrast my experience then with what we expect of had a talent that the district superintendent needed: she was an excel-
students and early career professionals now. Back then, I was sort of lent grant writer. I forcefully responded to her insults only to get fired a
fumbling around and not taking life that seriously as an undergraduate, few weeks before my wedding. After getting fired, I got a job—amaz-
and not thinking too much about the future. I wrote papers on an old ingly—in the Department of Psychiatry at Columbia University. I think
typewriter with a six pack of beer by my side. I stopped writing when my programming skills and knowledge of statistics got me the job. At
the typewriter keys stopped obeying my commands. Now, we expect Columbia I became involved in epidemiological research in child and
applicants to graduate programs to have well developed career plans adolescent psychiatry. I enjoyed the research. Although I turned my
including partly formed ideas of what specific topics they want to spend dissertation research into publishable papers, my research interests
their careers studying, by the time they are juniors or seniors! I think shifted to the fascinating field of epidemiology (it would shift once
that developing a focus is important to one’s early academic career, more). I got a post doc in epidemiology. I studied under people like
both in terms of forming a scholarly identity and from an efficiency Bruce Dohrenwend, Bruce Link, and Pat Cohen, who had been studying
perspective; it is much easier to write about literature you are already impact of life stress. But only a fraction of their research was devoted to
familiar with than it is to learn something new for each paper. On the stress at work. I knew that many teachers have stressful jobs. I remem-
other hand, it is also productive to do a little stumbling around. Bringing bered the teacher who had a nervous breakdown. I remembered the
new areas/topics/models etc. into your work will generate new insights rock a student threw into my back, requiring my taking a two-week
on old topics. And, as the research enterprise gets increasingly multi- medical leave. On my post doc, I had an epiphany. I realized that I what
disciplinary, it becomes ever more important to be comfortable with I wanted most to do is to study job stress in teachers. I was an insider,
stumbling around in unfamiliar areas and finding good colleagues to having been a teacher. I could relate to the experience of teachers. I
help show you the light. have appreciated that teachers sometimes get blamed for problems
that are out of their control. I completely stopped conducting research
Research Program: The View from New York City in cognitive development. I slowed my research in child and adolescent
psychiatry, although for two reasons I did not stop it. One was out of
Irvin Schonfeld (City University of New York)
personal loyalty to David Shaffer, the chief of Child and Adolescent
Being a former teacher, it would seem straightforward that I would Psychiatry at Columbia, who treated me very well. The other was that I
develop a research program devoted to job stress in general, and had some residual interest in the topic and published papers on school
teacher stress in particular; however, my career had been anything violence and bullying. Mostly my research has concerned teachers.
but straightforward. It had much sideways and backwards movement. As luck would have it I met Renzo Bianchi. There was a convergence
As an undergraduate I had been a psychology major and math minor. of thinking. We understood each other across an ocean and across
In college I had become involved in two movements, the Civil Rights languages. We started to analyze teacher burnout and its relation-
and anti-war (Vietnam) Movements. As those movement intensified, ship to depression. I have several takeaways: capitalize on your own
I became interested in social psychology, especially the research of work experience and the work experiences of people you know; find
Leon Festinger and Elliot Aronson. I saw in social psychology an oppor- dependable colleagues; be willing to change directions; study statistics;
tunity to understand and improve human relationships. I turned down remember what the poet Dylan Thomas wrote, “Life always offers you
offers to pursue a doctorate in social psychology because my draft a second chance; it’s called tomorrow.”
deferment would disappear upon graduation and the government had
subpoenaed my college records. I did not want to serve in Vietnam. Research Program: The View from Switzerland
And I did not want to seek refuge in Canada. I found that I could get
a draft deferment by doing something constructive, by becoming a Norbert Semmer (University of Bern)
teacher in an under-performing public school. I taught mathematics Initially equating psychology with psychotherapy, I later became fasci-
and earned a master’s degree in psychology in night school. Having nated by I/O psychology. Finishing with a major in I/O psychology and
been a math teacher for six years, my interest in social psychology a minor in clinical psychology, in my research career I focused on stress
lessened and I became more interested in children’s cognition about at work, and on group communication and coordination. For our first
number and quantity. I quit teaching to pursue a doctorate in develop- research project, we wanted to get away from behaviorism, which was
mental psychology. Influenced by Piaget’s research, I read everything he rather influential at that time, by including cognitive processes, nota-
wrote. I became particularly interested in the last wave of his research, bly goal-directed actions. Furthermore, rather than focusing exclu-
which he called the psychology of functions and correspondences. sively on group climate and social relations—an important topic in our
My dissertation was devoted to that topic. Among the different jobs I curriculum –, we also focused on the nature of tasks and problems in
held, I had some that were stressful. In college, I worked in a factory. I task execution. For my dissertation, I developed the “Instrument for
was a tool and die operator. I stamped out the soles of ladies’ slippers stress-related task analysis.” I spent quite some time observing and
in a hot, humid factory. It was the kind of job in which a mistake could interviewing workers and administering questionnaires, mostly in
have resulted in a worker getting his hand crushed. When I was a new steel companies. Part of this experience was that many people enjoyed
math teacher, a veteran science teacher who taught the same tough talking about their work (albeit often after initial skepticism) and saw
kids I taught suffered a “nervous breakdown.” It happened during the their work as an important part of their lives. I believe ever since that
third month of my first year as a teacher. After I earned a doctorate, I researchers should go into the field and find out what people are actu-
failed to get an academic job, and took a position at a school district ally doing. So, that’s my first takeaway: Go into the field; get to know
as director of research and evaluation. The head of my office was a people and their work, and listen to them After my dissertation, I,
dictatorial woman who berated staff members publicly. I observed studied health behavior in childhood and adolescence at the German
293 WORK, STRESS AND HEALTH
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Federal Health Office in Berlin. I learned a lot about methodology and
about interdisciplinary cooperation, but I went back to I/O psychol- Independence Ballroom B
ogy when I was offered a job at the university of Bern, Switzerland,
where I have been responsible for the I/O program for 27 years. During Social Environment and Workplace
that time, we undertook many projects, often resulting in Ph.D. and Mistreatment
master’s theses. I kept my basic perspective, but the specifics varied,
due to the interests of (1) my PhD students, and (2) our cooperat- PAP E R S E SS I O N
ing partners. Both are important: Granting considerable autonomy to
Ph.D. students within the overall program is a strategy I still recom- Good Intentions Go Awry: Investigation of Unhelpful Supportive
mend. Collaborating with organizations and interdisciplinary partners Leadership and Employee Psychological Well-being
is easier if you focus on their problems rather than only pushing your
Cheryl Gray (University of South Florida)
own research interests. Opportunities for a stronger focus on your own
perspective will likely arise over time. So, your own vision is important, Today’s workplace is becoming increasingly uncivil, and negative lead-
but it should be coupled with patience, perspective-taking, and short- ership is on the rise (Johnson & Indvik, 2001; Pearson, Andersson, &
term pragmatism. As an example, in our long-standing collaboration Porath, 2000). Negative leaders are “leaders who, by treatment of
with medical colleagues, the number of issues we could study and the subordinates, discourage and do harm to the subordinate and the orga-
methods we could employ grew as mutual trust and respect devel- nization” (Dinh et al., 2014, p. 19). The purpose of this research is to
oped. So, this is my second takeaway: Following your vision is likely to introduce a new form of negative leadership: unhelpful supportive lead-
take time. Balance long-term vision and short-term pragmatism and ership. Contrary to established forms of negative leadership, unhelpful
be open to partners’ interests even if they are not at the core of your supportive leaders perform supportive acts that are intended to benefit
own vision. Focusing on tasks and task execution requires methodol- direct reports, but are perceived as unhelpful or harmful by their recip-
ogies beyond questionnaires, such as observations, interviews, and ient(s). This research aims to demonstrate that unhelpful supportive
qualitative methods. These take time before yielding a publishable leadership is associated with many of the same detrimental employee
paper, which hinders some people from employing them. For practical outcomes as negative leadership, particularly abusive leadership.
reasons, an academic has to go for quick publications to some degree Research suggests that leaders can cause harm when performing
(e.g., tenure, promotion), but we also need the other methods to under- ostensibly helpful behaviors (Gray et al., 2018). For example, a leader
stand what people are really doing and what are their concerns. These may take over an employee’s task to be helpful while inadvertently
methodologies often lead to new insights. For instance, studying inci- overstepping and upsetting the employee. Failures of supportive leader-
vility in the operating room (OR), we found that the incivility literature ship may be explained by self-determination theory. The theory posits
focuses on consequences of incivility and discusses triggers mostly that there are several innate psychological needs driving self-motiva-
in rather general terms (e.g., stress, hierarchy). In line with our task tion and well-being: competence, autonomy, and relatedness (Ryan
focus, we identified disrupted coordination as a frequent trigger (e.g., & Deci, 2000). Support from unhelpful supportive leaders may be
an instrument not handed to the surgeon when needed), and we are harmful when it undermines these needs. For example, a supervisor
now developing a theory of ”micro-coordination conflict”; this would may lower an employee’s perceived competence by providing overly
not have been possible without gathering observational data in the OR. critical developmental feedback. Additionally, supervisors may strip
So, this is my third takeaway: To get a good picture of what is happen- their employees of their sense of control and freedom if they take over
ing, employ a variety of methods, some of which take time until results employees’ tasks or impose suggestions. A supervisor may also reduce
are publishable. Go for them in addition to studies that yield results an employee’s perceived relatedness (i.e., relationship quality) through
quickly. Finally, this may seem a smooth path, but it was not. Not all presumably supportive behaviors that demonstrate a disconnection
projects developed as planned; results often were not as expected; Ph.D between the supervisor and employee.
.students left early, and I often did not have time to analyze their data. Hypotheses 1-3: Unhelpful supportive leadership is negatively
Furthermore, presenting new concepts may encounter quite skepticism. correlated with employees’ perceived (1) competence, (2) autonomy,
For instance, a paper on illegitimate tasks, a new concept developed and (3) relatedness.
within the framework of our “Stress-as-Offense-to-Self” theory, was According to self-determination theory, the extent to which lead-
rejected time and again. This period required quite some frustration ers and organizations fulfill or thwart their employees’ basic needs
tolerance. I did not give up because I regarded this concept as import- impacts their well-being (e.g., Deci et al., 2001). Because unhelpful
ant and valuable. In the meantime, many publications on illegitimate supportive leaders may inadvertently thwart their employees’ basic
tasks have appeared—living with the setbacks paid off eventually. So, needs, they may also inadvertently decrease their employees’ job-re-
this is my fourth takeaway: Building and maintaining a vision and trans- lated affective well-being.
lating it in research is associated not only with successes but also with Hypothesis 4: Unhelpful supportive leadership is positively
set-backs and frustration. Do it only if you are fascinated by people at correlated with employees’ job-related negative affect.
work, their tasks, their problems, and their way of dealing with them. Taken together, self-determination theory suggests a concep-
tual model of unhelpful supportive leadership. The overall model is
displayed in Figure 1 and proposed below:
Hypothesis 5a-c: Employees’ perceptions of (a) competence, (b)
autonomy, and (c) relatedness mediate the relationship between
unhelpful supportive leadership and employee job-related negative
affect.
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One hundred eighty-nine employees were recruited from an to undesirable outcomes when it becomes exceedingly difficult for a
American University. Participants (41 male and 148 female) ranged in person to cope with the stressors, the current study examines work-
age from 18 to 54 (M = 21.15, SD = 3.95). Each participant completed place ostracism as a moderator variable that intensifies the effects of
a survey with the following measures: unhelpful supportive leadership stressors on psychological and organizational outcomes.
(UWSSS; Gray et al., 2018), work-related basic needs satisfaction Workplace ostracism is a property of the environment; it represents
(Van den Broeck, Vansteenkiste, De Witte, Soenens, & Lens, 2010), how the focal individual views interpersonal experiences in the given
abusive supervision (Pinder, 1998), and job-related affective well-be- work environment. A person perceiving workplace ostracism may feel
ing (Spector, 2007). uncertain about social work arrangements and sense a loss of control
In support of hypotheses 1-3, unhelpful supportive leadership was over work activities (Williams & Nida, 2011), which increases strains
negatively associated with employees’ psychological needs: compe- (Karasek, 1979). We, therefore, posit that workplace ostracism would
tence (r = -.20, p < .01), autonomy (r = -.23, p < .01), and relatedness interact with stressors to predict psychological and organizational
(r = -.52, p < .01). In support of hypothesis 4, unhelpful supportive outcomes. Specifically, workplace ostracism will moderate the relation-
leadership was positively correlated with job-related negative affect ship between each role stressor and each outcome, such that as role
(r = .54, p < .01; See Table 1). stressors increase (a) anxiety will increase and (b) affective organiza-
A Structural Equation Model (SEM) analysis was conducted to test tional commitment and general well-being will decrease more strongly
the hypothesized model of unhelpful supportive leadership using ML for those whose experience of workplace ostracism is high (vs. low).
estimation as implemented in the CALIS procedure in SAS 9.4. The Method This study comprises of 163 (46.6% were female)
chi-square measure of fit was statistically significant [x2(4) = 50.02, M-Turkers who successfully completed the screener survey (T1) to
p < .01], and the descriptive measures of fit (SRMR = .11, RMSEA = .25, identify employed individuals from the USA, working 35 or more hours/
CFI = .78) suggest poor model fit (Hu & Bentler, 1998). The model week of which no more than 40% of their time was from home, and
is shown in Figure 1. Taken together, the SEM findings suggest that continued to be matched on T2 and T3 surveys. The mean age was
unhelpful supportive leadership is associated with job-related negative 36.9 (SD = 9.9) years. Most (79.1%) were Euro-Americans, 8.0% were
affect, but the relationship is not well explained through a reduction of Asian, 5.5% were African American, and 5.5% were Latinos. Chi-square
psychological needs, thus not supporting hypothesis 5. analysis showed no significant differences between completers and
Interestingly, the findings suggest that unhelpful supportive leader- non-completers of T3 survey in terms of sex, ethnicity, and highest
ship may be at least as detrimental as abusive supervision on employ- educational degree.
ees’ psychological needs and job-related negative affect. Results of z Measures. Five items for each of role overload (RO; =.87) and
tests for dependent correlations suggest that the relationships between role ambiguity (RA; =.89) measured role stressors (adopted from
unhelpful supportive leadership and negative employee outcomes are Glazer & Beehr, 2005) at T2. Three strain/outcome measures were
at least as strong as the relationships between abusive supervision and also employed at T3, including general well-being, an 11-item modified
negative employee outcomes (See Table 2). version of the General Health Questionnaire (Goldberg, 1996; =.94);
A primary implication of this research is that the dark side of leader- anxiety, a four-item questionnaire derived from Parker and DeCotiis’
ship extends beyond malicious leaders who are “abusive” or “despotic.” (1983; =.86); an eight-item measure of affecitve commitment (Allen
Well-intended, supportive leaders may also elicit detrimental employee & Meyer, 1993; =.94). Finally, workplace ostracism (T2) consisted of
outcomes, sometimes to a greater degree than mal-intended leaders. 10 items (Ferris, Brown, Berry, & Lian, 2008; =.94).
Particularly, unhelpful supportive leaders, compared to abusive lead- Result and Discussion. Means, standard deviations, and correla-
ers may hinder a direct report’s sense of control and freedom in the tions of the main study variables are presented in Table 1. All correla-
workplace. Given their good intentions, unhelpful supportive lead- tions were significant and in the expected directions. Six multiple
ers may be especially receptive to interventions. Thus, a heightened regression analyses were performed; four yielded significant results
understanding of unhelpful supportive leadership may offer an espe- (see Table 2). Consistent with theory, perceiving workplace ostracism
cially impactful avenue for informing practical change in the negative has independent significant main effects on outcomes, but counter to
leadership domain. expectations, the slopes of the relationships between role stressors
and well-being, as well as affective commitment, for those who were
Workplace Ostracism Suppresses Effects of Role Stressors on low on workplace ostracism decreased more strongly than amongst
Psychological and Organizational Outcomes those high on workplace ostracism (see Figure 1). Likewise, the slope
between role stressors and anxiety increased more strongly for those
Sharon Glazer (University of Baltimore) low (vs. high) on workplace ostracism. Nonetheless, in all cases, those
Workplace ostracism occurs when a person perceives being socially high (vs. low) on workplace ostracism experienced greater anxiety and
excluded by another member or group in the organization and the less general well-being, as well as less affective commitment. Given
exclusion violates the victim’s perception of the commonly understood the result, it appears that the negative effect of workplace ostracism
social norm (Robinson, O’Reilly, & Wang, 2013). Studies on general was so strong that it suppressed the relationships between role stress-
forms of ostracism indicate that experience of ostracism colors the ors and outcomes.
perception of other social phenomenon and the external environment This study begins to shed light on the role of workplace ostracism
(e.g., Lyyra, Wirth, & Hietanen, 2017; O’Connor & Gladstone, 2015), and even though the theory was not firmly supported. However, it is quite
exacerbates the effects of life stressors on well-being (Williams, 2001). evident that workplace ostracism is related to both role stressors and
However, most research presented workplace ostracism as a stressor outcomes. Future studies could investigate mediational relationships
predicting anxiety and burnout (Peng & Zeng, 2017; Sulea, Filipescu, as workplace ostracism has been shown to exacerbate the effect of
Horga, Orţan, & Fischmann, 2012). Drawing on the transactional theory life stressors (Williams, 2001). Furthermore, studies could look into
of stress (Lazarus & Folkman, 1984), stipulating that stressors lead whether workplace ostracism acts as a suppressor variable in the
295 WORK, STRESS AND HEALTH
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stressor-outcome relationship and examine additional stressors and often recognized the need to address the problem, this did not always
outcomes. translate into concrete action. Organizational professionals outlined
the need for managers and/or supervisors to address more problems
Understanding conditions that promote effective management of promptly and directly and highlighted the need for ongoing organiza-
workplace bullying tional and professional development to better prepare professionals
for addressing such issues.
Sue O’Donnell (University of New Brunswick) Implications. Results include an understanding of factors that influ-
Research Context/Problem: Workplace bullying (WPB) is a prevalent ence effective management and resolution of WPB from the perspec-
and costly form of workplace abuse. A substantial amount of research tives of targets and professionals. This research will contribute to the
has focused on examining the health impacts of WPB for employees limited evidence base related to effective strategies for addressing
and emotional and physical impacts have been well established. WPB WPB. By identifying conditions that influence how bullying is addressed,
also results in negative consequences for work organizations which including those factors that facilitate successful management of WPB,
include higher costs associated with health service and medication use this development project will provide a theoretical foundation for
and sick and disability leave. Bullying contributes to lowered produc- researchers interested in developing, testing, and evaluating inter-
tivity, commitment and morale and increased costs associated with ventions to address WPB.
grievances, litigation and turnover and replacement. Despite consis- Conclusions. There is a need to better understand and act on roles
tent evidence that WPB results in harmful and costly consequences, and responsibilities to address and manage WPB, particularly among
targets describe significant challenges when it comes to addressing workplace professionals.
and resolving the problem and many leave the workplace due to lack of
support to resolve WPB (O’Donnell et al., 2010; O’Donnell & MacIntosh,
2015; Workplace Bullying Institute, 2014). Workplace professionals
Philadelphia Ballroom North
who play a role in managing WPB also report difficulties in manag-
ing and resolving the issue. Although a number of recommendations Opioids in the Workplace, Prevention and
for addressing WPB have appeared in the literature, few have been
Response
tested and evaluated (Hodgins, MacCurtain, & Mannix-McNamara,
2014). Thus, even though workplace organizations are increasingly SYM P OS I UM
implementing programs and policies aimed at addressing WPB, they
are doing so with little evidence to suggest which strategies are most
effective. To address the issue of WPB, and create conditions that Chair: Joseph Hughes, Jr. (National Institute of Environmental Health
Sciences)
facilitate successful workforce participation, it is critical that strategies
aimed at managing bullying are grounded in evidence. An important Occupational injury, stress, despair (1) , and related pain have been
starting point is to identify factors that influence effective resolution associated with opioid use disorder.(2) In 2017, opioids were found
of WPB from the perspectives of individuals most affected by the to be responsible for more than 48,000 deaths.(3) In response to
problem. This includes targets and key individuals within workplace this public health emergency(4), researchers have been exploring
and professional organizations who are tasked with addressing WPB risk factors and interventions that can prevent and respond to the
(i.e., supervisory, human resource, compensation, human rights, and crisis. Recent research from the Massachusetts Department of Health
union professionals). described the number of opioid fatalities by industry and occupation.
Purpose: The purpose of this study was to explore and explain The study documented approximately 4,300 overdose deaths(5) over a
factors that influence capacity among targets and workplace organi- four-year period. The rate of fatalities among construction, farming, and
zations and professionals to address and resolve WPB. fishing industries was six times higher compared to workers in other
Procedures. Using a qualitative grounded theory approach, a conve- industries. The rate was also higher among workers in occupations with
nience sample of 18 Atlantic Canadian individuals (12 targets and 6 lower availability of paid sick leave and lower job security. SAMSHA
workplace professionals) took part in one-on-one interviews to better has characterized substance use and substance abuse by industry. (6)
understand the range of strategies being used to address WPB across When designing opioid treatment and recovery programs for
a range of occupational types and sectors. Data collection and anal- workers, there are numerous psychological obstacles to overcome.
ysis occurred concurrently and data and emerging findings directed For instance, stigma and fear are significant obstacles, preventing
sampling and recruitment and the focus of interview meetings includ- workers who need substance abuse or mental health counseling from
ing semi-structured interview questions. coming forward and accessing available services.(7) Additionally, open
Results. Preliminary analysis suggests that a central problem iden- communication about uncomfortable topics and moving to non-puni-
tified in these data among both targets and workplace professionals tive programs can help create an environment where affected workers
was a lack of understanding of rights and responsibilities surrounding are more likely to access treatment. Development of peer support is
managing and addressing WPB. Targets sometimes found it difficult fundamental to breaking down barriers.
to name and define their experiences which could delay action and Establishment of effective workplace training programs is key to
negatively impact health. Even when targets did name and label expe- addressing these needs.
riences many found it difficult to address experiences either formally
or informally due to uncertainty and/or concerns that their efforts National Institute for Environmental Health Sciences Worker
would be ineffective, make the situation worse, hamper their repu- Training Program: Establishment of Training on Opioids in the
tation, or result in reprisal. Both targets and workplace professionals Workplace
noted that while individuals such as managers and direct supervisors
296 WORK, STRESS AND HEALTH
S AT U R D AY
Jonathan Rosen (National Clearinghouse for Worker Safety & Health (1) This study included 313,543 Washington State Department of Labor
Training) and Industries workers’ compensation injury claims from 2012-2015
Jonathan Rosen, M.S., will review the establishment of the National that were linked with State Prescription Monitoring Program data.
Institute for Environmental Health Sciences (NIEHS) Worker Training Pre-injury prevalence of opioid or benzodiazepine use were compared
Program (WTP) four-hour awareness training entitled, “Occupational between compensable and non-compensable claims, and between
Exposure to Fentanyl and Other Opioids”.(1) Additionally, NIEHS WTP workers with and without post-injury prescriptions. The prevalence of
is developing additional workplace training to prevent opioid misuse, opioid and benzodiazepine use in the 90 days before injury was 8.6%
addiction, and death. The training addresses collaboration among and .9%, respectively. Workers with pre-injury opioid or benzodiaze-
employers and labor unions in establishing workplace culture that pine use were more likely to have compensable claims and be on opioids
encourages open communication about substance abuse and mental or benzodiazepines, respectively, after injury. Cases with chronic opioid
health issues, attacks stigma, and provides non-punitive approaches use pre-injury nearly universally receive opioids post-injury. Pre-injury
to access treatment and recovery resources. Key interventions include opioid and benzodiazepine use may increase the risk of disability after
educating workers and employers in high-risk industries and sharing work-related injury. This work builds on Washington State’s innovative
best practices for prevention through training and establishment of research to identify trends in opioid fatalities and overuse within the
effective pathways to treatment. Employee, member, and peer assis- state’s workers’ compensation system,(2) which concluded that opioid
tance programs are also proposed as important workplace interven- treatment for work injuries was not effective for pain management or
tions.(2) References 1. NIEHS National Clearinghouse for Worker functionality.(3) Subsequently, provider education, opioid prescription
Safety and Health Training Tool https://tools.niehs.nih.gov/wetp/ guidelines, and regulatory interventions successfully reduced the opioid
index.cfm?id=2562. 2. Preventing Opioid Use Disorders among Fishing overdose fatality rate and the disability burden.
Industry Workers, A. Wangari Walter, et al, Int. J. Environ. Res. Public
Health 2018
12:00–12:45 p.m.
American Industrial Hygiene Association’s Response: Addressing Philadelphia Ballroom North
Occupational Exposure to Fentanyl and Other Opioids
Luncheon Session
Peter Harnett (Leidos Inc.)
Donna Heidel, M. S. will review the opioid-related work of the American Early Career Speed Mentoring
Industrial Hygiene Association (AIHA), a professional association Chairs: Tammy Allen (University of South Florida), Larissa Barber
focused on protecting worker health. AIHA worked with the President’s (San Diego State University) , Alyssa McGonagle (University of North
Commission on Combating Drug Addiction and the Opioid Crisis to Carolina Charlotte)
include a section on the first responder exposure to aspect of the
opioid crisis, including new Fentanyl Safety Recommendations for Applied/Practice OHP Careers
First Responders. In addition, AIHA has been working with a variety
David Ballard
of federal and state policymakers to help protect first responders and
others from exposure to opioids and their synthetic analogues and will
continue our work as the nation seeks to address this epidemic. AIHA Academic OHP Careers
has established an Opioids Working Group consisting of subject matter Kimberly French
experts to develop resources to help first responders respond to the
opioid crisis. AIHA recommends a four-pronged approach to guide Interdisciplinary Collaboration
employers to meet the needs of workers who may be occupationally
Gwen Fisher
exposed to opioids and their synthetic analogues: 1. Identify all the
workers (including volunteers) who may be exposed and the specific
activities that place them at risk for exposure; 2. Identify the work Extramural Funding for OHP Research
practices and personal protective equipment (PPE) that have been Bill Shaw
successfully adopted by the pharmaceutical and healthcare industries
and may have equal application when handling opioids and synthetics Publishing in OHP Journals
by the workers noted above; 3. Develop specific practical guidance and
Russell Matthews
training to control exposure; and, 4. Provide targeted and widespread
dissemination of the training and guidance to all potentially exposed
workers, including through the creation of short, field-useful wallet Partnering with Organizations
cards and social media. Chris Cunningham
Opioid and Benzodiazepine Use Before Injury Among Workers in
Washington State, 2012 – 2015
Esi Nkyekyer (University of Washington)
Esi Nkyekyer, M.D., will report on the association between pre-injury
opioid and benzodiazepine use and the risk of disability after work-re-
lated injuries in Washington State’s Workers’ Compensation system.
297 WORK, STRESS AND HEALTH
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1:00–2:15 p.m.
Concurrent Sessions 10
Independence Ballroom CD well as work characteristics associated with (differences in) the devel-
opment of boredom over time. By means of a 18-month 2-wave longitu-
Work-related Boredom at Different Levels: dinal design among 2453 respondents working in Finnish municipalities,
Days, Persons, and Jobs this study employs latent profile analysis and analysis of variance to
examine whether different subgroups of employees can be identified
SYMPOSIUM that differ with respect to their development of boredom over time
(e.g., stable, increase, decrease), and whether these profiles are char-
Chair: Edwin van Hooft (University of Amsterdam) acterized by different job demands (i.e. challenge demands, workload
demands, hindrance demands and work underload).
It is not uncommon for employees to experience boredom in their jobs,
The third study examines boredom on the job-level. It is a longitu-
and some estimates even indicate that no less than 87% of employ-
dinal study based on a representative sample (N = 1408) of working
ees feel bored at work at least some times (cf. Watt & Hargis, 2010).
adults in Switzerland. The study showed that 29.8% of employees work
Work-related boredom refers to a negative emotional state charac-
in passive –i.e., potentially boring - jobs (characterized by low auton-
terized by being unable to focus attention (inattention) and longing
omy and low demands) and that employees in such jobs experience
to engage in a satisfying activity (disengagement) (Baratta & Spence,
relatively low levels of work engagement. Furthermore, results show an
2018). During recent years, academic interest in the topic of work-re-
over-representation of employees in service/sale and administrative
lated boredom has increased substantially, and it has been shown to
sectors in the category of passive jobs, reminding of the recent popular
be associated with a variety of negative consequences, such as coun-
concept of « bullshit jobs » (Graeber, 2018). To better grasp the partic-
terproductive behavior (Bruursema et al., 2011; Van Hooff & Van Hooft,
ularities of such a professional environment, a second (and ongoing)
2014), withdrawal from work (Harju et al., 2014; Reijseger et al., 2013)
project will be presented, aiming specifically at work-related boredom
and depressed feelings (Van Hooff & Van Hooft, 2016).
and perceived meaning of work of employees in a public administration.
Given these costs for both the individual employee and for the
All in all, the results of presented studies will increase the under-
organization, it is important to find ways to reduce (the negative conse-
standing of work-related boredom, by showing which job character-
quences of) boredom at work. This requires knowledge about the
istics are related to the development of work-related boredom over
causes of boredom, as well as about effective coping strategies do
time, by demonstrating that especially employees with low level of
deal with it. In order to apply targeted interventions to reduce boredom,
self-control engage in ineffective coping strategies to deal with this
it is also important to know which employees in which types of jobs
emotional state, and by providing insight into the types of jobs that
are most likely to experience (consequences of) work-related bore-
carry the highest risk of job incumbents experiencing boredom. From
dom. So far, these issues have received only limited attention, though.
a practical point of view, these studies will provide starting point to
Therefore, in the proposed symposium, three studies - based on data
reduce (consequences of) work-related boredom both on the job and
from Finland, Switzerland and The Netherlands - will be presented that
on the person-level.
aim to advance insight a) into the effectiveness of coping strategies that
employees use to deal with work-related boredom, b) into inter-indi-
Dealing with daily job boredom: bored behavior and job crafting as
vidual differences in how employees cope with work-related boredom,
coping mechanisms
and in how boredom develops over time, and c) into work character-
istics and professions that are associated with (inter-individual differ- Madelon van Hooff (Radboud University)
ences in the development of) work related boredom. The three studies
Recently, interest in the topic of work-related boredom has increased
provide different perspectives on studying boredom, focusing on this
substantially, and research has paid attention to ways in which employ-
topic from a daily, a person and a job-level perspective.
ees cope with feelings of boredom in their job. Two common coping
The first study aims to shed light on inter-individual differences in
mechanisms are bored behavior (i.e., “specific affect-based withdrawal
how employees cope with work-related boredom on a daily basis, and
behaviors of employees at work, which are not directly functional in
on the effectiveness of coping strategies to reduce the daily experience
obtaining one’s work goals”; Van Hooff & Van Hooft, 2014, p. 350) and
of this emotional state. In a 5-day daily design (two measurements
job crafting (i.e., “changes that employees make to balance their job
daily, during the lunch break and at the end of the workday) among
demands and job resources with their personal abilities and needs”;
85 employees from various occupations, this study shows that trait-
Tims, Bakker, & Derks, 2012, p. 174). Work-related boredom has been
level self-control plays a significant role in determining the type of
shown to relate positively to both of these behaviors (Van Hooff &
coping strategy employees exhibit to deal with work-related boredom.
Van Hooft, 2014; Harju, Hakanen, & Schaufeli, 2016). An important
Specifically, high self-control increases the association between bore-
question is if and to what extent these two coping mechanisms are
dom and job crafting behavior, and decreases the strength of the rela-
effective in decreasing boredom at work. Furthermore, if these coping
tionship between boredom and bored behavior. The study also shows
mechanisms are differentially effective, it is of interest to examine
that that engaging in bored behavior is an ineffective way to deal with
which employees engage in which type of coping to deal with work-re-
work-related boredom, as this type of behavior is associated with higher
lated boredom. The current study aimed to examine inter-individual
levels of subsequent boredom.
differences in how employees cope with work-related boredom, and
The second study focuses on boredom from a person-perspective,
how effective these coping strategies are in decreasing boredom. Given
and examines inter-individual differences in work-related boredom, as
298 WORK, STRESS AND HEALTH
S AT U R D AY
that boredom is an activity-related emotion that may fade when one Profiles of boredom at work and job demands
is no longer engaged in the boredom-inducing activity (Van Hooff &
Van Hooft, 2016), we examined these questions from a daily perspec- Lotta Harju (Vrije Universiteit Amsterdam)
tive. We focus on trait self-control as an inter-individual difference that Boredom at work is defined as an unpleasant state of passiveness,
may explain whether an individual engages in bored behavior or job which is characterized by attentional difficulties and disengagement
crafting when experiencing boredom at work. Specifically we hypothe- (e.g. Baratta & Spence, 2018). Having long been an overlooked area
size: 1a) that there is a positive association between daily work-related of research in the field of occupational health psychology, studies on
boredom and bored behavior, which is weaker for employees higher boredom at work have recently gained momentum (Vodanovich &
on trait self-control, 1b) that there is a positive association between Watt, 2016). This growing body of literature implies that boredom is a
daily work-related boredom and job crafting, which is stronger for distinct state of employee ill-being, which is associated with negative
employees higher on trait self-control, 2a) that bored behavior is posi- employee health, attitudes and performance (see Schaufeli & Salanova,
tively related to subsequent work-related boredom, and 2b) that job 2014 for an overview). Although the few longitudinal studies that exists
crafting is negatively related to subsequent work-related boredom. have found boredom at work to be a rather stable phenomenon on a
Method. Data were collected with a general survey and a five-day daily general level (Harju et al., 2016; 2018), no studies to date have explored
diary study (Monday-Friday) with two measurements daily (during whether it is like that for everyone. Some individuals are perceived to
lunchbreak, and at the end of the workday) among 85 employees from be more prone to experience boredom (Farmer & Sundberg, 1986)
various occupations (52.9 % female). Trait self-control was assessed and differ in their response to the experience (Malkovsky, et al., 2012),
in the general questionnaire (23 items, e.g., “Before I do something, which implies there may be differences across employees in how much
I go over the possible consequences; De Boer, Van Hooft, & Bakker, they report boredom and how it evolves over time. For example, while
2011). Work-related boredom (4 items, e.g., “This morning/afternoon, boredom may remain stable for some employees, it might increase for
I felt bored at work; Lee, 1986 ), bored behavior (6 items, e.g., “This others, as bored employees may react to their situation in ways that
morning/afternoon at work, I pretended to be busy”; van Hooff & van make their situation even worse (van Hooff & van Hooft, 2014). Hence,
Hooft, 2014), and job crafting (3 items, e.g., “This morning/afternoon the first aim of this study is to explore whether different profiles may be
at work, I asked for more responsibilities”; Petrou, Demerouti, Peeters, identified in the levels and development of boredom at work over time.
Schaufeli, & Hetland, 2012) were measured daily on both measure- As a second and subsequent aim, this study examines whether these
ment occasions. Results. Results of multilevel analyses (with grand- groups are characterized by different types of job demands. Boredom
mean centered independent variables) revealed a positive association at work is commonly associated with not having enough challenging
between work-related boredom reported during the morning, and tasks or enough tasks in general, because in such situations the individ-
bored behavior (multilevel estimate = 0.60, t =11.55, p < .001) as well ual’s need for activation and stimuli is not fulfilled in the given environ-
as job crafting (multilevel estimate = 0.16, t = 2.18, p = .03) during ment (e.g. Cziksentmihalyi, 1975; Reijseger, et al., 2013). Some studies,
the morning. Supporting Hypothesis 1a, the significant interaction of argue, however, that it is not just lacking challenging job demands or
self-control (multilevel estimate = -0.32, t = -3.25, p = .002) indicated work underload that may cause boredom. More specifically, exces-
that self-control attenuated the association between work-related sive workload and hindrance demands are also suggested to play a
boredom and bored behavior. Hypothesis 1b was supported as well, role in the emergence of boredom at work, because these job char-
because the significant interaction of self-control (multilevel estimate = acteristics may obstruct individuals from fully engaging in their task
0.42, t = 3.04, p = .004) showed that the association between work-re- performances and thus render work meaningless (Harju, 2017; Harju
lated boredom and job crafting was indeed stronger for employees with & Hakanen, 2016). Hence, employees may also be bored because of
a higher level of self-control. Furthermore, results demonstrated that— other types of demands than just lacking challenges or work underload.
controlled for work-related boredom in the morning—bored behavior Research is yet to examine, however, what types of job demands, or
in the morning was positively associated with work-related boredom lack thereof, bored employees effectively perceive. This study employs
in the afternoon (multilevel estimate = 0.60, t = 9.60, p = < .001), data collected at two measurement points with 18 month time lag from
supporting Hypothesis 2a. However as—controlled for work-related 2453 respondents working in Finnish municipalities who returned the
boredom in the morning—job crafting in the morning was not signifi- survey at both measurement points. This was 57% out of the 4302
cantly related to work-related boredom in the afternoon (multilevel respondents who had at T1 indicated that they would like to partici-
estimate = 0.05, t = 0.94 p = .35), Hypothesis 2b was not supported. pate in the follow-up study. Latent profile analyses (LPA) will be used
Conclusions and practical implications. Our study showed that, on a to identify groups from the observed data that follow similar patterns
daily basis, work-related boredom is positively associated with two of mean changes in boredom at work over time. Thereafter it will be
distinct coping strategies, namely bored behavior and job crafting, examined, if these groups differ in regards to the level of four different
and that self-control plays a significant role in determining the type job demands (i.e. challenge demands, workload demands, hindrance
of coping behavior employees exhibit. We also showed that engag- demands and work underload). The analyses and the respective find-
ing in bored behavior is an ineffective way to deal with work-related ings are forthcoming, and will be further discussed in the presentation.
boredom, as this type of behavior is associated with higher levels of This study will be the first on boredom at work employing person-cen-
subsequent boredom. Within a single working day, job crafting did not tered methods. By exploring whether there may be different patterns
reduce work-related boredom. It could be that the presumed positive on how boredom at work develops over time, this study will extend
effects of job crafting need longer to become visible in reduced levels knowledge on the unique paths, if there are any, of boredom. In addition,
of boredom. From a practical point of view, our study highlights the this study will expand understanding on the role different types of job
importance of preventing bored behavior as a way to deal with work-re- demands may play in how boredom emerges and develops. Hence, this
lated boredom. This seems especially important for employees with a study will inform scholars and practitioners alike on how boredom may
low level of self-control.
299 WORK, STRESS AND HEALTH
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evolve, and thus advance understanding on how to sustain a motivated we also used the International Standard Classification of Occupations
and well-performing workforce in organizations. (ISCO-08) to identify which professional domains and occupations
were most represented in the passive work conditions category. Our
Better bored than burned-out? Passive work conditions and well- results show an over-representation of employees in service/sale and
being administrative sectors, reminding of the recent popular concept of «
bullshit jobs » (Graeber, 2018). To better grasp the particularities of
Cecilia Toscanelli (UNIL | Université de Lausanne)
such a professional environment, a second (and ongoing) project will be
During the last three decades, several structural and global phenom- presented, aiming specifically at work-related boredom and perceived
ena have induced changes and transformations in the nature of work meaning of work of employees in a public administration.
and the demands of the labor market. Indeed, intense market-based
pressures resulting from globalization, together with fast-paced and
intense technological evolution, have brought workers to face the risks
and challenges of a fast changing, highly competitive and insecure Independence Ballroom B
labor market, characterized by intense demands of continuous qual-
Stress and Mental Health
ification and adaptation. The adverse effects of these challenges and
risks have been widely documented in terms of increasing work-re- PAP E R S E SS I O N
lated strain, psychological distress and exhaustion, some scholars
going so far as to consider burnout as the archetypical effect of the Preliminary Bifactor Analysis Study of Burnout, Depression, and
overwhelming demands that characterize the contemporary world Anxiety in Austrian Teachers
of work (Weber & Jaekel-Reinhard, 2000). However, while adverse
working conditions and their outcomes are traditionally studied in Irvin Schonfeld (City University of New York)
terms of over-stimulation resulting from high psychological demands Four problems affect research on burnout. One is that burnout has
and low autonomy, a few studies have also brought attention to the not been included in the standard psychiatric/medical nomenclature
consequences of under-stimulation and boredom, in work environ- (DSM-5 and ICD-10). In other words, the concept of “clinical burnout”
ments characterized by extremely low job demands combined with low is not in the standard nomenclature.
autonomy. Work-related boredom can be defined as « an unpleasant Second, there is no consensual definition of burnout in the research
state of relatively low arousal and dissatisfaction, which is attributed literature. The most commonly used definition derives from Maslach,
to an inadequately stimulating work situation » (Mikulas & Vodanovich, Leiter, and Jackson (2016), who defined burnout as a syndrome caused
1993, pp. 3), and studies show that large proportions of workers are by chronically aversive working conditions and combines emotional
concerned by chronic boredom (van Hooff & van Hooft, 2014). This exhaustion, depersonalization, and a reduced sense of personal accom-
pernicious yet widespread phenomenon may be understood as a new plishment. The locus of whatever consensus exists regarding burnout is
trend in the post-industrial labor markets: technological changes lead that exhaustion is its core (Kristensen, Borritz, Villadsen, & Christensen,
to ongoing automatization and routinization of work, contributing to 2005; Shirom & Melamed, 2006).
the proliferation of professional activities void of intellectual stimu- Third, burnout scales’ discriminant validity is problematic. The
lation, social contribution and personal meaning, whereas increas- scores on burnout-related exhaustion scales correlate highly with
ing job insecurity forces highly qualified workers to cling to jobs that scores on depressive symptom scales (Ahola, Hakanen, Perhoniemia, &
may not fit their actual skills or their true aspirations (van der Heijden, Mutanen, 2014; Bianchi, Schonfeld, & Laurent, 2014, 2015; Schonfeld &
Schepers & Nijssen, 2012). Building on these observations, our study Bianchi, 2016; Schonfeld, Verkuilen, & Bianchi, 2017; Wurm et al., 2016)
focuses on two main questions. How does under-stimulation result- and anxiety scales (Schonfeld, Swingler, Bianchi, & Verkuilen, 2019;
ing from passive job conditions impact work-related well-being (e.g. Schonfeld, Verkuilen, & Bianchi, under review). These findings suggest
engagement and satisfaction)? Which professional categories are that the core exhaustion component of burnout scales and depression
more concerned with passive conditions? This study is part of a longi- and anxiety scales measure the same construct.
tudinal research financed by the Swiss national Science Foundation Fourth, most research on burnout-depression(-anxiety) overlap
and focusing on contemporary career trajectories and work-related has relied on the Maslach Burnout Inventory (Bianchi, Schonfeld, &
well-being. Analyzes are based on a representative sample of working Laurent, 2014) and to a lesser extent the Shirom-Melamed Burnout
adults in french-speaking and german-speaking parts of Switzerland Measures (Schonfeld & Bianchi, 2016). One purpose of this study is to
(N = 1408; Mean age = 44.21, SD = 8.385; 51.5% women). Using the examine the problem of construct overlap in a different burnout scale,
Job content questionnaire (Karasek et al., 1998), we categorized our the Oldenburg Burnout Inventory (OLBI; Demerouti, Bakker, Vardakou,
population in 4 job categories: low strain (25.8%), high strain (16.8%), & Kantas, 2003), particularly with regard to its Exhaustion subscale.
active (20.3%) and passive (29.8%), then analyzed differences and Burnout and depression have similar nomological networks (Bianchi,
specificities between these categories in terms of work engagement Schonfeld & Laurent, 2018; Bianchi & Schonfeld, 2016; Schonfeld &
and job satisfaction, with a focus on the passive category (potentially Bianchi, 2016). Unresolvable job stress plays a role in both burnout
our bored subjects). Big five personality dimensions were assessed to and depression (Schonfeld & Chang, 2017). Burnout is also associated
control for the dispositional antecedents of boredom. ANOVAs show with anxiety (Bianchi et al., 2014; Rössler, Hengartner, Ajdacic-Gross,
significantly lower levels of work engagement in the passive conditions & Angst, 2015; Schonfeld & Bianchi, 2016). Research in psychopathol-
compared to the active and low strain categories. Furthermore, even ogy has suggested that depressive and anxiety symptoms are part of
though employees in passive conditions report higher satisfaction the same dimension of psychopathology (Caspi et al., 2014) which has
than those in high-strain conditions, they show similar levels of work also been labeled psychological distress (Dohrenwend et al., 1980).
engagement, namely low scores of absorption and dedication. Finally,
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To further examine the relationship between burnout, depression, Kraus, Drescher, & Foy, 2013). MCEs have been hypothesized to cause
and anxiety, we conducted a preliminary study of 209 Austrian school- moral injuries, which are defined as the guilt- or shame-driven response
teachers (we plan to enlarge the study by recruiting teachers from that stems from perceptions of “perpetrating, failing to prevent, or
Germany). We used the German-language version of every scale. The bearing witness to acts that transgress deeply held moral beliefs and
instruments included the Oldenburg Burnout Inventory (OLBI) with expectations” (Litz et al., 2009, p. 700). Not every individual exposed
its Exhaustion and Disengagement subscales (Demerouti, Bakker, to an MCE suffers a moral injury or other psychological disturbance,
Vardakou, & Kantas, 2003), the 9-item depression module of the however, so these experiences must be considered separately from
Patient Health Questionnaire (PHQ-9; Löwe & Spitzer, 2002), the their possible outcomes for individuals and for their organizations
10-item version of the CES-D (CESD-10; Cole, Rabin, Smith, & Kaufmann, (Frankfurt & Frazier, 2016).
2004; Hautzinger & Bailer, 1993), and the 7-item Generalized Anxiety MCEs bear a likeness to combat stressors, which have been asso-
Disorder scale (GAD-7; Spitzer, Kroenke, Williams, & Löwe, 2006). ciated with both posttraumatic stress and major depressive disor-
Using Mplus we developed a bifactor model (Rodriguez, Reise, der (Currier, Holland, Drescher, & Foy, 2015; Nazarov, Fikretoglu, Liu,
& Haviland, 2016) aimed at understanding item dimensionality by Thompson, & Zamorski, 2018; Watkins, Sudom, & Zamorski, 2016)
identifying two sources for each item’s systematic variance, a general and which have in turn been linked with detrimental organizational
distress factor and one source specific to the nature of a scale’s items. outcomes (e.g., Blanc & Kelloway, 2014; Hoge et al., 2006; Watkins,
We treated the items as ordinal. With five scales or subscales we 2014, Vinkour, Pierce, Lewandowski-Romps, Hobfoll, & Galea, 2011).
extracted five bifactors in addition to the general distress factor. With While these findings indicate that combat-related stressors—which
7 to 10 items per scale, the factors were over-identified (MacCallum, include traumatic experiences—affect individuals’ organizational func-
Widaman, Zhang, & Hong, 1999). We employed a target rotation in a tioning, the extent to which these findings are generalizable to the
six-factor solution (Heiserman & Maydeu-Olivares (2018), specifying experience of MCEs remains unclear. It is therefore necessary to inde-
zero targets for loadings on the bifactors for items that do not belong pendently examine the impact of MCEs during deployment on soldiers’
to the scale and allowing all other loadings to be free (Browne, 1972). organizational functioning.
Rotation is a minimized a least squares criterion vis-à-vis the target We developed a model to examine whether perceptions of MCEs
values. The general factor and bifactors can be orthogonal or oblique. during deployment contributed to psychological distress and an
Model fit was good: RMSEA = 0.027; CFI = 0.987; TLI = 0.982; important organizational outcome, turnover intentions. Drawing on
SRMR = 0.047. As anticipated the PHQ-9 (M loading = 0.698), the stress literature (Anisman, 2014; Pratt & Barling, 1998), we concep-
CES-D (M loading with corrections for negatively worded items = tualized MCEs during deployment as stressors to which some people
0.620), and GAD-7 (M = 0.678) items loaded highly on the general will experience a stress response (McEwen, 2000), depending on how
distress factor. As expected the OLBI Exhaustion items loaded more they perceive and appraise such events (Lazarus & Folkman, 1984). If
highly on the general factor (M corrected loading = 0.594) than the perceptions of moral challenges (i.e., stressors) cannot be reconciled
Disengagement items (M corrected loading = 0.357) although some of with an individual’s own values and beliefs, and the associated stress
the Disengagement items’ loadings on the general distress factor were response becomes chronic, we posited that the individual may experi-
not negligible (e.g., item 11, sickened by work tasks, loading = 0.607). ence strain (i.e., detrimental physiological and psychological outcomes;
Like the PHQ-9, CES-D, and GAD-7 items, the Exhaustion items loaded McEwen, 2000; Pratt & Barling, 1998). We sought to examine the
more highly on the general distress factor than on their respective bifac- unique contribution of MCEs to psychological distress (i.e., a manifes-
tors. By contrast, the Disengagement items loaded more highly on its tation of strain) to post-deployment well-being and intentions to leave
bifactor than on the general factor (M = 0.440). the organization. Turnover intentions are an important organizational
The findings are consistent with the view that exhaustion, burn- concern because they indicate psychological withdrawal from work
out’s core, is not separate from depression and anxiety. By implica- (Hanisch & Hulin, 1990, 1991; Johns, 2001), which can lead to declin-
tion, burnout cannot be categorized as an independent syndrome ing performance and absenteeism (e.g., Sheridan, 1985) and to actual
(Bianchi, Schonfeld, & Laurent, 2017). Exhaustion items from burnout turnover (see Tett & Meyer, 1993).
scales, like items on depression and anxiety scales more likely reflect Method. Participants were Canadian Armed Forces personnel (N
psychological distress (Caspi et al., 2014; Dohrenwend, Shrout, Egri, = 318) who completed the Human Dimensions of Operations Survey
& Mendelsohn, 1980). four to six months after returning from deployment to Afghanistan in
2010. The Mental Health Advisory Team Combat Experiences Scale
The Impact of Morally Challenging Experiences on Psychological (MHAT-CES; Killgore et al., 2008) was used to assess combat expo-
Distress, and Turnover Intentions sure. This self-report measure assesses exposure to a broad spec-
trum of combat-related stressors. In addition to morally challenging
Kathy Michaud (The Department of National Defence and the experiences, this included working in dangerous environments, life
Canadian Armed Forces) threats, exposure to death, and active combat experiences. The Kessler
The nature and conditions of work are changing throughout the Psychological Distress Scale (K10; Kessler et al., 2002) was used to
world, including those on military operations (Canadian Army Land assess psychological distress and the Intentions to Turnover scale
Warfare, 2015; Robinson, 2009). Recent operations have exposed (Colarelli, 1984) to assess turnover intentions.
military personnel to traumatic situations that can challenge deeply Results. A mediational analysis was conducted using status (i.e.,
held moral convictions (Jetly & Thompson, 2014; Nazarov, Fikretoglu, Regular Force or Reserve Force), rank, years of service, and the other
Liu, Thompson, & Zamorski, 2018). Examples of these morally chal- combat-related stressors as covariates. Results showed that exposure
lenging experiences (MCEs) include being exposed to civilian deaths, to an MCE was positively related to psychological distress (a = 0.21,
ill or injured women or children they are unable to help, and instances p < .01); that psychological distress was positively related to turnover
of disproportionate violence (Drescher et al., 2011; Vargas, Hanson, intentions (b = 0.26, p < .01); and, finally, that MCEs were related to
301 WORK, STRESS AND HEALTH
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turnover intentions through psychological distress. The total effect of as the dependent variables and inflammatory markers as independent
the model was significant (c = 0.21, p < .001, CI 0.05, 0.27), support- variables.
ing the mediation model. Results. In this study, we aim to increase knowledge of diagno-
Discussion. This study contributes to a small body of research sis of worker’s depression and suicidal ideation by combinations of
that has found that the moral challenges faced by military personnel biomarkers. To be more concrete, we study whether the network
in combat are related to their well-being (see also Currier et al., 2015; structure of selected inflammatory markers to be good indicators for
Nazarov et al., 2018; Watkins et al., 2016). Our research also goes a predicting depressive disorder and suicidal ideation. Preliminary anal-
step further in considering the relationship between MCE and turnover ysis indicated that increased suicidal ideation was associated with
intentions. These findings suggest that MCEs can be particularly detri- decreased TNF-α and increased hs-CRP controlling for age, sex, BMI,
mental to the well-being and work withdrawal behaviours of military job control and job demands. More detailed results will be presented
personnel, even after accounting for exposure to other combat-stress- at the conference.
ors. This knowledge can contribute to the development of appropri- Practical implications. Past studies have suggested that poor mental
ate pre-deployment training and education materials to address the health are related to increased inflammatory responses. These findings
moral challenges individuals may face on deployment, with the goal of have been confirmed with a Japanese sample as well which suggest
reducing the negative impact of such events on both individuals and that it may become a useful marker for detecting levels of mental
the organization. health in the future.
Conclusion. The results of this study indicates that several inflam-
Discovering inflammatory network structure of depression matory markers may be useful to predict mental health status of the
symptoms and suicidal ideation in Japanese employees: A employees.
preliminary analysis
Depression and the Metabolic Syndrome in the US Workforce
Takahiro Soeishi (Waseda University)
(Prevalence and associated risk factors of Mets): Using the
Problem: According to WHO, depressive disorders will be the first lead- National Health and Nutrition Examination Survey (2009-2012)
ing cause for the burden of disease in 2030. Even in 2004, it has already
been the first leading cause in middle and high-income countries. In Won Ju Hwang (Kyung Hee University)
addition, Japanese Ministry of Health, Labor and Welfare indicates Background. The prevalence of the metabolic syndrome which leads
that the number of workers’ compensation for depressive disorders to cardiovascular disease is increasing worldwide. This research intro-
is increasing and now has exceeded compensation for brain/heart duces key concepts of psychosocial factor relevant to the clinical fields
disease. For such reason, prevention of workplace depression became of metabolic syndrome in occupational health (2). Previous studies
very important issue in Japanese society. suggested that depression may lead to the development of cardiovas-
Many researchers often conducted studies about the relationship cular disease through its association with the metabolic syndrome (3).
between inflammatory cytokines or C-reactive protein and worker’s However, little is known about the relationship between depression
mental health problems, including depression/depressive disorders and the metabolic syndrome in workforce (4). The purposes of this
[1]. However, there are little research revealing the correlation struc- study were to estimate the prevalence of metabolic syndrome (Mets)
ture for the cascade of inflammatory markers. Moreover, in an animal and its components and to investigate the risk factors associated with
study, a group of researchers discovered that repeated social defeat metabolic syndrome in US workers both men and women.
stress activates microglia, which is intracerebral inflammatory cell [2]. Methods. This is a secondary data analysis study using the data
And then microglia increase the gene expression involved in inflamma- from the National Health and Nutrition Examination Survey (2009-
tory cytokines. Because of these facts, we are paying attention to the 2012). A total of 4,155 adults workers aged 20 and more (2,006 men
correlation structure among a series of inflammatory markers. and 2,149 women) were chosen for this study. Depression was defined
Several indicators to measure the depression level have been from the patient health questionnaire (PHQ). The prevalence of meta-
proposed, and Kessler 6 (K6) is one of them. In the first place, Kessler bolic syndrome and its components was determined using the National
and his colleagues developed 6-item very short screening instruments Cholesterol Education Program Adult Treatment Panel III criteria (1).
for depression. After that, Furukawa and his colleagues translated and The definition of metabolic syndrome was based on the presence of
validated the Japanese version in 2008. We also used a single question three or more of the following signs: (1) waist circumference ≥40 inches
asking about the suicidal ideation: I seriously consider that I would feel for men or ≥35 inches for women, (2) triglycerides (TG) levels ≥150
better if I were to die. Response options followed the K6. mg/dl, (3) high-density lipoprotein cholesterol (HDL-C) levels, ≤40
Procedures. Our research was designed as a 3-year prospective mg/dl for men or ≤50 mg/dl for women, (4) hypertension, defined as
study started at May 2018. This time, we will analyze the baseline systolic blood pressure (BP) ≥130 mmHg, diastolic BP ≥85 mmHg, or
cross-sectional data. Data were collected with self-administered ques- if the subject was under active antihypertensive drug therapy, and (5)
tionnaire combined with blood test measuring inflammatory markers fasting blood glucose (FBG) ≥100 mg/dl, or if the subject was actively
(interleukin (IL)-6, IL-8, IL-12/23p40, Il-15, IL-27, Tumor necrosis Factor using oral anti-diabetic medication or insulin.
(TNF)-α, interferon-γ. high sensitive C-reactive protein (hs-CRP), and Results. The overall prevalence of metabolic syndrome among US
white blood cells (WBCs)). Overall, 390 employees agreed to partici- workers was 35.5%. In weighted multivariate logistic regression analy-
pate in the survey. Of these 390 employees, 384 participated in inflam- sis, men workers with high sodium intake were significantly associated
matory marker sampling test. with the Mets (OR=12.43, 95% CI:1.13-136.69). In women, depression
Statistical Analyses. We have started analyzing the association symptom increased the risk of metabolic syndrome with odd ratio 4.9
between depression symptoms and suicidal ideation. Specifically, linear (95% CI:1.25-19.43). The risk of developing of metabolic syndrome is
regression analysis was performed. We used K6 and suicidal ideation
302 WORK, STRESS AND HEALTH
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strongly associated with level of psychological factor like depression levels and burnout scores. Increasing number of patients seen during
in only women workers. the day (beta = -.25, p=.09) and hours of EMR use (-.17, p=.05) were
Conclusions. It is important to better understand the depression inversely associated with provider energy. Linear regression analysis,
may play in the effort to reduce the prevalence metabolic syndrome controlling for provider age and sex, showed that number of patients
and its health consequence. These findings suggest that psychologi- seen (beta = -.23, p<0.1) and lack of organizational efficiency (-.38,
cal modification or intervention including depression in the workplace p<.01), but not proportion of the workday spent in the clinic, nor hours
should be considered for the prevention and management of metabolic of EMR use, predicted provider energy.
syndrome in US women workers. Further studies are warranted for US Practical implications. The study shines further light on the complex
workforce in association between psychological factors and cardio- relationship between organizational charactertistics and technology
vascular disease risk. (here EMR) as it relates to stress and burnout. Healthcare organiza-
tions that want to effectively address low energy and burnout need to
look at organizaitonal and technological contributors and not merely
individual level factors. Such an a approach will also offer a more broad
Salon 3 & 4
set of interventions.
Predictors of Burnout Conclusion. low energy in providers is an increasing concerns in
healthcare organizations. The current study of primary care providers
PAPER SESSION points to the importance of looking at both EMR and organizational
factors when addressing provider burnout.
Electronic Medical Records: Cause of Provider Burn-out or
Scapegoat? The Social Dimension of Burnout
Bengt Arnetz (Michigan State University) Maria Umaña Ruiz (University of the Andes)
Problem: World-wide, low-energy syndrome (“burnout”) is an increas- Introduction. Job burnout is a chronic and severe consequence of
ing challenge to workforce health and the delivery of high quality care. emotional and interpersonal stressors in the job (Maslach, Schaufeli,
Originally, burnout was attributable to provider-patient/client-specific & Leiter, 2001). The Job Demands-Resources theory posits that burn-
processes. As researched evolved, it became clear that organizational out is a consequence of untenable working conditions in which the
level factors play a critical role in the burnout process. In the United demands placed on an employee are unbalanced compared to the
States, as many as 60% of providers are reported to have at least one resources that the employee can access to accomplish her work
or two symptoms of burnout. Practitioners and researchers believe (Bakker & Demerouti, 2017). This theory has spurred fruitful lines of
that provider stress related to the use of Electronic Medical Records research focusing on understanding the role of working conditions
(EMR) might be a key culprit. However, there has been little research related to the tasks that employees accomplish as predictors of burn-
as to the role of EMR vs other known workplace stressors in terms of out. However, while the theory posits that interpersonal stressors are
causing law-energy in providers. relevant for the experience of burnout, few studies focus on how inter-
The purpose of the present study was to determine the associations personal relations in the organization affect burnout. Moreover, these
between provider and organization-specific factors, patient load, and studies focus on specific aspects of some social relations, for example
use of EMR as it related to provider energy. social support or feedback (Halbesleben, 2006), but do not provide a
Procedure: A survey was distributed to 13 primary care clinics more comprehensive understanding of the multiple social relations that
across the State of Michigan. A total of 139 providers responded to employees need to establish as part of their work in an organization,
the survey. The survey contained questions on provider character- notably in order to accomplish their tasks and goals.
istics, e g, age and gender, organizational and leadership character- In this project, we build on the Job Demands-Resources model to
istics, number of patients seen per day, and hours working with the propose that employees’ position in the network of social relations
EMR per day. Responses were not traceable to individual providers. is related to burnout. More specifically, we aim to examine how the
Only grouped data was reported back to our state-wide primary care social structure of a health care organization is related to the risk of
network. The study was reviewed by the Michigan State University’s employees experiencing burnout. By social structure we refer to the
Institutional Review Board and determined not to fulfil the criteria for network of interconnected social relations that employees estab-
human subjects research. lish both because their work demands them to (task related social
Analysis: The first step entailed bivariate analysis between relations), and because of individual preference (affective relations).
purported exposure factors and energy. Co-variance between expo- We draw from previous research to understand the role of affective
sure variables were reviewed. In the second step, provider, organiza- relations, therefore we hypothesize that employees with more social
tional, patient load and EMR use were used to model provider energy. support-relationships are protected from burnout (Halbesleben, 2006)
We were especially interested in identifying exposures or provider while employees who deal with incivil relations would have a higher
characteristics that predicted lower provider energy. Significance was risk of the syndrome (Leiter, Nicholson, Patterson, & Spence, 2011).
set at a two-sided p value of <.05. As a new direction in burnout research, we focus on task related social
Results. Mean provider energy was 5.61 (S.D. 2.37), with a median relations and hypothesize that employees who sustain multiple social
of 6. Acceptable energy levels for sustainable worker well-being is 7 or relations with coworkers that are based on task interdependencies will
higher, out of a maximum of 10. Mean organizational energy was 76.75 have to cope with higher social demands, which makes them more
(15.73), which is above the established cut-off of 70 on a scale ranging likely to experience burnout.
between 1 - 100. The mean use of EMR was 29.42 (S.D. 16.79) hours/ By examining the individual consequences of the structure of social
week. There was a significant and reverse associaiton between energy relations at work, we contribute to the extent literature in three ways.
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S AT U R D AY
First, we expand the theoretical literature on burnout by highlighting in press), suggesting that the leaders’ type of motivation may predict
the role of the social dimension of work as the set of relations that indi- the style of leadership that they adopt.
viduals establish because of their work. Second, we highlight the role Self Determination Theory (Deci & Ryan, 1985) suggests that
of job design as a burnout prevention mechanism by focusing on task psychological needs (need for autonomy, competence and related-
interdependence relations, which are established because of the orga- ness) predict self-determined motivation, but little data supports this
nization of work. Third, we apply novel methods to burnout literature, link longitudinally, and no literature has looked at predictors of moti-
specifically social network analysis, to account for the social dimension vation for transformational leadership. This study examined whether
of work, which allows understanding not only the quality, but also the psychological needs satisfaction and frustration (Chen et al., 2015)
structure of social relations. predicted motivation for transformational leadership over time using
Methods. We conducted a two wave social network cohort study a three-wave longitudinal study design.
(Borgatti, Mehra, Brass, & Labianca, 2009) in a large hospital with nine Leaders in the United States with at least one subordinate at work
months of difference between them. We received approval from the were recruited using a market research firm and were assessed via an
institutional review board at the hospital and explained the study to online survey at three time points, each four months apart, for a final
potential participants. Anonymity and confidentiality of their responses longitudinal matched sample of 111 participants. Participants were
was guaranteed. In the first wave, the sample included 182 health care between the ages of 25 and 64 (M = 46.93, SD = 10.98), had been
employees from five different departments: Oncology, nephrology, in their job for an average of 11 years (SD = 8.01), were mostly male
infectiology, psychiatry and a memory clinic, each department had (57%), working mainly in private corporations (67%) and 82.2% of
a response rate higher than 70% of its employees. A wide range of participants had a post-secondary education (college or higher). Cross-
clinical, administrative and technology support areas were included lagged panel analyses were conducted using Mplus v. 7.0 to examine
within each department. We assessed burnout syndrome (MBI), social psychological needs satisfaction and frustration (Chen et al., 2015) as
networks of task interdependence, instrumental and emotional social predictors of the types of motivation for transformational leadership
support and incivility, Job Demands and Control (JCQ), positive and (Gilbert et al., 2016), specifically autonomous and controlled regula-
negative affect, self-monitoring personality trait as well as organiza- tion as well as amotivation.
tional and demographic control variables. The second wave of data was To test the hypotheses that psychological needs satisfaction and
collected until December 2018. We broadened our sample to include frustration would predict amotivation, controlled and autonomous
also in-hospital workers such as intensive care unit, palliative care motivation three sets of nested analyses were conducted. For each,
unit and internal medicine. In this wave, we data of 405 participants. the autoregressive model was tested first, where each variable was
Results. Preliminary results from Quadratic Assignment Procedure regressed onto the same variable at the previous time point. Next,
regressions in the first wave of data, show that employees occupying the cross-lagged effects of interest were added into the model. The
positions where they must interact with coworkers who do not depend autoregressive model where relatedness frustration predicted amoti-
on each other are at higher risk of experiencing burnout, even after vation was not a good fit (χ2(1, N = 111)= 31.64, p = 0.00; CFI = 0.95,
controlling for individual demands, resources, the number of social RMSEA = 0.18, pclose = 0.00, 90% C.I. = 0.12 - 0.24), but adding in
support and incivility relations at work. These results suggest that the the cross-lagged effects where relatedness frustration predicted amoti-
social dimension of work, understood as the task interdependence vation at subsequent time points resulted in an excellent fit (χ2(7, N =
relations, act as a different set of demands and resources, which affect 111)= .33, p = 0.56; CFI = 1.00, RMSEA = 0.00, pclose = 0.62, 90% C.I.
individual burnout. We expect to replicate these analyses with the = 0.000 - 0.208). Further, amotivation was predicted by relatedness
larger sample from the second wave of data and perform longitudinal frustration at preceding time points, but relatedness frustration was
analyses that also allow us to understand how the change of social not predicted by amotivation at preceding time points, as expected.
relations over time can be related to the experience of burnout. These All other models tested where psychological needs satisfaction and
results will be available for the moment of the conference. frustration subscales predicted autonomous or controlled regulations
longitudinally resulted in a poor fit. These results suggest that when
Lead with a little help from my friends: Relatedness frustration as leaders feel isolated, disliked, or excluded from others at work, in other
a predictor of amotivation for transformational leadership words when they feel relatedness frustration, they may become amoti-
vated over time as a result.
Stephanie Gilbert (Cape Breton University) The results of this study suggest that while competence and auton-
Much of the organizational leadership literature assumes that leaders omy satisfaction and frustration may not predict self-determined leader
are motivated to be effective (Gilbert & Kelloway, 2014), but lead- motivation, relatedness frustration may be a key predictor in leaders
ers’ motivation may vary, leading to different levels of performance. becoming amotivated over time. Amotivation refers to a complete lack
Motivation for transformational leadership (Gilbert & Kelloway, 2014) of intent to engage in any behavior and it may develop as a result of
integrates transformational leadership theory (Bass, 1985) and self-de- lack of control and alienation (Gagne & Deci, 2005). Amotivation for
termination theory (Deci & Ryan, 1985) to examine leaders’ motivation transformational leadership has been positively related to poor leader-
to engage in effective leadership behaviours. Leaders may be unmoti- ship (laissez-faire leadership) and negatively related to positive leader-
vated to engage in transformational leadership (as in amotivation), or ship styles such as contingent reward and transformational leadership
experience motivation that ranges from being completely controlled (Gilbert, 2015; Gilbert et al., 2016). Thus, to promote positive leadership
by external factors to freely choosing to engage in effective leadership behaviours it may be of utmost importance prevent leaders from devel-
behaviours (as in autonomous motivation). Previous research on this oping amotivation over time. Minimizing relatedness frustration may
construct has linked levels of leader motivation to transformational be one strategy to prevent the development of amotivation over time.
leadership behaviours as rated by the leader and by subordinates Relatedness refers to feeling connected and interdependent with
(Gilbert, 2015; Gilbert, Horsman, & Kelloway, 2016, Gilbert & Kelloway, others and feeling a sense of belonging to a group (Deci & Ryan, 2002).
304 WORK, STRESS AND HEALTH
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Zumatea (2019) suggested that loneliness was a sort of ‘professional used for research purposes only, and will not be individually shared
hazard’ for top leaders, and that emphasizing key coping strategies, with superiors or colleagues. For this longitudinal cohort study, we
such as obtaining social support from the leader’s network and orga- administer the following survey instruments: MBI (Maslach Burnout
nizational strategies such as developing a low power distance culture Inventory-GS; JCQ (Job Content Questionnaire), ERI (Effort-Reward
might reduce loneliness in leaders. These and other strategies to Imbalance Questionnaire) and PANAS (Affectivity Trait). We choose
prevent relatedness frustration may serve to reduce the development organizations in which email usage is likely to be a reliable measure
of amotivation in leaders over time, which may lead to more positive of the overall communication structure by conducting interviews to
leadership behaviours as a result. selected members of the organizations’ management team. We are
collecting e-mail communications of all employees selected in the
Predicting Early Stages of Burnout: A longitudinal study of the sample over the full observation period (2 years), starting with the
relationships between workplace stressors, email communication baseline survey and co-terminating with the third survey. Working
patterns and burnout with the IT department of the organization, we are recording the traffic
(excluding the content) of email communications of employees. The
Viviola Gómez Ortiz (University of the Andes) email traffic files are securely transferred to the research team and
Introduction. Burnout is a key issue for organizations and their employ- loaded onto a database using a custom build software application.
ees. Employees experiencing burnout demonstrate decreased perfor- Emails to and from employees outside the organization will be removed
mance at work, increased absenteeism, deterioration of mental and from the sample. In line with previous literature, mass mailings, defined
physical health, and of their personal and family life. While tests and as messages with more than four recipients, will also be removed.
questionnaires exist to diagnose burnout and engage in a course Results. Since January 2018 we have collected email log information
of corrective action, most employees become aware of the need to for wave 1 and currently, we are collecting data for wave 2. The total
address burnout only very late, often when seeking medical attention. sample is larger than 3000 workers in three medium- large companies.
At a late stage, employees need drastic changes in their work routines We also have cleaned over 1 million per week emails database and
in order to recover and are at significant risk of depression. calculate email indicators to use in the predictive models. Descriptive
Leiter, Bakker and Maslach (2014) argue that understanding the statistics have been calculated for wave 1. Over 500 email communi-
process through which burnout develops and the role of social rela- cation indicators have been calculated. We need to keep working on
tionships in employees’ experience of burnout is a key priority in order cleaning the database and selecting indicators. We have analyzed data
to develop preventive strategies. While a few studies have shown the from a bivariate perspective finding the expected Results. psychoso-
importance of workplace social relations as related to burnout the way cial work stressors, especially demands, control, job strain, effort and
in which social relationships can affect burnout is not well understood. reward are related to burnout dimensions. To examine the impact of
A key dimension of social relationships in the workplace is communica- psychosocial work stressors on the relationship between email commu-
tion, because communication between employees is the way in which nication patterns and burnout, we need to keep working on cleaning the
social relations can provide support or add additional demands to the database and selecting communication pattern indicators. The results
worker, which affect the experience of burnout. One of the multiple of wave 1 and 2 will be available for the moment of the conference.
means of communications that workers use on an everyday basis has
been singled out for its potential contribution to stress and worker
overload: email communication.
Philadelphia Ballroom South
This 2-year project aims to develop an early warning system to iden-
tify employees at risk of developing burnout by monitoring the traffic of 20/20 Vision Session: What Does the Future
email communication (without looking into the content of the emails)
for specific patterns that signal an increased risk of developing burnout.
Hold for...
Results of a pilot study in which we collected email communications Chair: Lisa Kath (San Diego State University)
and burnout (via survey) showed that certain email communication Join us for a fast-paced look into the future, as eight speakers present
patterns are associated with an increased risk of burnout. The primary on a variety of topics using only 20 slides that auto-advance every 20
research goal of this project is to replicate the pilot study in a larger seconds. This “20/20” session aims to provide a clear vision for blurry
sample to identify patterns of email communication that can be used concepts in occupational safety and health research in an entertainingly
as predictors of burnout. kinetic presentation format.
Methods. We are developing a 2-year prospective cohort study to
identify early indicators of burnout in the patterns of email commu- Economic Stress
nications at three time points: baseline, 10 months, and 18 months Bob Sinclair (Clemson University)
follow up among approximately 2000 employees. Our industry partner
contacted companies that could participate during the project. Upon
Sleep
agreement, we explained the project to the organization’s workforce
and employees were sent via email an approximately 30-minute online Tori Crain (Colorado State University)
survey that can be completed at the worksite. Follow up information
was collected at baseline and stored for the duration of the cohort Cyberloafing/Technology Counterproductive Work Behaviors
study including the worker’s name, email address and permission Shani Pindek (University of Haifa)
to send email reminders. During each follow up time-period (i.e.,10-
and 18-months), workers will be contacted to complete a follow up Stress Recovery
survey. We will remind workers that survey data are de-identified,
Chris Cunningham (The University of Tennessee at Chattanooga)
305 WORK, STRESS AND HEALTH
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The Role of Time in Research or parents). In a six-meeting process, the wellness team will assess
Mike Ford (University of Alabama) strengths and needs related to health and wellness best practices,
identify and prioritize PSE changes related to TWH that they can make
Positive Psychology at their center, and plan for implementation and sustainability of the
TWH changes selected.
Gloria Gonzalez-Morales (University of Guelph)
The evaluation of the SHIP project includes both a process and
outcomes evaluation (to understand the quality of implementation to
Safety inform scalability, as well as the achieved benefits to participants). The
Emily Huang (Drexel University) targeted outcome of the SHIP pilot grant activities will be the number of
evidence-based center-level PSE changes aimed at increasing TWH in
Chronic Health Conditions these six ECE settings. Data collection and analyses using mixed-meth-
Alyssa McGonagle (University of North Caroline Charlotte) ods are currently in process. A brief survey will be administered to
directors at each center after completion of the planning process and
3-months after the PSE process to assess implementation and sustain-
ability of PSE changes. A pre-/post- Quality of Worklife Survey is also
Independence Ballroom A being administered to all ECE providers (n=105). Data will be exported
in SPSS version 25 for analyses. Univariate and bivariate analyses
Total Worker Health: Rationale and Application will be run to explore the number of PSE changes implemented and
sustained after completion of the strategic planning process. Paired
PAPER SESSION
sample t-tests will be utilized to analyze differences in the pre- and
post- Quality of Worklife Survey responses. Finally, focus groups with
Safety and Health Innovation in Preschools (SHIP) each wellness team will inform barriers and facilitators related to adap-
Charlotte Farewell (University of Colorado Denver) tation of the planning process to promote TWH. Qualitative data from
the focus groups will be coded and analyzed using NVIVO software
Working in early childhood education (ECE) is a stressful profession.
(NVIVO, 2018).
The inherent challenges of the profession and the work conditions
The SHIP project represents an innovative approach to improving
within ECE settings effect providers’ psychological, emotional and
TWH of the early childcare workforce. The model is based on six key
physical health and well-being. Challenges of the early childcare work-
characteristics that lead to healthier and safer employees, as well as
force include: low pay (the average yearly salary for an early educator is
improved operating outcomes. These include, 1) leadership commit-
$21,000 (Linnan et al., 2017); poor working conditions, including long
ment, 2) participation from stakeholders at all levels within a childcare
hours, high job demands (especially among directors and administra-
center, 3) policies and practices focused on improving working condi-
tion), and low job control (with teachers and classroom workers report-
tions, 4) comprehensive and collaborative strategies, 5) Adherence,
ing the lowest levels of job control) (Linnan et al., 2017). Additionally,
and 6) data-driven change (Chan et al., 2017; Deborah McLellan,
early childcare providers are at increased risk of infectious disease;
Elizabeth Harden, Pia Markkanen, & Sorensen, 2012). Organizations
increased risk of injury and falls due to lifting and moving children regu-
that have used this integrated system-levels approach to improving
larly; and increased risk of encountering environmental hazards (Shuai,
workforce well-being have found advancements related to safety,
Yue, Li, Liu, & Wang, 2014). Despite the importance of the health and
health, and productivity in the workplace (Shaw, Robertson, McLellan,
well-being of those responsible for providing safe, stable, and nurtur-
Verma, & Pransky, 2006; Shaw, Robertson, Pransky, & McLellan, 2003).
ing environments for children, it is often overlooked. These studies
The SHIP project may improve working conditions for the early child-
highlight the need to foster innovative strategies to improve the safety,
care workforce as well as recruitment and retention of early educators.
health and well-being of the early childcare workforce.
Total Worker Health (TWH) is an emerging field that promotes a
Validation of the Workplace Integrated Safety and Health (WISH)
holistic approach to worker health, safety, and well-being by protecting
Assessment
and advancing health and productivity (NIOSH Total Worker Health
Program, 2012). While traditional occupational health focuses on María Andrée López Gómez (Harvard University School of Public
workers’ safety, TWH emphasizes the importance of making inte- Health)
grated systems-level improvements to address job-related factors that
Problem. The Workplace Integrated Safety and Health (WISH)
contribute to poor health outcomes and the overall well-being of the
Assessment was designed to measure the extent to which workplaces
workforce (Chan, Mclellan, Moore, Nagler, & Sorensen, 2017).
implement integrated system approaches to protect and promote
The objective of the Safety and Health Innovation in Preschools
worker health, safety and well-being. Integrated system approaches are
(SHIP) pilot study is to improve TWH among the early childcare work-
central to the Total Worker Health® (TWH) program implemented by
force in six Head Start childcare centers in Denver, Colorado (October
the National Institute of Occupational Health and Safety (NIOSH). The
2018-August 2019). The primary strategy is to implement (and study)
program is defined as “policies, programs, and practices that integrate
the use of a evidence-based strategic planning process to make policy,
protection from work-related safety and health hazards with promo-
system and environmental (PSE) changes related to improving the
tion of injury and illness prevention efforts to advance worker well-be-
health, well-being and safety of ECE providers in 6 Head Start centers.
ing”. The WISH Assessment responds to the need of measuring TWH
Activities associated with the strategic planning process include the
concepts and it builds upon a previous measure called the Indicators
creation of a center-based wellness team (a multi-disciplinary team
of Integration that was created to measure the level of integration of
that might include the center director, teachers, administrators and/
protection and promotion of worker health. The WISH Assessment
306 WORK, STRESS AND HEALTH
S AT U R D AY
places a stronger focus on the central role of working conditions and hazard-free work environment for all workers. It applies a prevention
expands the assessment of best practices by including a broader defi- approach that is consistent with traditional occupational safety and
nition of protecting and promoting worker safety, health and well-being health prevention principles of the Hierarchy of Controls.
than the Indicators. It is designed to be completed at the organiza- Eliminating or reducing recognized hazards in the workplace first,
tional level by employer representatives who are knowledgeable on including those related to the organization of work itself, is the most
policies, programs and practices related to worker health, safety and effective means of prevention and thus is foundational to all TWH
well-being and consists of six constructs: 1) Leadership Commitment, approaches. Although some hazards can be eliminated from the work
2) Participation, 3) Policies, programs and practices that foster support- environment, others (such as shift work) are more difficult to change.
ive working conditions, 4) Comprehensive and collaborative strategies, These must be managed through various engineering, administrative, or
5) Adherence and 6) Data-driven change. (as the very last resort) individual-level changes. Workplace programs
The objective of this study is to validate the WISH assessment that adopt a TWH approach emphasize elimination or control of
metric properties in the nursing home industry as part of a NIOSH workplace hazards and other contributors to poor safety, health, and
funded study to assess TWH® implementation in nursing homes, an well-being. This emphasis on addressing environmental determinants
industry that disproportionately employs groups identified as at-risk of health is a crucial concept for TWH programs.
for occupational health disparities, 49% of the workforce is composed The Hierarchy of Controls Applied to NIOSH Total Worker Health
of underrepresented minorities and 70% are low-wage workers. is a conceptual model for prioritizing efforts to advance worker
Methods. The WISH assessment was sent to nurse directors of a safety, health and well-being and of relevance to employers and other
random sample of nursing homes in Ohio and California and a sample professionals interested in implementing workplace safety and health
of nursing homes in Massachusetts affiliated with the Massachusetts programs aligned with TWH approaches (Lee, et al., 2017). This applied
Senior Care Foundation. Previous evidence showed that nurse direc- model is based on the traditional Hierarchy of Controls (NIOSH, 2016),
tors are the best choice for responding to an organizational tool as well-known to occupational safety and health professionals. The
they provided richer information, than managers or executives, about Hierarchy of Controls Applied to NIOSH Total Worker Health expands
policies, programs and practices and on workers and patients in nurs- the traditional hierarchy from occupational safety and health to include
ing homes. Surveys were sent via email in November and December controls and strategies that more broadly advance worker well-being.
2018. A mailed version of the survey for non-respondents is currently The Hierarchy of Controls Applied to NIOSH Total Worker Health is not
in progress. Data collection will finalize in February 2019. We expect meant to replace the traditional Hierarchy of Controls, but rather is a
that 350 surveys will be completed across the three states. Results companion to this important occupational safety and health model. The
from cognitive interviews will be presented to show construct validity. Hierarchy of Controls Applied to NIOSH Total Worker Health serves
Exploratory factor analysis will be conducted to assess the dimension- to illustrate how TWH approaches emphasize organizational-level
ality of the WISH assessment. Descriptive statistics and calculations interventions to protect workers’ safety, health, and well-being. As
of the Cronbach’s alpha will be performed to assess the distribution in the traditional hierarchy, the controls and strategies are presented
of responses and internal consistency of the tool. Items from the in descending order of anticipated effectiveness and protectiveness.
Indicators of Integration and The Workplace Health in America Survey • Begin by eliminating workplace conditions that cause or contrib-
were included in the survey and will be used to evaluate the convergent ute to worker illness and injury, or otherwise negatively impact
validity of the tool. well-being. This includes factors related to supervision throughout
Preliminary Results. The initial attempts by email showed a the management chain.
response rate of 18%. Paper mailing follow-ups are currently in prog- • Second, replace unsafe, unhealthy working conditions or prac-
ress. We are also in the process of expanding the original sample to tices with safer, health-enhancing policies, programs, and manage-
a full census of nursing homes in each state to gain a more accurate ment practices that improve the culture of safety and health in the
representation of nursing homes. workplace.
Practical implications. The WISH assessment represents a mean • Next, redesign the work environment, where needed, for safety,
to measure integrated approaches that align with the TWH® initia- health and well-being. Remove impediments to well-being, enhance
tive by NIOSH. It has the potential of informing priority-setting and employer-sponsored benefits, and provide flexible work schedules.
decision-making for researchers, policy-makers and employers and • Then, provide safety and health education and resources to enhance
understanding relationships between working conditions and worker individual knowledge for all workers.
safety and health outcomes. Later validation with occupational injury • Lastly, encourage personal change for improvements to health,
rates and patient care outcomes will clarify the value of worker health safety and well-being. Assist workers with individual risks and chal-
in terms of patient care. Furthermore, this paper will provide evidence lenges; provide support for healthier choice-making.
of TWH® implementation in an industry group that predominately The goals of this presentation are to familiarize researchers and
includes low wage workers. practitioners with the NIOSH TWH Hierarchy of Controls model and
provide examples (e.g. tobacco control, sedentary work, fatigue and
The NIOSH Total Worker Health® Hierarchy of Controls: work-related stress) of how researchers and practitioners can apply
Applications of the Model policies, programs, and practices that incorporate each of the controls.
The presenters will briefly discuss potential obstacles to program
CDR Heidi Hudson (NIOSH) implementation as well as cautions to consider when implementing
The Total Worker Health® (TWH) concept explores opportunities TWH approaches in an organization. Additionally, the presenters will
to both protect workers and advance their health and well-being by discuss key resources that address application of the TWH Hierarchy
improving the conditions of their work, primarily through workplace of Controls model to assist with intervention planning and implemen-
policies, programs, and practices. A TWH approach prioritizes a tation efforts.
307 WORK, STRESS AND HEALTH
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Flourishing in life and well-being at work. Longitudinal model (for dichotomous outcomes). Continuous variables are stan-
evidence from manufacturing and apparel industry, office and dardized to report standardized effect sizes. With respect to dichoto-
manufacturing workers mous outcomes, odds ratios are reported.
Covariates of job and life satisfaction usually include gender, age,
Dorota Weziak-Bialowolska (Harvard University School of Public
education, and labor market status (Tenney et al., 2016). All these
Health)
factors are reflected in the study. Specifically, we control for: (1) demo-
A growing body of research recognizes substantial role of compa- graphic variables: gender, age, marital status, education, having children
nies in shaping employee health and well-being (ILO and IFC 2016; below 18 at home, taking care of an elderly; and (2) job characteristics:
World Bank 2015). We argue that high levels of employee flourishing industry, job tenure, job demand, job control, and work shift. These
improve performance and productivity, outcomes vital to business variables were measured and are controlled prior outcomes, in order to
performance (e.g., literature shows that job satisfaction and job embed- ensure that they were confounders and not mediators. Sensitivity anal-
ment are antecedents of turnover (Griffeth et al. 2000; Hancock et ysis – E-values (Ding & Vanderweele, 2016; VanderWeele & Ding, 2017)
al. 2013; Hom et al. 2017)). To date, well-being in the workplace has – is applied to assess the extent to which an unmeasured confounder
been mainly examined through the lenses of disease and disability or would need to be associated with both the exposure and the outcome
restricted to human rights, rather than human flourishing in general. to explain away the observed association.
Although new constructs that combine life and workplace well-being Evidence for potential effects running in both directions are
in a more comprehensive setting, such as employee well-being, have presented. Differences between evidence based on cross-sectional
been proposed (Weziak-Bialowolska et al. 2017; Zheng et al. 2015), data and the longitudinal results are highlighted, indicating weaker or
the evidence of the causal relationships between well-being at work no relationships when based on the longitudinal data than the respec-
and well-being in life remain limited also because the majority of stud- tive cross-sectional associations. This conclusion has been already
ies on the association between the two have been cross-sectional. formulated with respect to the relationship between life satisfaction
Consequently, the issues of reverse causation, and feedback between and job satisfaction (Keon and McDonald 1982; Rode 2004; Tenney
life and work outcomes could not have been ruled out. We overcome et al. 2016) but has not been thoroughly examined for other work and
these problems by explicitly accounting for feedback with potential life related outcomes.
effects in both directions, providing evidence for the more likely causal
link between well-being in life and at work.
Three case studies will be presented. Each case study uses a longi-
tudinal dataset of working adults who participated in two waves of the Philadelphia Ballroom North
survey that was part of a project aimed to examine either employee
or community well-being. Data on flourishing, health, physical activity,
Improving Employees’ Health Through
physical and psychosocial working conditions and work attitudes and Supervisor Support
performance were collected along with major demographic information.
SYM P OS I UM
Case study 1: 842 employees of a US Fortune 500 manufacturing
company who provided data on well-being in life and at work in 2014
and in 2018. Chair: Brad Wipfli (Oregon Health & Science University)
Case study 2: 954 working adults from two apparel factories in This symposium focuses on the role of supervisor support as a predictor
Mexico who participated in a survey in February 2017 and March 2018. of employees’ health and well-being. In the context of the demands of
Case study 3: 1486 working adults, residents of a county in North contemporary working life, supervisor support is an important resource
Carolina, USA, who participated in a survey in July 2017 and September to manage the risks related to impaired health at work and at home.
2018. Supervisors play a major role in structuring the work environment,
To measure human flourishing in life, the flourish index (FI) providing information and feedback to employees, and deciding how
(VanderWeele 2017) was used. FI consists of 10 questions covering formal HR policies are carried out in practice. Given the importance of
five domains (i) happiness and life satisfaction; (ii) physical and mental supervisors’ role at workplaces, it is important to examine how super-
health; (iii) meaning and purpose; (iv) character and virtue; and (v) visor support relates to employee health.
close social relationships. Well-being at work was assessed with a set The studies presented in this symposium focus on topical health
of questions regarding (i) job satisfaction, (ii) work engagement, (iii) concerns, that is, sleep, sedentary behavior, healthy eating, and body
meaningful job, (iv) quality of performance, and (v) limited ability days. weight, and examine how specific forms of supervisor support may
As our goal is to investigate the causal link between well-being in influence these employee outcomes. Short sleep duration, sedentary
life and well-being at work in both directions (i.e. how human flourish- behavior, and high body weight are all significant public health concerns.
ing influences job-related flourishing and the other way around), the The Centers for Disease Control and Prevention (CDC) estimate that
longitudinal datasets are used and statistical modeling techniques 83.6 million adults in the U.S. sleep less than the recommended 7 hours
for longitudinal data are applied. Contrary to analyses conducted on per night (Liu et al., 2016), over 30 million adults in the U.S. work in a
cross-sectional data, our approach offers a more reliable causal findings sedentary environment (Bureau of Labor Statistics, 2018; Church et al.,
by the virtue of depiction of the logical temporal sequence of cause and 2011), and CDC lists obesity as one of the ten most important health
effect. However, as most of the empirical evidence in the field is based concerns in the U.S. Work influences all these outcomes, for example,
on the cross-sectional data, we also conduct analyses on cross-sec- shift work increases the likelihood of having diagnosed sleep problems
tional data to show the magnitude of inflated relationship in such a case. (Akerstedt & Wright, 2009). We present data that have been collected
The relationships are modelled using either the lagged linear regres- data among risk populations, such as truck drivers, who experience an
sion model (for continuous outcomes), or the lagged logistic regression obesity prevalence twice of that of the general U.S. population (Sieber
308 WORK, STRESS AND HEALTH
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et al., 2014), and military service members, who suffer from increased ratings in measuring supervisor support, and taking supervisor support
risk of sleep problems due to deployments (Hoge et al., 2008). into account in complex intervention designs.
During this symposium, we will discuss various specific forms
of supervisor support, such as family-supportive supervisor behav- Supportive supervision moderates commercial truck drivers’ long
iors (FSSB). Family-supportive supervisors exhibit behaviors that are term-success in a health intervention
supportive of employees’ families and non-work lives, and help employ-
Ryan Olson (Oregon Health & Science University)
ees to manage both work and non-work responsibilities (Hammer,
Kossek, Yragui, Bodner, & Hanson, 2009). Earlier studies suggest that Commercial truck drivers experience an obesity prevalence that is
specific forms of supervisor support may be more important in bring- twice that of the general US population[1]. However, body weight
ing out wanted outcomes than general supervisors support (Kossek, management intervention research with commercial truck drivers is
Pichler, Bodner, & Hammer, 2011). Furthermore, specific supervisor exceedingly scarce. To our knowledge, only two interventions eval-
behaviors, rather than general supervisor support, are meaningful as uated with randomized controlled designs have produced medically
they provide clear indication of how supervisors should act. Our studies meaningful and statistically significant weight loss among commer-
incorporate advanced methodological approaches by including both cial truck drivers[2, 3]. The LIFE intervention with commercial truck
employee and supervisor reports of supervisor support and carrying and bus drivers (n=113) in Finland involved monthly health counseling
out complex intervention designs. sessions (in person and on the phone) over a 12-month period, and
The first paper focuses on the impact of supervisor support on produced a mean difference between groups of -4.0 kg post-interven-
commercial truck drivers’ health. More specifically, researchers exam- tion. A cross-over design prevented between groups comparisons at
ined whether support from supervisors and support from employees’ follow-up, but the within-group effect for original intervention partici-
families moderated the effects of an occupational body weight manage- pants at one year follow-up (24 months) was -3.1 kg. The SHIFT inter-
ment intervention on weight loss and health behaviors. The results vention with commercial truck drivers in the US (n=452) involved a
highlight the importance of supervisor support, as FSSB was the only 6-month weight loss competition supported with behavior and body
significant moderating variable predicting long-term intervention effect weight self-monitoring, online training, and four motivational inter-
on body weight. Truck drivers whose supervisor showed a high level of views with a health coach. The post-intervention difference between
family-supportive behaviors had achieved a greater weight loss at 18 groups was -3.3 kg. The current paper reports preliminary results of
months post-baseline compared to truck drivers whose supervisors SHIFT randomized trial participants at one-year follow-up (NHLBI
showed lower levels of FSSB. grant R01 HL105495). We also tested our a priori hypotheses that
The second paper examines the influence of supervisor support stress and social support factors would moderate intervention effects
and role-modeling in reducing sedentary behavior at work. This study on primary outcomes. Commercial truck drivers enrolled in the SHIFT
compares the effectiveness of an intervention that solely focuses on trial (n=452) completed measurements at baseline, post-intervention
supervisor support and supervisor behavior to a more extensive inter- (6-months), and one-year post-intervention (18 months). Primary
vention that aims to decrease sedentary behaviors through environ- outcome measures included body weight (resolution 0.5 lb; Tanita
mental, organizational, and individual support. The intervention that TBF-310GS scale, Tanita Corporation, Tokyo, Japan); weekly exer-
only focuses on supervisor support would be significantly more cost cise[4]; consumption of fruits and vegetables[5]; and consumption
effective than the broader intervention if results show equal benefits of sugary snacks, drinks, and fast food[6]. Hypothesized moderating
of these two interventions. Researchers will complete data collection variables of 18-month outcomes included driver ratings of job stress[7],
and analysis before the conference and present results during the work-family and family-work conflict[8], general supervisor support,
symposium. family supportive supervisory behaviors[9], family support for exer-
The third paper focuses on the role of supervisor support in improv- cise and healthy diet, and others’ support for exercise and healthy
ing employees’ sleep. Using a sample of full-time National Guard mili- diet (adapted from [10]). In an intent-to-treat analysis, the differ-
tary service members, this study examined the relationship of sleep ence between groups at 18-months in mean body weight changes was
leadership and FSSB to employees’ sleep. Sleep leadership refers to -0.92 kg (p=0.328; intervention=0.00, control=+0.92). Moderation
supervisor behaviors that specifically aim to improve employees’ sleep, analyses for body weight outcomes revealed a significant 18-month
such as showing concern for the quantity of employees’ sleep (Gunia, intervention effect on body weight for drivers reporting high levels
Sipos, LoPresti, & Adler, 2015). Contributing to the current literature, ( one SD above the mean) of family-supportive supervision at the
this study included both employees’ and supervisors’ ratings of super- same time point (p=.033; intervention vs control difference=-2.74
visor behaviors. The results show that sleep-leadership, as assessed by kg). Intent-to-treat analyses for differences between groups in dietary
employees, and FSSB, as assessed by supervisors, are promising ways and exercise behaviors were inconclusive (p value range 0.17 to 0.80).
to improve employees’ sleep hygiene and sleep quality. However, a number of significant moderated intervention effects were
Taken together, this symposium highlights the important role of observed. The effects of the intervention on exercise at 18 months
supervisor support for employees’ weight loss, sedentary behav- were moderated by 6-month levels of family support for exercise and
iors, and sleep. After presentations, our discussant who is a leading healthy diet (B = 0.03, p = 0.025), general supervisor support (B = 0.16,
researcher in FSSB and supervisor supportive policies at workplaces, p = 0.008), and family supportive supervisor behaviors (B = 0.50, p =
will facilitate a discussion among the participants and the audience. .003). Exercise effects at 18 months were also moderated by 18-month
The discussion will provide the audience with an opportunity to engage levels of reported family support for exercise and healthy diet (B = 0.03,
in a broad discussion about supervisors’ role in improving employees’ p = 0.007) and other support for exercise and a healthy diet (B = 0.06,
health and well-being at work. Furthermore, this symposium will gener- p = .008). Across these moderated exercise effects the intervention
ate discussion on the differences between employee and supervisor resulted in increased physical activity for drivers reporting higher levels
of supportive factors (e.g., one SD above sample means) and reduced
309 WORK, STRESS AND HEALTH
S AT U R D AY
physical activity at lower levels of support (e.g., one SD below the active workstations. In the spring of 2019, we will enroll supervisors
sample means). The intervention had a detrimental effect on sugary and employees from a sedentary worksite to participate in the super-
snack and drink consumption (increased) for drivers reporting lower visor-oriented model of the Active Workplace Study. The intervention
levels of family support for dietary and exercise behaviors (B = -0.03, p will span three months. Everyone at the worksite will have access to
= .034). And lastly, we observed a significant moderated effect for fruit Desk Cycle pedal stands, which are active workstations that allows
and vegetable consumption in an unexpected direction. Specifically, the workers to engage in light physical activity while working. Supervisors
intervention had a beneficial effect on fruit and vegetable consumption will complete four computer-based trainings. Training will focus on
at 18 months for drivers reporting higher levels of work-family conflict the importance of supervisor support and role-modeling, the impact
at the prior 6-month time point (B=0.71, p=0.006). In conclusion, a of sedentary behavior at work, what supervisors can do to make their
health intervention for commercial truck drivers produced significant workplace less sedentary, ergonomics and injury, and stress manage-
long-term weight loss, but only for those who reported having a fami- ment. After each training supervisors will set goals and self-monitor a
ly-supportive supervisor at work. Additional moderated intervention behavior related to the training topic. Once a month, supervisors will
effects for behavioral outcomes provide further general evidence for also lead a scripted health and safety discussion with employees that is
the importance of social support at work and at home for drivers’ long aligned with that month’s training topic. Employees will have access to
term success making health changes. These findings are notable for pedal stands but will not participate in any intervention activities other
a population that spends most of their time physically isolated from than the group discussions that are led by supervisors. Supervisors and
friends, family, and supervisors. This suggests that social support employees will complete assessments at baseline and after the three-
and stress factors are transmitted to drivers remotely through mobile month intervention. Assessments will include a survey with health,
communication channels, supervisors’ management of driver sched- safety, psychosocial, and behavioral measures, and employee ratings
ules and requests, and/or that abbreviated in person time at home or of supervisor support. Supervisors and employees will wear ActiGraph
at the terminal have meaningful (perhaps magnified) impacts. The accelerometers for one week at each assessment period to measure
need for support may be particularly acute for occupational drivers sitting time, standing time, and physical activity at work. During the
who are attempting to make and maintain health behavior changes intervention we will measure pedal stand use by attaching Fitbits to
under challenging working conditions that include long sedentary work each pedal stand. Statistical analyses will evaluate the effectiveness
hours and exposure to food swamps at truck stops. Employers can help of the supervisor-oriented model of the intervention on both supervi-
by fostering and promoting family supportive supervision, which was sor and employee outcomes. We will also compare results from this
associated with very positive long-term outcomes for drivers following study to results from the primary intervention. We hypothesize that
their participation in a health intervention. the supervisor-oriented intervention will produce similar but slightly
smaller improvements in health, safety, and well-being, and reduce
Diffusing a Sedentary Behavior Intervention Through Supervisors workplace sedentary behavior in comparison to the full intervention.
We also hypothesize that employee ratings of supervisor support will
Brad Wipfli (Oregon Health & Science University)
moderate the effects of the intervention on employee-level outcomes.
The Active Workplace Study is a six-month intervention that targets Results from this study will inform dissemination methods of the Active
sedentary behavior in the workplace by providing active workstations Workplace Study and workplace intervention research to practice in
to employees, along with environmental, organizational, and individual general.
level support. The effectiveness of the intervention is currently being
evaluated in a randomized controlled trial. During this study of interven- The Relationship Between Supervisor Support and Employee Sleep
tion effectiveness, we are simultaneously conducting secondary stud-
ies of alternative intervention approaches. The alternative approaches Leslie Hammer (Portland State University)
are designed to reduce organizational and researcher time and effort Sleep is important for employees’ well-being and health, safety, and
required to implement the intervention, while still providing a similar performance at work (Barnes, 2012; Brossoit et al., in press; Litwiller,
intervention dose. If the effectiveness of these alternative models is Snyder, Taylor, & Steele, 2017; Watson et al., 2015). As psychosocial
similar to that of the full intervention it would represent a higher return factors at work are known to influence sleep (e.g., Linton et al., 2015),
on investment for an organization, and therefore may be more feasible a promising approach to improving employee sleep is to increase job
for dissemination. One alternative intervention model we are imple- resources, such as supervisor support at work. Recent studies have
menting is focused on the role of supervisors in sedentary workplaces. identified sleep leadership and family-supportive supervisor behav-
This model of intervention delivery is based on diffusion of innovations iors (FSSB) as two specific types of supportive supervisor behaviors
theory, which describes how the flow of information about a new idea that contribute to sleep (Crain et al., 2014; Crain, Brossoit, & Fisher,
within a social environment influences the adoption of the new product 2017; Gunia, Sipos, LoPresti, & Adler, 2015). Sleep leadership refers to
or service. A key component of the theory is that opinion leaders, such supportive supervisor behaviors that aim directly at improving employ-
as supervisors in a workplace setting, play a pivotal role in diffusing an ees’ sleep such as encouraging employees to get adequate sleep. Sleep
innovation within a social system (Rogers, 2003). Evidence suggests leadership has been shown to contribute to employees’ sleep duration
that training supervisors in safety and family-supportive behaviors and sleep quality beyond general leadership support among soldiers on
improves employee safety, health, and well-being (e.g. Hammer et peacekeeping and combat missions (Gunia et al., 2015). In addition to
al., 2015; Hammer et al, 2019; Kelly et al., 2014). Modeling has been sleep leadership, FSSB is a promising approach to improving employees’
shown to be important for safety related behaviors (Olson et al., 2009). sleep (Berkman, Buxton, Ertel, & Okechukwu, 2010; Crain et al., 2014).
As key influencers and role models in the workplace, supervisors may Family-supportive supervisors exhibit behaviors that are supportive
be important targets for workplace sedentary behavior interventions of employees’ families and non-work lives, and help employees to
that involve new environmental components like sit-stand desks and manage both work and non-work responsibilities (Hammer, Kossek,
310 WORK, STRESS AND HEALTH
S AT U R D AY
Yragui, Bodner, & Hanson, 2009). Therefore, having a family support- Discussant: Leslie Hammer (Portland State University)
ive supervisor increases employees’ resources and reduces stress
thus improving sleep. We examine the effects of sleep leadership and
FSSB on employees’ sleep in the Oregon National Guard (see Figure 1
for study design). Understanding how work relates to sleep is particu- Salon 5 & 6
larly important among certain high-risk occupations, such as military
employees. Service members often face poor sleeping conditions during
Individual Differences
deployments, and it has been found that 30% of the service members
PAP E R S E SS I O N
report sleep complaints even months after the deployment (Hoge et
al., 2008). This study makes a unique contribution to the existing liter-
Gender, age, and immigration background interaction: impact on
ature by using both employees’ and supervisors’ reports of supervisor work-life balance satisfaction and employee mental health
behaviors and linking them to employees’ reports of sleep. Additionally
we include sleep hygiene as a novel outcome reflecting employees’ Maude Boulet (ENAP University of Public Administration)
sleep related habits, and test it as a mediator between supervisor Context: Some workplaces adhere to the “ideal worker norm” associ-
behaviors and employee sleep. Questionnaire data were collected ated with the image of the white male worker (Kelly et al. 2010). This
from employees and their supervisors in the Oregon National Guard. theory suggests that workplaces are organized as if paid employment
Final sample with matched employee-supervisor dyads consisted of is the only obligation of workers, which makes them to value more
182 employees and their 91 supervisors. Both employees and super- employees who work long hours, shape their personal lives around
visors were asked to rate supervisors’ engagement in sleep leader- their work and are inclined to travel and relocate for their job (Kelly
ship (Gunia et al., 2015) and FSSB (Hammer et al., 2009). Examples et al., 2010). Since women still carry a greater share of family respon-
of items include “[Supervisor name] asks subordinates about their sibilities in dual-earner couples (Bianchi et al., 2012; Boulet and Le
sleeping habits” and “[Supervisor name] makes you feel comfortable Bourdais, 2018), it is more difficult for them to comply with this norm.
talking to him/her about your conflicts between work and non-work”. In addition, research shows that young generations (X and Y) of work-
The stems of these items were adapted for supervisors’ self-reports ers place greater importance on work flexibility than the Baby Boomers
(e.g., “I ask my subordinates…”). Employees provided self-reports of (Cennamo and Gardner, 2008; Guillot-Soulez et al. 2014). Younger
sleep duration, sleep disturbance, sleep-related impairment, and sleep workers also value more leisure time (Twenge et al. 2010). Moreover,
hygiene. We conducted regression analyses using a model specification Roehling et al. (2005) found that gender and ethnicity interact in the
that estimates model parameters and adjusts standard errors for the work to the family spillover. Thus, given that gender, age, and ethnic
non-independence of observations. Both employees and supervisors origin affect worker preferences regarding the work-family interface, it
reported that supervisors engage seldom or sometimes in sleep lead- becomes relevant to study the satisfaction with work-family balance
ership behaviors and agreed that supervisors typically engage in FSSB. and employee well-being with a perspective of diversity.
Even though the level of employee and supervisor-rated supervisor Objective: Since the workforce is not a homogenous whole and
behaviors were similar overall, surprisingly the employee rating of sleep following the suggestion of Özbilgin et al. (2011) to examine the
leadership was not significantly correlated with the supervisor rating of work-family balance with an intersectional approach (Crenshaw, 1991)
sleep leadership, nor was the employee rating of FSSB correlated with based on workforce diversity, this study aims to explore the interac-
the supervisor rating of FSSB. The regression models showed that sleep tion between gender, age and immigration to ascertain how it affects
leadership, as rated by the supervisors, is not related to employees employee work-family balance satisfaction and mental health. This
sleep. However, employees’ higher ratings of their supervisors’ sleep analysis is relevant in a context of increasing labor force diversity (Shore
leadership were related to less sleep disturbance (β = -.29, p < .01) et al. 2018) and considering that experiencing work-family conflict
and less sleep-related impairment (β = -.19, p < .05) among employ- causes stress, reduces well-being and harms the mental health of
ees. When predicting employee sleep with FSSB, supervisors’ higher workers (Allen et al. 2000). Barak and Levin (2002) have also shown
self-ratings of FSSB were related to better sleep hygiene (β = .18, p < that women and members of ethnic minorities are more likely to feel
.05), lower sleep disturbance (β = -.17, p < .05), and lower sleep-related excluded in their organization, leading to lower job satisfaction and
impairment (β = -.21, p < .01) among employees. Furthermore, sleep reduced well-being.
hygiene mediated the relationship between supervisors’ self-ratings of Method: Using Canadian data from the 2011 General Social Survey,
FSSB and employees’ sleep disturbance and sleep-related impairment. we examined the satisfaction with work-life balance (satisfied, neutral
Contradictory to these findings, employees’ ratings of their supervi- or dissatisfied) and psychological health (excellent, very good, good,
sors’ FSSB were not related to employees’ sleep outcomes. Our results average or bad) through the lens of gender (male or female), age
show that sleep-leadership, as assessed by employees, and FSSB, as (young: 18 to 34; prime working age: 35 to 54; older : 55 and over) and
assessed by supervisors, are promising ways to improve employees’ immigration background (native or immigrant). The originality of our
sleep hygiene and sleep quality. It may be particularly interesting for approach is to combine the three aspects of diversity to form a single
organizations that both of these supportive supervisor behaviors are variable in order to capture the differences between population groups.
associated with lower levels of employees’ sleep-related impairment. Our final sample consisted of 10 306 Canadians workers aged between
This measure assessed employees’ day-to-day functioning such as 18 and 65 years old.
trouble concentrating during the day and not getting things done due Results. Our results indicate that, compared to the reference cate-
to sleepiness. Overall, given the importance of sleep for employees’ gory (native male aged between 35 and 54), almost all groups show a
well-being and functioning at work, it is important for organizations to lower level of satisfaction with the work-family balance. Based on an
recognize the potential of supervisor supportive behaviors in improv- ordered logistic regression model, we found that Canadian-born older
ing employees’ sleep. male workers are the only category that tends to be more satisfied with
311 WORK, STRESS AND HEALTH
S AT U R D AY
their work-life balance compared to the reference group. The intersec- psychological well-being(r = -.588, p < .01). There was also significant
tions of the female sex with the other diversity variables appear partic- negative relationship between work stress and psychological well-be-
ularly penalizing. For example, immigrant women aged 18 to 34 are ing (r = -.343, p < .01). Also, personality trait has significant positive
75% more likely to be dissatisfied with their work-life balance than the relationship with psychological well-being (r = .401, p < .01).There was
reference category, compared to 68% for women of prime working age significant joint prediction of risk perception, work stress and person-
and 55% young native women. Regarding psychological health, native ality trait on psychological well-being among NSCDC officers, (R2 =
women of prime working age and immigrant women aged 55 and over .362, F (3,291) = 54.953, p < .01). The study concludes that risk percep-
are less likely to report excellent mental health than the reference cate- tion, personality and job stress have predictive role on psychological
gory. Finally, the observed odds ratios are higher when gender, age, and well-being among NSCDC personnel in Ogun state, Nigeria. The study
immigration are combined than when these variables are accounted finding implies that for NSCDC officers to have a healthy psychological
for separately in our models, which suggests that the situation experi- well-being, psychological factors such as risk perception, personality
enced by a specific group is different from that experienced by another and job stress need to be seriously considered when given interven-
group as indicated by the intersectional approach. tion programme. It therefore means that professional psychologists
Conclusion. These first results show the relevance of using the inter- should develop psychological intervention programme for NSCDC
sectional approach to study the work-family balance and psychologi- management tailored towards reducing risk perception, job stress and
cal health since the combined effect of gender, age and immigration is personality. This invariably could improve psychological well-being of
stronger than their individual effect. This approach, therefore, seems NSCDC personnel. The management should at every point in time orga-
promising to understand the challenges underlying the growing diver- nise seminars and workshop on strategies that NSCDC personnel can
sity of the workforce, since it does not focus on identifying general adopt in order to reduce job related stress which invariably will improve
trends that ultimately reflect poorly the reality of all the population their well-being. It is also recommended that Federal government of
groups. Nigeria should evolve policies that are aimed at reducing job stress in
order to have a better service and improved psychological well-being
Risk Perception, Work Stress and Personality Traits as Predictors among these personnel.
of Psychological Well-being
Multidimensional perfectionism and a vacation from work: Does
Dare Fagbenro (Obafemi Awolowo University Ile-Ife) perfectionism help or hinder school teachers during a half-term
Psychological well-being and health in the workplace have become break?
common topics in the mainstream media, practitioner-oriented maga-
zines and increasingly, in scholarly research journals. This is because Shannon Horan (City University of London)
the well-being and safety of the employees have implications on perfor- It has been widely accepted that recovering from workplace stress
mance, turnover, and on attractiveness into the organization, among during non-work time is a fundamental element for maintaining
others. One Para-military agency in Nigeria that psychological well-be- employees’ psychological and physical health. Both the Effort-Recovery
ing of its workers has been affected is the Nigeria Security and Civil (Meijman & Mulder, 1998) and Allostatic Load (McEwen, 1998) theo-
Defence Corps (NSCDC). This agency is saddled with the constitu- ries explain that incomplete recovery during respites can lead to more
tional responsibility of providing security and defence for the citizens chronic illnesses, such as burnout. Since vacations, unlike evenings
and broad based information network monitoring of movement of and weekends, offer a longer alleviation from work-related stress, they
persons and importantly, the prohibition of vandalism of government are optimal periods for replenishing employees’ resources (de Bloom,
properties. The frequent criminal activities of vandal have posed seri- Geurts, & Kompier, 2012; de Bloom, Radstaak, & Geurts, 2014).
ous threats to the well-being of the workers in this agency. This has Although, even if employees do recover over a vacation period, the
made many of the workers have many psychological problems such as positive benefits gained during the vacation begin to fade out once they
depression, insomnia, anxiety, post-traumatic stress disorders while return to work (de Bloom, Kompier, Geurts, Weerth, Taris, & Sonnentag,
others have been reportedly killed on duty. This study investigates the 2009). Employees are re-introduced to their typical working routine
predictive role of risk perception, work stress and personality traits as which leads to a decline of vacation effects, known as the ‘fade out’
predictors of psychological well-being among Nigeria Security and of vacation benefits. A meta-analysis conducted by de Bloom and
Civil Defence Corps (NSCDC). Self-determination theory was used colleagues (2009), found that it takes between two and four weeks
as a theoretical framework for this study. The theory focused on the for vacation benefits to fade out (de Bloom et al., 2009).
factors that enable individuals to meet their psychological needs when Most vacation researchers explore general vacation experiences,
they are in a lower-power position. The study adopted cross sectional but researchers are starting to investigate whether there are individual
survey research design. Two hundred and ninety-six (N =296) offi- differences in vacation experiences. De Bloom and colleagues (2011)
cers of Nigeria Security and Civil Defence Corps (Males = 151, Female looked at whether all employees experienced benefits during a vaca-
= 129, Mean age = 34.20years SD = 3.67) constitute the respondents tion and found that only 60% of their sample had improved over the
using purposive sampling technique. Four instruments – 18 item vacation (de Bloom, Geurts, Sonnentag, de Weerth, & Kompier, 2011).
Psychological well-being scale (PWB-S) by Ryff (1995), 30 item Risk A handful of studies have begun to explore if different types of work-
Perception questionnaire (Gilkey & Lopez del Puerto, 2011), 13 item ers experience differing vacation effects. Personality types have been
Job Stress Scale by Parker and DeCotiis, (1983) and 10-item BFI Big suggested as possible predictors for the dissimilarities in the bene-
Five model of personality traits (Rammstedt & John, 2007) were used fits gained from a vacation; one such personality is multidimensional
for data collection. Two hypotheses were tested using the zero-order perfectionism (Flaxman, Menard, Bond, & Kinman, 2012).
correlation and multiple regression techniques. Results showed that, Previous research has found perfectionism to be a multi-faceted
there was significant negative relationship between risk perception and or multidimensional personality trait. It contains a variety of facets
312 WORK, STRESS AND HEALTH
S AT U R D AY
that when combined describe two higher-order dimensions: perfec-
tionistic concerns and perfectionistic strivings (Hill & Curran, 2016). Salon 10
Perfectionistic concerns (PC) include socially-prescribed perfection-
ism, concerns over mistakes, and doubts about actions (Frost, Marten, Research Methodology to Investigate Factors
Lahart, & Rosenblate, 1990; Hewitt & Flett, 1991b; Stoeber & Rennert, that Impact Worker Safety, Health, and Well-
2008). This dimension has been associated with higher levels of fear, being
depression, stress, anxiety, and burnout (Moate, Gnilka, West, & Bruns,
2016; Stoeber & Rennert, 2008; Stoeber et al., 2016). Perfectionistic PAP E R S E SS I O N
strivings (PS), on the other hand, include self-oriented perfection-
ism and high personal standards (Frost et al., 1990; Hewitt & Flett, Measurement of employment arrangements in the contemporary
1991b; Stoeber & Rennert, 2008). This dimension has been associated U.S. labor market: A typological approach
with higher levels of self-confidence, motivation, and goal-directed
Trevor Peckham (University of Washington)
behaviour (Moate et al., 2016; Stoeber & Rennert, 2008).
Perfectionistic concerns and perfectionistic strivings have been Problem. Economic, social, technological, and political trends have
shown to have large positive correlations with each other (Stoeber caused a number of changes in the labor market, especially the shift
& Gaudreau, 2017). This indicates that those who have high levels of away from job security toward more “flexible” employment prac-
perfectionistic strivings also have high levels of perfectionistic concerns, tices[1–3]. Consequently, there has been a decline in the so-called
and vice versa. In order to investigate the overlap between the two Standard Employment Relationship (SER; i.e., permanent, full-time,
dimensions, the 2x2 model of perfectionism was theorised to allow regularly-scheduled work, with secure wages and benefits) and
exploration into the within-person combinations of perfectionism concurrent rise in non-standard employment arrangements. Estimates
(Gaudreau, 2012). Figure 1 represents how the four different combina- suggest that tens of millions workers are currently classified as contract,
tions of perfectionism (including Pure PS, Pure PC, Mixed Perfectionists, contingent, fixed-term, or temporary[4]. Further, these arrangements
and Non Perfectionists) are organised. are socially distributed such that women, people of color, immigrants,
To further the understanding of individual factors contributing to younger workers, and lower-skilled and lower-educated workers are
vacation experiences and expand on previous research into perfec- disproportionately represented[5–7]. Yet our ability to understand the
tionism, this current research will explore whether multidimensional health risks associated with ‘de-standardized’ employment arrange-
perfectionism helps or hinders one’s vacation recovery and fade out. ments has been hampered by a lack of clear definitions regard-
This seven-week longitudinal study examines the relationship ing employment arrangement measures. Previous research on the
between the 2x2 model of perfectionism and school teachers’ rate of health consequences of non-standard employment have mostly used
recovery and fade out experienced over a half-term vacation. A sample single-dimensional constructs (e.g., temporary contract or perceived
of 280 school teachers from the United Kingdom and the United States job insecurity)[8]. However, the multidimensional construct of
filled in measures of burnout (emotional exhaustion and cynicism) and employment quality (EQ), defined as the terms and conditions of the
affective well-being (anxious and depressed affect) on two occasions employer-employee relationship, is increasingly being identified as
before the half-term, at one point during the half-term, and for four an important work-related determinant of health[9]. EQ components
consecutive weeks following the half-term. include contract type, material benefits, hours/schedule, mobility
To date, all data has been collected, but is currently being analysed. opportunities, and workplace power dynamics. Health studies using
The analysis will involve two main analyses. First, a k-means cluster multidimensional EQ constructs have mostly been restricted to Europe
analysis will be used to determine how each participant is organised and Canada, yet this research may have limited generalizability to the
within the 2x2 model of perfectionism. This analysis will categorize U.S. context due to differences in respective labor markets and social
each participant into each of the four combinations of perfectionism safety nets. Thus, there is a pressing need to develop approaches that
based off of how they scored on the Multidimensional Perfectionism better characterize contemporary employment arrangements so that
Scales (Frost et al, 1990; Hewitt & Flett, 1991b). Second, a series of we can better understand the population health implications, including
multi-level growth curve analyses will be utilized to establish the shape specifically within the U.S.
of growth over the seven weeks. The repeated measurements at each Procedures and Analyses. To advance understanding of employ-
seven occasions (level 1) are nested within each participant (level 2; ment arrangements within the U.S. labor market, we first develop a
Singer & Willett, 2003). This will allow for an investigation into how multidimensional measure of EQ using latent class analysis (LCA), a
each combination of perfectionism recovers during the half-term and modeling approach to identify latent subgroups within heterogeneous
the rate in which they fade-out when work resumes. populations. To operationalize EQ we leverage data from ~6,000 work-
ers in the General Social Survey, which includes rich information on
employment conditions within the Quality of Work Life module. The
EQ typology is based on similarity in workers’ responses to 11 indicators
of EQ. The conceptualization and choice of EQ indicators is guided by
an established framework[9], and available indicators are similar to
prior studies of EQ in Europe[7,10,11]. We evaluate wage earning and
self-employed worker populations separately. We then assess the
utility of the EQ typology as a measurement instrument by which we
can identify stratification of the labor market by employment condi-
tions. Using LCA with covariates, which treats class membership as
the response in a multinomial logistic regression model, we examine
313 WORK, STRESS AND HEALTH
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whether several sociodemographic (e.g., gender, nativity) and labor Codes for each respondent. Between 2002 and 2014, a total of nearly
market-related (e.g., industry, firm size) indicators are correlated with 6000 workers completed the QWL module. After excluding those
EQ type. in military jobs and in five jobs for which O*NET data were unavail-
Results. Based on assessment of both formal fit indices and concep- able, we had a sample of 5738 workers in 409 jobs. Although O*NET
tual interpretation of LCA models, we find that the U.S. workforce can uses the Standard Occupation Code (SOC), a crosswalk developed by
be grouped into eight classes of EQ (six within wage earners, two within NIOSH (see the appendix of Fujishiro et al., 2017) made it possible to
self-employed working populations). One class resembles the histori- link O*NET and GSS-QWL.
cal conception of SER employment (an estimated 22% of all workers), Following previous studies (e.g., Cifuentes et al., 2007; Meyer et
while other classes represent different configurations of EQ conditions. al. 2011), we constructed psychological job demands (six items) and
Importantly, evaluation of the structure and character of the eight EQ job control (seven items) from O*NET. From the QWL-module we
types challenges a dichotomy of standard vs. non-standard employ- composed psychological job demands (five items) and job control
ment types. For example, our ‘Dead-end’ job type is characterized by (six items). Because O*NET provides job-level data whereas QWL is
full-time, permanent working arrangements with adequate wages, but at the individual level, we explored the latter both as individual and job
with low opportunity and poor interpersonal and collective power rela- levels (aggregated). Intraclass correlation (ICC) by job title was 0.05
tions; while the ‘Optimistic Precarious’ job type has a high probability of for psychological job demands and 0.17 for job control. First, we exam-
being non-permanent and having low wages, but also high opportunity ined correlation between the O*NET and QWL measures in three ways:
to develop and strong interpersonal power relations. Further, we find at the individual level (i.e., treated O*NET measures at the individual
that EQ classes are correlated with several sociodemographic and labor level), at the job level (i.e., aggregated QWL measures to the job level),
market indicators. Generally, poorer EQ is associated with (a) younger, and cross-level (i.e., treated each measure at its original level). The
less-educated, immigrant, and non-white workers; and (b) retail and latter was done by fitting a two-level regression with QWL measures as
service occupations, and transportation and manufacturing industries. the dependent variable and O*NET measures as the independent vari-
Conclusions and practical implications. This study advances the able. The results showed that the psychological job demands measures
conceptualization and measurement of employment arrangements in did not correlated with each other regardless of the level of analysis.
the U.S. context. Overall, our results suggest substantial heterogeneity We did not proceed further with the construct. As for the job control
in labor market experiences of U.S. workers, and that types of employ- measures, the correlation coefficients between O*NET and QWL were
ment arrangements vary across social groups and occupations/labor significant at all levels of analyses, but job-level and cross-level correla-
market sectors. While studies have used typically used unidimensional tions were more highly significant (e.g., r = 0.52, p < .001 at the job level
constructs such as job security and non-permanent contracts, we vs. r = 0.36, p < .05 at the individual level).
believe our more nuanced and better-theorized approach will support Next we compared O*NET and QWL job control measures as inde-
improved understanding of the role of employment arrangements in pendent variables in individual-level and mixed (2-level) regression
influencing health. Importantly, the LCA approach allows for a concep- analyses, adjusted for age only. For the dependent variable we chose
tion of jobs as packages of different employment features, and theorizes three commonly used indicators of work-related well-being: general
that health consequences of EQ will depend on the specific pattern of job satisfaction (“very satisfied” – “not at all satisfied,” a 4-point scale),
conditions to which one is exposed—a potential innovation over single- self-rated health (fair/poor = 1, good/very good/excellent = 0), and
item measures or approaches that assume EQ can be operationalized the number of days of poor mental health in the last month (0 days,
as a gradual scale from low to high EQ. The modifiable nature of the 1-13 days, 14-30 days). ICCs for these outcome variables by job title
employment relationship makes it a critical and deserving determinant were 0.05 for job satisfaction, 0.30 for self-rated health, and 0.25 for
of health for future study. Improving precarious employment condi- unhealthy days.
tions may improve the health of millions of Americans, and particularly Most individual level regression models with O*NET job control
benefit demographic groups that are disproportionately impacted by as predictors led to the same conclusions as the ones with QWL job
poor EQ conditions. control as predictor: the higher the job control, the higher the job satis-
faction, the lower the odds of reporting poor health and frequent mental
What can we impute from O*NET? An exploratory study on distress. However, we observed some differences between O*NET
the correspondence between O*NET and self-reported data on and QWL measures. QWL job control explained considerably more
psychosocial job characteristics variance in job satisfaction (R² = .23) than O*NET job control (R² =
.05), whereas O*NET job control explained more variance in self-rated
Franziska Kößler (Berlin Social Science Center) health (McFadden’s R² = 0.07) than QWL job control (McFadden’s
Various studies have used the Occupational Information Network R² = 0.02). As for mental distress, both O*NET and QWL job control
(O*NET) to obtain information on psychosocial job characteristics were associated with >13 unhealthy days, but only O*NET job control
(Cifuentes et al., 2007; Fujishiro et al., 2018). While this might be an was also associated with 1-13 unhealthy days. In the two-level mixed
economical solution especially in large-scale studies, the systematic models, O*NET and QWL (aggregated) job control measures generally
evaluation of such imputation is still limited (Cifuentes et al., 2007; led to the same conclusions. Additional adjustments for gender and
Meyer, Cifuentes, & Warren, 2011). This study examines the utility race/ethnicity did not change the regression findings.
of O*NET data by comparing it with self-reported data from a large To summarize, O*NET seems to be a useful source of data for job
sample of workers in the General Social Survey (GSS), a nationally control but not psychological job demands. Regression analyses at both
representative, repeated cross-sectional survey of the US population. individual level and 2-level mixed models lead to similar conclusions for
Starting in 2002, GSS included the Quality of Work Life (QWL)- O*NET and QWL, but for self-rated health O*NET job control measure
module to collect data on work-related experiences including psycho- explained a greater portion of the variance. A major strength of this
social job characteristics. GSS also includes U.S. Census Occupation study is the large sample of workers in a wide range of jobs. The utility
314 WORK, STRESS AND HEALTH
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of O*NET may vary if the sample is small or the number of jobs included the Burnout Assessment Tool (BAT). The aim of this study was to vali-
is limited. However, if large-scale population health studies include job date the Japanese version of the Burnout Assessment Tool (BAT-J).
titles, O*NET data imputation may expand the possibility of examining Procedures. BAT consists of two sub-scales. One is BAT-23, which
psychosocial job characteristics in relation to health. includes 23 items measuring early symptoms of burnout, based on
four factors: exhaustion, mental distance, impaired emotional control,
The development of a set of proactive indicators for safety, health and impaired cognitive control. The other, BAT Secondary Symptoms
and well-being for Vision Zero (BAT-SS), measures 12 secondary symptoms of burnout based on two
factors: psychological distress and psychosomatic complaints.
Stavroula Leka (University College Cork) The English version of BAT was translated into Japanese by the
Current indicators of occupational safety, health and well-being (SHW) Japanese authors of this study. Next, back translation (from Japanese to
are often reactive, negative and with a long follow-up time, such as English) was conducted by English-speaking professionals who had not
accidents, injuries, sickness-absence, ill health and disease. Proactive read the original items. We compared the English and back-translated
management of SHW requires new types of performance indicators, versions, harmonizing them into the preliminary Japanese version. We
with an emphasis on positive or leading indicators. There is currently conducted cognitive interviews with corporate employees and finalized
no broadly accepted set of occupational safety and health (OSH) or BAT-J. The survey was then conducted via the Internet, using registered
SHW leading indicators, and as a result, proactive companies define monitors from a Japanese survey company. The first survey, conducted
their own sets of indicators. The variety of indicators hinders bench- in May of 2018, utilized 1,032 monitors. Of these, 498 participated
marking and mutual learning. in the second survey in June of 2018 to confirm test-retest reliability.
More than 2000 organizations are already participating in the The measures used in this study were BAT-J and MBI-J. Variables
International Social Security Association’s (ISSA) Vision Zero (VZ) were as follows: 1) job-related well-being (i.e., job satisfaction, work
strategy. Several of them have suggested to ISSA to provide guidance engagement, workaholism); 2) potential predictors such as job
for the use of both leading and lagging indicators. demands (i.e., quantitative and qualitative job demands, role conflicts);
This presentation will provide preliminary results from a project 3) job resources (i.e., job control, social support); and 4) potential
aimed at defining a limited set of proactive leading indicators, which consequences (i.e., turnover intention, psychological stress, work
are recognised as useful by ISSA and a reference group of organizations performance). Demographic variables (gender, marriage, education,
that participate in the global ISSA campaign. The set is to be useful for occupation, shift work, and hours worked per week) were included as
organizations in a variety of industrial sectors and jurisdictions, and possible confounders in the analyses.
relevant for large, medium and smaller enterprises. The set indicators Analyses. In evaluating factorial validity, we first conducted explor-
will build on ISSA’s Seven Golden Rules for VZ, but also on research atory factor analyses (EFA). For BAT-23, all 23 items were entered using
on VZ and OSH indicators. the maximum likelihood method. We extracted factors with eigenval-
The project will use input from: 1) frontrunner organizations (prac- ues greater than one, as well as specifying the expected number of
tical experiences) participating in the ISSA VZ strategy, 2) scientific factors as four. We then obtained factor structures via Promax rotation.
and grey literature, and 3) the ISSA steering committee. The project is We performed these same analyses for BAT-SS. Next, we conducted
organised into four phases. Phase one is to define a set of basic prin- confirmative factor analyses (CFA). We compared the goodness-of-fit
ciples and criteria that are important for the set of indicators, and to index of four-factor (hypothesized) model and one-factor model for
attain the cooperation of a limited and diverse set of organizations. BAT-23, and two-factor (hypothesized) model and one-factor model
The principles and indicators should have a clear potential to contrib- for BAT-SS.
ute to significant progress in the VZ process. Phase two is focussed on In evaluating construct validity, we investigated the relationship of
attaining and analysing inputs from VZ committed companies, from BAT-23 and BAT-SS to job-related well-being, possible predictors, and
earlier papers and research of the members of the project team, and possible consequences. To evaluate internal consistency, we calculated
literature research and review and results in the definition of a draft values for Cronbach’s alpha.
set of SHW indicators useful for implementing VZ. Phase 3 is about Results. Results of EFA showed that three factors with eigenval-
getting and processing feedback from potential users and involved ues of greater than one were extracted for BAT-23 and one factor was
stakeholders through semi-structured interviews, and defining and extracted for BAT-SS. When we conducted EFA by specifying the
finalising a set of indicators. Phase 4 will provide recommendations number of factors, four factors were extracted for BAT-23 and two
for follow-up and benchmarking. factors were extracted for BAT-SS (as hypothesized). For both BAT-23
and BAT-SS, total variances were slightly higher when we specified
Validation of the Japanese Version of the Burnout Assessment the number of factors than when using eigenvalues greater than one.
Tool CFA results showed high goodness-of-fit index of four-factor model
for BAT-23 and two-factor model for BAT-SS.
Keiko Sakakibara (Tokyo University) Cronbach’s alpha coefficients were 0.96 for BAT-23, and 0.92 for
Problem. Burnout is a serious problem in today’s society. To assess BAT-SS. Factors for BAT-23 were 0.93 for exhaustion, 0.85 for mental
burnout, the Maslach Burnout Inventory (MBI, Maslach, 1981) has been distance, 0.91 for impaired emotional control, and 0.93 for impaired
used extensively worldwide. Despite its popularity, the MBI has some cognitive control. Factors for BAT-SS were 0.88 for psychological
flaws, as follows: it lacks a theoretical basis; its contents are not up-to- distress, and 0.87 for psychosomatic complaints.
date; it suffers from technical and psychometric shortcomings; and the Investigating the relationship of BAT-23 and BAT-SS with other
practical applicability of the MBI is poor. Therefore, Professor Schaufeli variables revealed the following: both BAT-23 and BAT-SS showed
of Leuven University is overseeing development of a new instrument, significant positive relationships with MBI and its subscales. Regarding
job-related well-being, BAT-23 and BAT-SS showed significant negative
315 WORK, STRESS AND HEALTH
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relationships to job satisfaction and work engagement, and positive
ones to workaholism. For potential predictors, both scales showed
significant positive relationships to job demands (i.e., quantitative
and qualitative job demands, role conflict) and negative ones to job
resources (i.e., job control and social support). Regarding potential
consequences, both scales showed significant positive relationships
to turnover intention and psychological stress, and negative ones to
work performance. All relationships were exhibited as hypothesized.
The first and second surveys showed significantly positive rela-
tionships between all factors of BAT-23 and BAT-SS; thus, test-retest
reliability was confirmed.
Discussion. Conducting EFA with eigenvalues greater than one, we
could not extract the hypothesized number of factors. Further investiga-
tion is needed to generalize our findings to other participants. However,
BAT-J was largely confirmed as an adequate measure of burnout that
can be used in Japanese contexts.
316 WORK, STRESS AND HEALTH
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2:30–3:45 p.m.
Concurrent Sessions 11
Independence Ballroom A research does suggest that caution be taken when stress is a focus of
these interactions. The proposed conceptual model provides a starting
Models and Measures point for this discussion.
PAPER SESSION
Using Worker Personality Profiles to Predict Burnout and
Engagement
Verbalizing stress in the workplace: Friend or foe?
Claire Smith (Bowling Green State University)
Mari-Amanda Dyal (Kennesaw State University)
Organizations are continually looking to increase employee engage-
A statement of the problem: Everyday stresses are unavoidable, which
ment and decrease burnout. Unfortunately, these goals may be more
has been the case since the formal identification and introduction of
difficult to achieve than most realize. According to recent surveys, an
stress in the early 1900s by pioneer researchers. Even so, these every-
estimated 28% of working Americans experience burnout (Shanafelt et
day stresses easily become a focal point of idle conversation; verbalized
al., 2015) while only 34% are truly engaged in their work (Harter, 2018).
to a higher degree in modern society. Stress verbalization is a relatively
Engagement describes a state of vigor, dedication, and absorption in
recent development, as earlier generations did not speak of everyday
work (Schaufeli et al., 2002) whereas burnout is defined as a persistent
stresses in a social context. In fact, there has been a palpable shift from
state of exhaustion and detachment from work (Maslach et al., 2001).
stress suppression to stress expression.
As such, they have historically been viewed as opposite ends of one
All settings (physical and digital) are perfect breeding grounds for
continuum. However, more recent work examining the correlates of
stress verbalization, but the workplace presents a unique combination
burnout and engagement are calling this single continuum into ques-
of circumstances where 1) stress is to blame for workplace absen-
tion, instead describing them as separate, but related, constructs (e.g.,
teeism, and 2) social interactions are a coping mechanism for stress.
Schaufeli et al., 2008).
Social interactions focused on stress create a shared space for relation,
One commonly studied antecedent that has demonstrated discrep-
commiseration, and victimization, which seem harmless. However,
ant findings is that of personality. Commonly measured via the Big
this behavior has positioned stress as an unyielding force that grows
Five personality traits (conscientiousness, extraversion, agreeable-
stronger with each stress-focused discussion. That is, stress is spoken
ness, openness, and neuroticism), a fuzzy picture has emerged as to
into a place of power.
which traits significantly predict burnout and engagement. While most
This behavior is in need of a theoretical framework by which expla-
studies point to neuroticism as the prominent predictor of burnout
nation and prediction can occur. The transactional model of stress
(Kim, Shin, & Swanger, 2009), Madnawat and Mehta (2012) suggest
describes the cognition of stressful events as they relate to 1) an
that burnout is influenced by a combination of all five traits. Research
appraisal process and 2) a coping response. This theory posits that
examining personality and engagement provides similarly unclear
the act of thinking about stressful events and the subsequent response
conclusions. Studies have related engagement to conscientiousness
removes the power of stress. Through cognition, the verbalization of
and neuroticism (Kim et al., 2009), openness (Akhtar et al., 2015),
stress will undergo an appraisal process that yields an appropriate
neuroticism and extraversion (Langelaan et al., 2006), and all five
coping response negating the vicious cycle of stress begetting stress.
traits (Zaidi et al., 2013). This confusion not only leads to practical
Methods. A conceptual model is proposed that reframes the trans-
questions about how to maximize engagement and minimize burnout
actional model of stress specific to the stressful event, the appraisal
among workers but contributes to the historically-rooted conceptual
process, and the coping response. This model reframing is based upon
overlap between the two constructs.
an extensive literature review of the current state of 1) the transactional
In this study, we use a personality profile approach to clarify how
model of stress and 2) the concept of stress verbalization in an effort
various configurations of Big Five traits relate to burnout and engage-
to establish their relevance to each other.
ment. Despite the demonstrated utility of personality profiles in predict-
Results. The reframing of the transactional model of stress is
ing health-related outcomes (e.g., Kinnunen et al., 2012; Zhang et al.,
based upon the literature review findings: 1) verbalization activates
2015), very few studies have studied personality profiles with engage-
the traditional stress response, 2) social interactions are not necessarily
ment or burnout, let alone both simultaneously. In doing so, we give
symbiotic, and 3) self-talk is a powerful regulator. Therefore, the model
a more robust picture of these constructs and the people who expe-
reframing proposes that the act of verbalization is indeed the stressful
rience them.
event that initiates a cognitive appraisal process that 1) determines the
665 participants recruited from Amazon’s Mechanical Turk
role of verbalization and 2) qualifies the course of shared verbalization
(MTurk) were included in the analyses (working 24+ hours per week,
versus self-verbalization as a coping response.
employed in America, 98% or higher MTurk rating). All constructs were
Conclusions. The verbalization of stress has become so common-
measured in a one-time survey measuring personality (20-item Mini-
place that it goes unnoticed, much like any automatic behav-
International Personality Item Pool; Donnellan et al., 2006), burnout
ior (maladaptive or adaptive). This behavior requires a theoretical
(16-item Oldenburg Burnout Inventory; Demerouti et al. 2003), and
discussion in order to establish explanation and estimation from both
engagement (17-tem Utrecht Work Engagement Scale; Schaufeli et
a maladaptive and adaptive perspective, especially in the workplace
al., 2002)
setting where social interactions can and do impact employee health.
That is not to say that social interactions pose a threat, but the current
317 WORK, STRESS AND HEALTH
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Sample information, variable descriptive statistics, and correla- assess self-evaluations of what the worker feels he or she accom-
tions are reported in Table 1. Latent profile analyses were conducted plishes at work. Feelings of reduced accomplishment are thought to
using Mplus 7 (Muthén & Muthén, 2012), informed by Asparouhouv be a consequence of exhaustion (Maslach, Schaufeli, & Leiter, 2001).
and Muthén’s (2014) three-step process. First, based on a variety of It has been suggested that burnout measures have problematic
fit statistics, the optimal model included four profiles (see Table 2), construct validity (Schonfeld & Bianchi, 2016). Two important features
which were named using post-hoc comparisons (see Figure 1). In line of construct validity are convergent and discriminant validity. Burnout
with past personality profile research using the Big Five, our results scales tend to have reasonable convergent validity with one burn-
revealed four of the five most common profiles: resilient, overcontrol- out scale correlating highly with different burnout scale (Demerouti,
ler, undercontroller, and reserved (Herzberg et al., 2006; Kinnunen et Bakker, Vardakou, & Kantas, 2003; Halbesleben & Demerouti, 2005;
al., 2012; Rammstedt et al., 2004). Shirom & Melamed, 2006). There is, however, a question regarding the
Next, we used the posterior distribution to determine likely profile discriminant validity of burnout scales (Ahola, Hakanen, Perhoniemia,
membership for each participant (see Table 3). Finally, we used a & Mutanen, 2014; Bianchi, Schonfeld, & Laurent, 2014; Schonfeld &
one-way ANOVA to determine that the profiles were indeed signifi- Bianchi, 2016; Schonfeld, Verkuilen, & Bianchi, 2017; Wurm et al., 2016).
cantly different in their levels of burnout (F(3,661)=45.60, p<.001) and Because burnout is conceived of as a syndrome encompassing EE, DP,
engagement (F(3,661)=25.4, p<.001). Specifically, using χ2 statistic to and reduced PA, it should be expected that scores on the subscales of
compare equality of means across the profiles, resilients were more instruments such as the MBI would be more highly correlated with each
likely to be engaged than any of the remaining three profiles whereas other than with measures of a different construct. Some researchers
both overcontrollers and undercontrollers were more likely than those have contended that the EE core of burnout is more highly related to
categorized as reserved or resilient to be burned out (see Table 4). depressive symptom scales than to DP and PA (Bianchi, Schonfeld, &
Based on our findings, it appears that a combination of conscien- Laurent, 2018).
tiousness and neuroticism drives both burnout and engagement. In In this study we concentrate on research that employed the MBI
other words, employees who are high in conscientiousness and low because it is most commonly used measure of burnout in the world.
in neuroticism tend to be less burned out and more engaged at work. In a recent search of PsycInfo, the MBI showed up in 4,375 times. In
However, in comparing the reserved and resilient profiles, it seems that other words, the MBI showed up at least 21 times more often than any
high extraversion, as part of a larger trait configuration, may be import- of the three other leading burnout measures: the Oldenburg Burnout
ant to boosting engagement but unrelated to burnout. Inventory (207 hits), the Copenhagen Burnout Inventory (154 hits),
These results demonstrate that a profile approach to personality is and the Shirom-Melamed Burnout Measure/Questionnaire (178 hits).
important to parsing out the differences between burnout and engage- In this report we review research conducted over the last 30 years
ment and provide further support for the conceptualization of the in which the findings that bear on the correlations among scores on EE,
two as separate constructs rather than opposite poles of a spectrum. DP, PA, and depressive symptoms scales. A pattern of results emerges
Practically, assessment of personality profiles in pre-hire stages may from these past studies. The pattern suggests that EE scores, on aver-
help organizations select engaged employees (i.e., resilient) rather than age, correlates more highly with depressive symptom scores than EE
those who are simply not burned out (i.e., reserved). However, given scores correlate with DP and PA scores. An implication of the pattern
the prevalence of burnout, organizations should also use personality of findings is that the EE subscale reflects something other than the
profiles to identify employees at risk for burnout post-hire and provide core of burnout, namely, that it is measuring much the same thing that
tailored interventions, as early interventions reduce the risk of health depressive symptom scales measure.
impairments and increase motivation, satisfaction, and efficiency at Notably, EE contains a number of fatigue items. Fatigue is a symp-
work (Jacobs & Dodd, 2003). tom of depression. The DSM-5 indicates that in depression “often
insomnia or fatigue is the presenting complaint” (American Psychiatric
The Relationship Between the Maslach Burnout Inventory and Association, 2013, p. 162). A skilled clinician can recognize the under-
Depressive Symptom Scales: The Last Thirty Years lying depression, including a work-related depression (Kahn, 2008).
When burnout first began to appear in the literature, Oswin (1978)
Irvin Schonfeld (City University of New York) identified a problem she identified as “professional depression,” a form
Burnout is one of the most important dependent variables in research of depression that is caused by exposure to highly aversive working
in occupational health psychology. Maslach, Leiter, and Jackson (2016) conditions.
defined burnout as a job-induced syndrome combining emotional Depression has been conceptualized both categorically (diagnos-
exhaustion, depersonalization, and a reduced sense of personal tically) and dimensionally. Advances in research on psychopathology
accomplishment. These dimensions of burnout are reflected in the suggest that depression is better conceptualized as dimensional, that
Emotional Exhaustion (EE), Depersonalization (DP), and Personal is on a continuum (Caspi et al., 2014; Kotov et al., 2017). Some have
Accomplishment (PA) subscales of the Maslach Burnout Inventory termed that continuum psychological distress (Dohrenwend et al.,
(MBI). It should be noted that in some versions of the MBI, the allied 1980). We advance the view that dimensional measures of distress
terms Exhaustion, Cynicism, and Efficacy are used. In this submis- such as depressive (and anxiety) symptom scales provide a window
sion, we will use the abbreviations EE, DP, and PA to reflect the related into the process by which job stressors give rise to clinically significant
subscales of any version of the MBI. problems. Elevations in scores on such dimensional measures alert us
The EE subscale was designed to assess the core of burnout as mani- to the potential for an onset of a mental health problem and help clini-
fest in an individual’s feeling stressed out and drained of energy. The DP cians provide sufferers appropriate treatments. By contrast, elevations
subscale was designed is thought to assess withdrawal and distancing in burnout scales suggest that a worker is tired and may need a vacation.
oneself from others connected to one’s job. Depersonalization is viewed The half-life of vacation is about two weeks (Westman & Eden, 1997),
as a way of coping with exhaustion. The items on the PA subscale and is likely not to be sufficient to help the suffering worker.
318 WORK, STRESS AND HEALTH
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Challenge, Hindrance, and Threat Stressors: A Within- and hindrance, and/or threat appraisal rating (of 50 or more) by at least
Between-Persons Examination of General and Specific Stressor 25% of respondents (Table 3).
Appraisal Tendencies and A Priori Categorizations We tested H2 by identifying the highest median appraisal likeli-
hood rating for each of the common work-related stressors that was
Lisa Brady (The University of Tennessee at Chattanooga)
also greater than 50 out of 100 (identified in bold, underline in Table
Researchers often label work-related stressors associated with positive 2). We then compared the appraisal form associated with this high-
outcomes as challenges, and those associated with negative outcomes est rating with how stressors are typically categorized a priori. Out of
as hindrances (Cavanaugh et al., 2000). This challenge-hindrance these 17 stressors, empirical appraisal likelihoods cleanly aligned with
stressor framework is an extension of Lazarus and Folkman’s (1984) typical a priori stressor classifications for 11 of the 17 stressors (64.7%),
transactional theory of stress, which suggests that appraisals of stress- supporting H2. It should be noted, however, that the remainder of
ors mediate the effect(s) of stressors. Despite the popularity of this participants’ ratings were either opposite to or unclearly aligned with
challenge-hindrance perspective in work-related stress research, ques- either challenge or hindrance stressor classification.
tions linger about its theoretical foundation and functional utility. With We tested H3 by correlating overall appraisal tendency scores with
few exceptions (e.g., Bhagat et al., 1985; Scheck et al., 1995; 1997), participants’ within-person average appraisal likelihood ratings across
researchers tend not to actually measure participants’ stressor apprais- the common stressors. The resulting correlational values are positive
als (Crawford et al., 2010; Podsakoff et al., 2007; Webster et al., 2011), for each of these pairings, though only the correlation between average
but instead categorize stressors a priori based on theory or stressors’ hindrance appraisal likelihood ratings and general hindrance appraisal
known relationships with certain outcomes. This approach perpetuates tendency reached statistical significance (r = .23, p < .05).
a theoretically, rather than empirically derived understanding of stress- Discussion. These findings have important implications for how we
ors and their impacts on workers, and it limits our understanding of the approach the study of stressors in the workplace. First, the findings that
complex, multidimensional way in which stressors may be appraised. common job stressors can be simultaneously appraised as a challenge,
In this presentation we will present findings from a study in which a hindrance, and a threat provides support for the central tenet of the
we explored whether common work-related stressors are appraised transactional theory of stress: the importance of one’s appraisal of a
in different ways—either within and/or between people. If so, then stimulus in determining its effects. Of the 17 stressors, 64.7% of a priori
we should not assume that a priori categorizations of stimuli accu- categorizations aligned with the way in which individuals in this study
rately reflect an individual’s appraisal of those stimuli. Evidence is appraised the stressor. Additionally, results show a significant positive
mounting that this is the case. Researchers have found that some relationship between general hindrance appraisal tendency and aver-
work-related stressors (e.g., workload) are perceived as a challenge age hindrance appraisal rating. Finally, we will discuss the implications
(e.g., Cavanaugh et al., 2000), hindrance (e.g., Bakker & Sanz-Vergel, for future research regarding targeting specific stressors, rather than
2013; Drach-Zahavy & Freund, 2007), and as both s challenge and approaching work situations with generalized assessments.
hindrance simultaneously (e.g., Webster et al., 2011; Widmer, Semmer,
Kalin, Jacobshagen, & Meier, 2012). Our driving hypotheses were:
H1: Common job stressors may be simultaneously appraised as a
challenge, hindrance, and a threat. This is true at the (a) sample level Philadelphia Ballroom North
and (b) person level.
Young Workers and Occupational Health and
H2: Individuals’ appraisal ratings of stressors as challenges,
hindrances, and threats are positively aligned with a priori categori- Safety
zations of common job stressors.
SYM P OS I UM
H3: An individuals’ dominant appraisal style is positively correlated
with general appraisal tendency scores.
Method. Participants included non-student adults employed Chair: Nick Turner (University of Calgary)
full-time and graduate students with paid work (N=591). Data were The vast majority of young workers, variously defined as employees
gathered via internet survey including measures of general stressor between the ages of 15 and 24 years, experience paid employment
appraisal tendencies (for challenge and hindrance, adapted from Searle within the formal economy. Research has long examined features of
& Auton, 2015; and threat, adapted from Feldman, Cohen, Hamrick, & early employment, one of which is occupational safety (Loughlin &
Lepore, 2004). A subset of common work-related stressors (Table 1) Barling, 2001). Young workers, like older (‘adult’) workers, encounter
was identified (from Wiegand et al., 2012 and others) as target stimuli physically hazardous work, have the potential for or experience on-the-
to which participants indicated: (a) the extent to which each stressor job injuries, and participate in efforts to protect the safety of themselves
was prevalent in their work environment, and the extent to which they and others (Koehoorn, Breslin, & Xu, 2008). However, the young worker
would perceive each stressor as (b) a challenge, (c) a hindrance, and population faces a number of obstacles in using affordances typically
(d) a threat. provided in many employment systems, such as the right to know
Findings. Summarized in Table 2, median and interquartile range about physical hazards, the right to refuse dangerous work, and the
(IQR) data indicate that common work-related stressors were simul- right to participate in safety practices (Gray, 2009; Raykov & Taylor,
taneously appraised as challenges, hindrances, and threats, supporting 2013). These obstacles are rooted in the differentiating qualities of
H1a. To test H1b, we examined the number of individuals who indicated young worker populations in comparison to adult worker populations.
appraising each stressor with ratings of at least 50 out of 100 on two or These variously include: (1) the nature and experience of work that
more of the three forms of appraisal. Eleven of the 17 common stress- young workers typically undertake compared to adult workers, (2) the
ors (64.7%) were associated with some combination of challenge, comparatively limited life and work experience of young worker popu-
lations, (3) the typical state and variation in physical and psychological
319 WORK, STRESS AND HEALTH
S AT U R D AY
development of young workers between the ages of 15 and 24, and (4) presentations. Examples of such issues include a greater understand-
the range of social and organizational influences that may affect young ing of the contexts in which young workers work, as well as important
workers’ attitudes and behaviors towards work. research questions about the various social and organizational influ-
The presentations in this symposium individually and collectively ences that affect young workers’ health and safety behaviors.
explore these four features of young worker populations as a way of
explaining what we know about young workers and occupational health Workplace Violence Against Youth: Characteristics and
and safety, situating the symposium squarely in the “What does the Consequences
future hold?” theme of the Work, Stress, and Health 2019 conference.
Kimberly Rauscher(West Virginia University)
The first presentation by [redacted], PhD, and colleagues explores
young workers’ experience of workplace aggression. One objective Workers under the age of 25 are at risk for workplace violence (US
of the authors’ national survey was to learn how experiences of work- Bureau of Labor Statistics, 2014a, 2014b). This includes bullying, verbal
place violence negatively affect young workers’ mental health, work abuse, sexual harassment, threats, physical attacks and even homi-
life, and school life. The findings from this study urge employers to take cide. Given their predominant employment in the high-risk retail and
preventative action such as instituting a workplace violence prevention service industries, their lack of violence prevention training and the fact
programs and providing age-appropriate training to young workers. that they may be uniquely affected by workplace violence due to their
Following this, the second presentation by [redacted], PhD, and ongoing physical and psychological development, young workers are
[redacted], PhD, builds on the focus of the experience of workplace a vulnerable population when it comes to workplace violence. Despite
aggression among young workers. In particular, the authors focus on this, little research attention has been directed at this group of work-
young workers’ willingness to report physical hazards, correct safety ers. To help fill this gap, we conducted a national study of workplace
problems in the workplace, and refuse to work in unsafe conditions by violence among youth ages 14-24. The main objective of which was to
examining the potential for coworkers’ behaviors as potential moder- improve our understanding of young workers’ experiences with work-
ators. The authors find that that when coworkers exhibit aggressive place violence and to learn how these experiences negatively affect
behavior, the effect is to dissuade young workers from acting on their mental health, work life and school life. We collected data from
their knowledge and reducing the likelihood that young workers will 1,017 workers ages 14 to 24 across the US, via telephone interview. Data
undertake safety-related reporting. The findings point to the impor- collection occurred between July 2017 and January 2019. Respondents
tance of the social context in determining young workers’ safety-re- were asked about their experiences with workplace violence in the 12
lated behaviors and experiences, and suggest that the effectiveness months prior to the day of their interview. Eligible participants had to
of safety programs may be enhanced if they move beyond a narrow have held a formal civilian job in which they earned a paycheck in the
focus on safety to include consideration of the broader psychosocial previous 12 months. Babysitting, lawn mowing, and other odd jobs
work environment. done for cash on an informal basis were not included. For the present
In the third presentation, the symposium further explores the like- analysis, we used descriptive statistics to characterize reports of work-
lihood of young workers speaking up about safety-related issues (i.e., place violence including the forms experienced, the perpetrators, and
safety voice). [redacted], MSc, and colleagues examine the relationship the consequences suffered as a result. These included various forms
between young worker perceptions of invulnerability and safety voice of mental distress (e.g., anxiety) as well as negative impacts on their
through the development and testing of a model in two studies about work life (e.g., productivity) and school life (e.g., grades). We collected
the relationship between perceptions of physical danger at work and details of the cases by asking respondents about the last event in which
safety voice—mediated by the fear of injury and moderated by percep- they suffered workplace violence. When a respondent reported expe-
tions of invulnerability. The results from the two studies suggest that riencing multiple forms of violence, interviewers randomly selected
young workers who perceive themselves as invulnerable to physical one form and asked the respondent to talk about the last time they
injuries at work are less likely than their more vulnerable counterparts experienced that form of violence. Our sample included 491 (48%)
to speak up about safety concerns especially when the work environ- 14- to 17-year-olds and 526 (52%) 18- to 24-year olds. Just over 53%
ment is not particularly hazardous. were male, 77% were white, and 14% identified as Hispanic/Latino.
In the fourth presentation, [redacted], PhD, and colleagues look Approximately 80% were students at the time of the interview, mainly
at how institutions can train young workers about hazard identifi- in middle/high school (n = 296) or a 4-year college/graduate school
cation and control, emergencies at work, rights and responsibilities, (n = 218). Just over 57% (n = 577) reported experiencing some form
and communication in an online format. The authors investigate an of workplace violence at least once in the 12-month study period. The
extension of NIOSH’s Youth@Work: Talking Safety curriculum called forms experienced were as follows: verbal abuse (50%), sexual harass-
Promoting U through Safety and Health (PUSH). The authors found that ment (22%); threats (15%); physical attacks (6%) and sexual assaults
although PUSH training was effective in increasing the health and safety (5%) (categories are not mutually exclusive). When asked about their
knowledge among young workers from different backgrounds and that last experience with workplace violence, respondents named custom-
young workers reported liking the training, the knowledge increases ers (53%) as the most common perpetrator, followed by co-workers
were not maintained at follow-up. This research tasks employers with (34%) and supervisors (20%) (not mutually exclusive). The most
the challenge of designing training to reflect the needs of a young audi- frequently reported mental health affects resulting from their experi-
ence, and more generally to increase the health and safety training ence included the following: increased stress (41%), increased anxiety
provided to their young employees. (39%), increased insecurity (26%), decreased self-esteem/confidence
Finally, building on these presentations, [redacted], PhD, (22%), and increased distrust of people (21%). Effects on school life
Coordinator of [redacted], is well qualified to bring these stud- were limited with few respondents reporting seeing their grades drop
ies together by critically evaluating common themes and highlight- (5%), skipping classes more often (3%), or showing up late for classes
ing issues for future research that are not addressed in the current more often (3%) after their experience with workplace violence. Work
320 WORK, STRESS AND HEALTH
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life effects were more common. After the event, 27% said they cared Similarly, Mullen (2004) found that individuals did not engage in safe
less about their job, 16% said they stopped trying to do their best work practices or wearing personal protective equipment as a result of
work, and 13% said their productivity decreased. Just over 29% quit teasing or harassment from their coworkers. We surveyed 177 young
or considered quitting their job in reaction to the event, while 17% workers who were also university students. At the time of the survey, all
changed their schedule and 14% cut back their hours. Our study finds participants were also working part-time. The majority of respondent
that workplace violence is common among young people in the United were female (n=143, 81%) and all were between the ages of 18 and
States and that it can have significant impacts on their mental health. 25 (Mean =20.17 years; SD =1.68 years). All respondents completed
Our finding that nearly one-quarter of youth experience sexual harass- Mullen’s (2005) three item measure of willingness to address safety
ment or assault at work demonstrates that such issues are not “adult” problems in the workplace (α = .95), as well as single items assess-
problems and even girls as young as 14 are at risk - a particularly salient ing their willingness to report hazards and to refuse unsafe work.
finding in this time of heightened awareness of gender harassment and Safety knowledge was measured with a seven item (α = .77) measure
inequality at work. Because of their vulnerabilities, both internal (e.g., adapted from Barling, Loughlin & Kelloway (2002). Finally aggres-
ongoing development) and external (e.g., high-risk jobs), young people sion was assessed with the coworker (10 items, α = .96) subscale
are a particularly vulnerable group who deserve more attention when it of the Workplace Aggression Scale (Schat, Desmarais & Kelloway,
comes to workplace violence. While our study did not determine long- 2006). Hypotheses were tested with moderated regression analyses
term effects, there was evidence that workplace violence has numerous with all analyses controlling for both age and gender. Aggression from
immediate negative impacts on the mental well-being of young victims. coworkers moderated the effect of safety knowledge on willingness
Further studies should attempt to understand whether these impacts to address safety problems (R2 = .034, p < .01), willingness to report
may be prolonged and under what conditions, specifically the severity safety hazards (R2 = .035, p < .01), but not on willingness to refuse
and type of violence is likely to play a role and should be examined. In unsafe work (R2 = .005, ns). Analysis of simple slopes suggested that
the meantime, we should work to raise awareness among youth and when coworker aggression was high safety knowledge had a smaller
their parents, teachers, mentors and doctors of the problem of work- effect on willingness to address safety problems (b = .04) than when
place violence and urge employers to take preventative actions such coworker aggression was low (b = .11). Similarly, safety knowledge had
as instituting a workplace violence prevention program and providing a smaller effect on respondents’ willingness to report safety hazards
age appropriate training to young workers. when coworker aggression was high (b = .06) than when coworker
aggression was low (b = .14). These findings point to the importance of
From Knowledge to Action: How Workplace Aggression Affects the social context in determining young workers’ safety-related behav-
Safety Behaviors in Young Workers iors and experiences. The effect of safety knowledge on respondents
reporting of safety events was considerably smaller when respondents
Stephanie Gilbert (Canadian Bankers Association)
also reported experiencing workplace aggression than when they did
A great deal of attention has been focused on issues of young workers’ not. Our results suggest that the effectiveness of safety programs may
safety given the consistent finding that young workers experience more be enhanced if they move beyond a narrow focus on safety to include
injuries than do their older counterparts. Tucker, Turner and Kelloway consideration of the broader psychosocial work environment.
(2015), for example, found that approximately 30% of their sample of
just under 20,000 young workers had experienced at least one minor Hazardous Work, Fear of Injury, and Safety Voice: The Role of
injury in the month preceding their study. Efforts to reduce the injury Invulnerability Among Young Workers
rate among young workers have focused largely on educational and
awareness campaigns (Kelloway, Francis & Gatien, 2013). Although Nick Turner (University of Calgary)
training is recognized to be an effective intervention in occupational Statistics indicate that young workers (15-24 years old) are 50% more
health and safety, recent research suggests that increasing knowledge likely to sustain an injury at work than their older counterparts are
may not be enough. Kao et al. (2019), for example, found that the link (Breslin & Smith, 2005), with young males being four times more
between safety knowledge and safety behavior was moderated by likely than older males to sustain an injury at work (Breslin, Koehoorn,
supervisors’ support for safety. Similarly, Mullen (2005) reported that Smith, & Manno, 2003). According to researchers and government
reporting of safety issues was predicted by management openness and safety councils, young workers as a group possess many character-
norms supporting reporting. In the current study, we focus on young istics that put them at a high risk of injury, including relative inexperi-
workers’ willingness to report hazards, correct safety problems in the ence, limited knowledge of their rights and responsibilities, and their
workplace and refuse unsafe work—these behaviors are the root of eagerness to please adult co-workers (Breslin, Koehoorn, Smith, &
the internal responsibility system that underpins much of Canadian Manno, 2003). Other research has shown that young workers are at
safety legislation and regulation (Kelloway et al., 2013). Moreover, we a heightened risk of injury due to their anatomical, physiological, and
extend previous findings by focusing on the potential for coworkers’, psychological characteristics (e.g., Alsop, Gifford, Langley, Beg, & Firth,
rather than supervisors’, behaviors as a potential moderator of the 2000; Anderson, Hannif, & Lamm, 2011; Windau & Meyer, 2005).
knowledge-behavior link. In particular, we suggest that when cowork- Furthermore, young people are at a greater risk of harm from exposure
ers exhibit aggression in the workplace (Schat & Kelloway, 2005) the to hazardous substances, and can develop cumulative trauma disor-
effect is to dissuade young workers from acting on their knowledge ders due to rapid growth and development of musculoskeletal systems
and engaging in safety related reporting. Aggression from peers maybe and organs (Linker, Miller, Freeman, & Burbacher, 2005). While the
particularly relevant for young workers given high rates of teenage occupational health and safety literature includes extensive research
aggression in general (Dupré et al., 2006). Empirically, Tucker et al. on injury rates, safety climates, and management strategies (Lavack
(2014) reported that young workers under-reported injuries at least et al., 2008), there exists a gap in the literature on how invulnerabil-
partially because of the negative reactions of others in the workplace. ity affects young workers’ occupational safety. Teenagers and young
321 WORK, STRESS AND HEALTH
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adults are more likely than adults to believe that they are invincible by students working less than 20 hours a week or not at all (Teixeira,
and that they will not get hurt when taking risks (Lapsley, Aalsma, & Fischer, Nagai, & Turte, 2004). Several studies have shown that work-
Halpern-Felsher, 2005) because of perceived invulnerability to injury, ing adolescents wake up earlier, have a shorter nocturnal sleep duration,
harm, and danger (Lapsley & Hill, 2010). One perspective is that young and a higher level of sleepiness during wake time during the week than
workers feel impervious to physical danger at work, blinding them nonworking students (Teixeira, Fischer, & Lowden, 2006). Although
to potential hazards, dampening their motivation to speak up about many protections are in place for adolescent workers through regu-
potential hazards, or both. While the broader literature on the relation- lation of hours of employment and limiting contact with dangerous
ship between invulnerability and risk-taking has produced inconsistent machinery and hazardous exposures, the non-fatal injury rate in young
results, there is a gap in the literature on the relationship between workers is twice the rate of older workers (Estes et al., 2010). The
invulnerability and preventative behaviors such as safety voice (i.e., National Institute for Occupational Safety and Health (NIOSH) devel-
speaking out and challenging the status quo with the intent of improv- oped the Youth@Work: Talking Safety curriculum to address the needs
ing the safety of the work situation; Tucker, Chmiel, Turner, Hershcovis, of young workers (http://www.cdc.gov/niosh/talkingsafety/). This
& Stride, 2008). The present study examines the relationship between classroom-based training addresses hazard identification and control,
young worker invulnerability and safety voice through the develop- emergencies at work, rights and responsibilities, and communication.
ment of a model about the perceptions of safety, and safety voice Promoting U through Safety and Health (PUSH) expanded the content
mediated by the fear of injury, and moderated by invulnerability. The of the Youth@Work curriculum to include information addressing
current paper investigates in two studies the role of invulnerability in health, safety, and communication in an online format (Rohlman et al.,
predicting young workers’ intentions to speak up about hazardous work 2016). Total Worker Health® is a strategy that integrates health promo-
(safety voice). We propose a moderated-mediation model in which tion with injury prevention. Interventions addressing TWH improve
perceptions of hazardous work are related to safety voice intentions workplace health effectively and more rapidly than wellness programs
via fear of injury, and that higher perceptions of invulnerability buffer focused only on health promotion (Anger et al., 2015). Occupational
(a) the extent to which potential hazards generate fear of injury and training is designed to protect workers from hazards in the workplace.
(b) the extent to which fear of injury motivates safety voice intentions. Employers are required to provide workers with a safe workplace
In Study 1, we randomly assigned participants (n = 115, aged 15-25) to through training and personal protective equipment; job tasks should
either an unsafe or safe scenario depicting working conditions in an be carefully assigned based on physical capabilities and age, and super-
industrial kitchen. Participants with lower perceptions of invulnera- vised to ensure proper performance. However, approximately half of
bility reported higher safety voice intentions across all levels of fear young workers report receiving no safety education (Chin et al., 2010)
of injury. Participants with higher invulnerability perceptions reported and no studies have evaluated durability, retention or training effec-
as high safety voice intentions only when fear of injury was high, and tiveness in younger workers. PUSH was found to be effective in increas-
reported much lower safety voice intentions than those with low levels ing the safety and health knowledge among young adults working as
of invulnerability when fear of injury was low. Study 2 replicates this lifeguards in a parks and recreation department, although this initial
model using three waves of field data from young workers (n = 67) in increase in knowledge did not remain at follow-up three months later
the Canadian province of Manitoba, each of whom kept the same job (Rohlman, Parish, Elliot, Hanson, & Perrin, 2016). To examine general-
throughout the 2012 summer vacation. Overall, the results from the izability, the training was evaluated among food service workers and
2 studies suggest that young workers who perceive themselves as young workers working in a range of industries recruited via Amazon
invulnerable to physical injuries at work are less likely than their more Mechanical Turk (MTurk). A similar increase in knowledge was found
vulnerable counterparts to speak up about safety concerns especially immediately after the training was completed, followed by a decrease
when the work environment is not particularly hazardous. at follow-up. However, the majority of both the MTurk and parks and
recreation participants reported liking the training content and the
Evaluating a Total Worker Health Training for Young Workers: format. An open-ended question at follow-up was used to assess if
Generalizability and Durability the PUSH training prepared them to handle situations at work. Thirty
percent provided an example of how the training increased awareness
Diane Rohlman (University of Iowa)
or changed their behavior. Several specifically indicated being more
There are many benefits to employment for young workers, including willing to speak-up about safety. In addition, during 2014 to 2016, new
increased self-esteem, autonomy, responsibility, and the development seasonal workers in a parks and recreation program completed the
of job skills as well as bringing in income (Baron, 2005). However, training. This cohort was followed each year to examine the duration
young workers (under age 25) have limited job experience and often of knowledge and impact of training on behavior; data analysis exam-
engage in unsafe, risky behaviors. Several factors that increase young ining retention of knowledge and changes in attitudes and behaviors
workers’ risk of injury have been identified, including hazards found in is in progress. These findings demonstrate that the PUSH training was
the workplace (e.g., knives, ladders), perceived workload (e.g., pressure effective in increasing the safety and health knowledge among young
to complete work more quickly), and minority status. Young workers, workers from different backgrounds. Although knowledge increases
particularly those in their first job, may be at greater risk because of were not maintained at follow-up, young workers reported liking the
lack of training and skills that may make them less likely to recognize training and several provided examples of how the training changed
hazards, speak up regarding safety concerns, and less aware of their their awareness of safety and health hazards or their behaviors at work.
legal rights as workers (Estes, Jackson, & Castillo, 2010). Injury and Although employers are tasked with providing safety training to their
illness are not the only risks to teenage workers. A study of high school employees, such training is not always well accepted or appropriately
students found that working 20 hours or more a week during the school designed to reflect the needs of a young audience new to the workplace.
year was associated with higher levels of emotional distress, more Additionally, scientific research and practical experience demonstrates
substance abuse, and earlier onset of sexual activity than experienced that comprehensive practices and policies that take into account the
322 WORK, STRESS AND HEALTH
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work environment while also addressing the personal health of indi- healthcare, and labor sectors, despite their understanding that work
viduals, are more effective in preventing disease and promoting health is a social determinant of health. Findings helped develop the next AR
and safety than adopting separate approaches. phase, a multi-sectoral capacity-building initiative, titled the Healthy
Work Collaborative to Map Action for Social Change (HWC).
Discussant: Rebecca Guerin (NIOSH)
The HWC invited public health and healthcare organizations to
engage with labor, government, and non-profit organizations to address
a work-related issue affecting the communities they serve. Through
Independence Ballroom B an application process, the HWC invited public health and health-
care organizations to engage with labor advocacy organizations to
Surveillance Among High Risk Workers address a work-related issue affecting the communities they serve.
Eight teams of multi-sectoral partners participated in the six-session
PAPER SESSION exploratory process. Representatives from the labor sector provided
technical assistance and facilitated training on Power Mapping, Theory
Healthy Work Collaborative: Addressing Precarious Work through of Change, and Action Planning. Technical assistance and training
Social Change helped public health and healthcare organizations define precarious
work and build organizational capacity to create policy, systems, and
Christina Welter (University of Illinois at Chicago)
environmental change.
Problem. Characterized by low wages, no termination protection or Analyses. An essential feature of action research is the value of
benefits, and limited workplace rights, precarious employment does reflection, dialogue, and learning (Ivankova, 2015). Multiple reflec-
not have a consistent label, and is variously referred to as non-stan- tion methods were used to evaluate increased knowledge, capacity,
dard, contingent, and insecure; and precarious workers are referred and partnership of HWC participants. Participants were asked to
to as vulnerable and disposable. Limited available data suggest that complete a pre- and post- evaluation at the beginning and end of the
precarious jobs are more dangerous at work and adversely impact six-session process. The pre- and post-evaluation was focused on their
health away from work. understanding of precarious work, action learning, their relationship
Precarious employment is complex in nature and an unexplored with their project partners, skills built through tools and approaches
area of research. There are limited sources of data about the health presented, the provision of technical assistance, and connections and
impacts of precarious employment. Additionally, there is no clear partnerships made throughout the HWC. Participants were also asked
definition or guidance on the implementation of Total Worker Health® to complete surveys every two weeks prompting HCHW researchers
programs in the context of precarious employment. Due to its uncertain to review/adapt the HWC curriculum as needed.
nature, precarious employment precludes the workplace as a point of Results. Analysis of quantitative and qualitative evaluation data
intervention. Workplace-based interventions also disregard political, indicates HWC participants had an improved understanding of precar-
economic and social factors fracturing traditional employer-employee ious work and its relationship to health; improved critical thinking and
relationships. strategic planning skills; and ability to analyze power dynamics and
Procedures. To address structural and systems-level barriers and identify potential allies. Notably, participating organizations described
facilitators to healthy work, the UIC Center for Healthy Work’s, Healthy enhanced collaborating and networking relationships following the
Communities through Healthy Work (HCHW) project, has taken a HWC.
novel integrated systems-based, capacity-building approach to learn- Practical Implications. Results from the HWC were used to develop
ing about and addressing precarious work. HCHW works to create a the next phase of the collaborative. HWC Phase 2 includes nine worker
system to generate and support healthy work in the context of precar- center, worker advocacy and/or union representatives paired with or
ious employment by (a) assessing existing systems and their capaci- working on public health or healthcare-centered policy and systems
ties for supporting healthy work and (b) developing organizational and change initiatives. Case studies and dissemination projects, in addi-
systems structures to facilitate continuous learning. tion to evaluation results, will build the evidence for approaches to
HCHW is an action research (AR) project which includes multi- address precarious work through multi-sectoral partnerships under-
ple rounds of systematic inquiry. HCHW developed a systematic taking policy and systems change.
approach for undertaking an environmental scan through the use of
semi-structured qualitative interviews. Environmental scan (ES) ques-
Occupational health risks in agriculture: An experience sampling
tions addressed organizational perceptions of worker health: strengths,
investigation for public health disease control
opportunities, challenges and threats related to health in the context
of precarious work; existing business and employment networks that Mahima Saxena (Illinois Institute of Technology)
support worker health promotion and protection; policy level propos-
Problem. Research in our field has explored health, well-being, and
als underway that might be leveraged to address precarious work;
safety outcomes for workers (Tetrick & Quick, 2011). However, an
initiatives that promote skills and the knowledge base of workers to
examination of health and well-being for non-standard workers is
increase self-efficacy for healthy work; and communication channels
limited. Such an examination in industries and cultural settings that
that exist for distribution and the two-way exchange of inquiry and
are outside of typically WEIRD (western, educated, industrialized, rich,
information sharing.
democratic; Henrich, Heine, & Norenzayan, 2010) “organizational”
HCHW researchers analyzed and interpreted the data collected
setups is even more rare. Recently, calls have been made to include
in the interviews through the development of a priori and emergent
workers that are outside of the mainstream (Bergman & Jean, 2015;
codes for thematic analysis. Through analysis of ES findings, HCHW
Saxena, 2017) and represent work in unique and relatively understud-
researchers identified a lack of collaboration between public health,
ied domains. For non-standard workers particularly, there is a high risk
323 WORK, STRESS AND HEALTH
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of work-related accidents, spread of disease, poor working conditions, to sleep at or near the fields. Poor economic conditions prohibited
and exploitative employment policies (ILO, 2013). This study is a step travel to-and-fro from the village. The proximity to the rice fields and
in the aforesaid direction. It examines occupational health risks that consequently the mosquito population, combined with the working
are experienced by workers in the agriculture and farming industry. hours, pose an increased threat of JE to the farmers and their families.
Vector-borne communicable diseases are a major public health Third, households possessed a single mosquito bed-net due to
concern around the world. It is well-known that rice farmers in South economic reasons, protecting a single member at a time and risking
Asia have a high risk of contracting Japanese encephalitis (JE) through those who were unable to seek shelter. Of the days that participants
mosquito bites, which is known to be endemic to this region, exposing were surveyed, different members of the family unit were found to use
over 3 billion individuals to the infection (CDC, 2014). 1 in 4 cases of the bed-net on different nights of the week, thereby exposing almost
JE infection can be fatal with permanent neurological and intellectual everyone by the end of the weekly data-collection period to JE.
damage in those who survive (WHO, 2014). There is no antiviral cure Implication/Conclusion. Policy-recommendations for agriculture
or specific treatment for JE fever. Prevention of JE fever can be done will be discussed.
through preventing mosquito bites in the first place.
Despite its widespread association with rice farming, work-be- Occupational health and decent work for informal workers:
haviors that predispose farmers to the virus are not well understood. Findings and policy implications of a field study in South Asia
This study aims to uncover daily behaviors of rural workers in South
Asia that puts individuals at risk of JE during farming activities. Taking Mahima Saxena (Illinois Institute of Technology)
a person-centric stance, modified ecological momentary assessment Problem Statement. According to the World Bank, over half of the
(EMA) was utilized in order to identify and understand behaviors that world’s population lives and works within the informal employment
are specifically tied to the communicable disease life cycle. The overall sector (World Bank, 2002). Informal work is often fraught with danger-
guiding research question for this investigation was: ous and unsafe working conditions with a high risk of accident and
What are the daily behaviors and lifestyle practices in rice farm- injury. In 2002, the International Labor Organization (ILO) adopted a
ing that expose agricultural workers to the spread of communicable resolution to address the needs of workers in the informal economy
disease, specifically, Japanese Encephalitis? around the world who are unable to break the cycle of poverty, “with
The study uses modified EMA, thereby illustrating the use of this emphasis on an integrated approach from a decent work perspective”.
technique for gathering ecologically valid data in field research studies The ILO puts forth “decent work” mandates for nations to provide
in contexts that are challenging for data-collection. dignified, healthy, and safe working conditions for workers around
Method. Given the nature of the research site, vastly different work the world. These agendas often lack a psychological understanding
and cultural context, major modifications were made in deploying of workers in poverty, and are created in a “top-down” approach by
the EMA schedule (Beal & Weiss, 2003). The schedule of questions global policy makers.
was matched to the work and life experiences of rural participants, The informal economic sector represents over 60% of the world’s
necessitating open-ended questions multiple times a day and at night. working population but is not part of mainstream scholarly discourse
Participants were instructed to provide as much detail as possible in our fields. Industrial and organizational psychology has only recently
about their experiences and the thought process behind their behav- considered the role of non-standard and informal workers who are
iors. Questions was adapted to the local cultural context (Schein, 2012). outside of traditional organizational setups (for instance, Gloss et al.,
Preliminary interviews and follow-up focus-group discussions were 2017; Saxena, 2017).
conducted in order to establish the validity of the data. Informal work presents economic and financial conditions that
Participants were a total of 20 men and 11 women who were can lead to unique work and occupational health experiences that are
sampled over the course of 10 days. Assessments were conducted in important to understand, both from science and practice perspectives.
the local language and in keeping with cultural sensitivity necessary for The latter can provide meaningful directions to global policy makers at
investigations of this nature. Participants were asked to describe their the World Bank and ILO.
activities since the last assessment. Farming was found to be 24-hour This study is a step in this direction. The study focuses on highly
activity, that bled into non-work life. Questions gauged the extent to skilled workers, specifically artisan weavers and potters in the infor-
which participant behaviors exposed them to infected mosquitoes mal economic sector in South Asia. In many parts of this geographical
through the day and night. region, weaving and pottery tend to be the main source of livelihood
Results. Data were analyzed using an iterative process of theme for a large percentage of the population. For instance, weaving is the
generation in an inductive manner and explanations were drawn abduc- second largest occupational category in India (after agriculture).
tively (Spector, 2017). An intersection of farmer work-hours, lifestyles, Responding to recent calls by scholars in organizational sciences
and mosquito feeding times appeared to be a key factor in maintain- to have a person-centric examination of work-experiences focused
ing JE endemicity. Three key themes emerged that appeared to place on psychological process mechanisms (Weiss & Rupp, 2011; Spector,
farmers at risk. 2017), this study took an inductive and abductive approach to the guid-
Farmers worked in the field at dawn and in the evening after dusk to ing research questions and study analysis.
avoid incredibly high temperatures in the peak daytime and afternoon The broad guiding research questions were situated in local cultural
hours. This daily work-schedule coincided with the feeding cycle of customs and the financial hurdles associated with living and working
the carrier mosquito. This is a key occupational hazard with a localized below poverty lines. These were: a) What are the occupational safety
environmental risk factor that exposes rice farmers to peak mosquito and ergonomic difficulties experienced by informal workers?, b) What
activity, thereby increasing the likelihood of contracting JE. are the daily task-based challenges and hindrances experienced by
Second, due to the nature of rice farming requiring irrigating and informal workers?, and c) What is the nature of inner work-experiences
specific sowing and soil preparation stages, participants often chose of highly skilled workers in the informal economic sector?
324 WORK, STRESS AND HEALTH
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Procedures. Data were collected across multiple villages in several attraction-selection-attrition (ASA; Schneider, 1987) and self-determi-
districts in South Asia from highly skilled informal workers (N=50) nation theory (SDT; e.g., Deci, Olafsen, & Ryan, 2017). Recent research
engaged in pottery, weaving, and handicraft, ranging in age from (Brawley, 2017) indicates that the association of SDT needs satisfac-
25 to 60 years. Data were collected through in-depth, face-to-face tion with turnover and satisfaction is moderated by gig workers’ level
semi-structured interviews lasting approximately 1.5 to 2 hours each. of seriousness—defined as including their financial dependence and
Given the nature of the research site, vastly different work and hours worked on the platform. We will examine this moderator in more
cultural context, participants were instructed to provide as much detail depth, operationalizing its components separately, in order to provide a
as possible about their experiences and the thought process behind richer understanding of the features of gig work that satisfy rideshare
their behaviors. drivers’ psychological needs.
In order to get to the phenomenological reality and in keeping with Rooted in vocational psychology, ASA argues that workers join, stay
the spirit of qualitative inquiry (Spector, 2017), this approach helped at, and leave certain organizations based on the match between their
foster candid conversations about the issues at hand. Questions personal values with the work setting (Schneider, 1987). This frame-
was adapted to the local cultural context and conducted in the local work is especially relevant to rideshare drivers given the few formal
language in accordance with local norms (Schein, 2012). barriers to joining or leaving the rideshare workforce. Considering the
Questions assessed the nature of daily tasks (task difficulty, task work itself specifically, we also draw on SDT, which posits that humans
importance, and autonomy), associated psychological experiences have fundamental needs for feelings of competence, autonomy, and
(fatigue and emotional states), and occupational safety and ergonomic relatedness that may be fulfilled at work (e.g., Deci et al., 2017). As
difficulties associated with daily work. with ASA, these constructs may be especially relevant to a skilled
Results. It was found that artisan work in a unique micro-entrepre- task such as driving (competence) a variety of automatically-matched
neurial set-up involving high levels of skill, physical labor, and cognitive clients (relatedness) as an independent contractor (autonomy). The
effort. Through an iterative process of data-analysis by three indepen- satisfaction of all three SDT needs meta-analytically correlates with
dent trained coders, multiple themes emerged: both increased job satisfaction and decreased turnover intentions, with
Contextual Work Characteristics and Ergonomics. This theme the exception of the competence-turnover association (Van den Brock,
sheds light on the physical characteristics of extremely challenging Ferris, Chang, & Rosen, 2016). However, this sixth association was also
work while living in abject levels of poverty. Each of the sub-themes significant in a study specific to gig workers on MTurk (Brawley, 2017).
that emerged in this category will be discussed in detail: Ergonomic In addition to both meta-analytic and more specific support among gig
difficulties (back and musculoskeletal disorders), cognitive and phys- workers, satisfaction and turnover outcomes are also selected for this
ical fatigue, task-characteristics, and inclement weather as a hindrance study given that they reflect components of ASA. We propose that
to daily work. these associations generalize to the rideshare setting.
Personal identity. Strong personal identities existed surrounding the Hypotheses 1-2: Competence, autonomy, and relatedness needs
area of skill and expertise for the sample. These provide deep personal satisfaction will (1) significantly positively correlate with satisfaction
meaning and a sense of empowerment to the workers. This was an and (2) negatively with turnover intentions.
interesting finding given the lack of organizational identities and the In addition to extending this finding to a new gig work setting, we
nature of informal work. further propose a more thorough examination of the moderation
Pride as a self-descriptive emotion. 100% of the sample mentioned effects observed by Brawley (2017), in which worker seriousness
experiencing deep levels of pride in their work along with high levels of attenuated the effects of competence and autonomy needs satisfac-
work-satisfaction. Additional sub-themes suggest high levels of flow tion on the same two outcomes of satisfaction and turnover inten-
and work-engagement. tion. Worker seriousness, therefore, is essential to determining the
Implications and Conclusions. In a first study of its kind in our field, effects of SDT needs in understanding rideshare driver motivation.
the findings present the “voice” of a skilled community of informal However, Brawley’s (2017) worker seriousness construct combined
workers. These first-person experiential accounts can help inform multiple possible explanatory factors, including financial dependence
decent work, health, and well-being agendas that seek to improve and number of hours worked. Examining these variables separately
the living and working conditions of workers at an international level. will result in a more refined understanding of the source of this moder-
ating effect. Additionally, we can determine whether the effects of
Extending Self-Determination and Worker Dependence Theories an objective index of dependence (i.e., hours worked) correspond
to Rideshare Gig Workers with drivers’ subjective experiences of financial dependence on the
platform. Based on the prior empirical findings, we propose that the
Alice Brawley Newlin (Gettysburg College) effects of SDT needs satisfaction will be attenuated when each factor
Aided by the rapid advancement of technology, the gig economy—plat- is increased (see Figure 1).
form-based independent contracting work (e.g., Spreitzer, Cameron, & Hypotheses 3-4: The associations of competence, autonomy, and
Garrett, 2017)—makes up 34% of the U.S. workforce and is estimated relatedness needs satisfaction with satisfaction and turnover inten-
to eclipse 40% by the year 2020 (e.g., BLS, 2018; Gillespie, 2017). In tions will be attenuated as (a) financial dependence and (b) number
addition to sheer size, the gig economy poses a number of changes of hours worked increase.
to our fundamental assumptions about work (Brawley, 2017). A large Paid survey responses (target N = 800) are currently being
portion of this work falls under the category of ridesharing (BLS, 2018), collected from rideshare drivers for Uber, Lyft, or other similar plat-
in which drivers use their personal vehicles to provide rides to users forms. Survey items include personal and work demographics (e.g.,
matched to them through an app. hours worked), SDT needs satisfaction, subjective financial depen-
What is it about ridesharing that has attracted so many work- dence (specific to rideshare driving), job satisfaction, and turnover
ers? We examine this question using the theoretical frameworks of intentions. Regression analyses will examine the bivariate associations
325 WORK, STRESS AND HEALTH
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between the variables (Hypotheses 1-2) as well as the moderating homes) to maximize the transfer of safety knowledge and skills training
effects of both indices of worker seriousness (Hypotheses 3-4; using from classroom to work setting.
the PROCESS macro, Hayes, 2013). A path model analysis will also be Method. Participants for the first wave of this mixed method study
conducted examine the simultaneous effects of all variables. were 112 working nurses (with at least 1 year of tenure) who were able
This study provides an extension of prior research on SDT needs to reflect and comment on their training and confidence in their abilities
among gig economy workers—now a non-negligible portion of and a to work safely as a nurse. Participants were recruited through regional
major shift for the US workforce—to the largest sector of this type of nursing education programs’ alumni list and current student rosters, so
work. Our findings will provide a more nuanced understanding of the many of these participants were also pursuing advanced education in
reasons why workers may be choosing this type of work, which will nursing at the time of survey administration. These nurses responded
lay a foundation for more informed investigations of current workers’ to an internet survey composed of, in addition to basic demographic
experiences. questions for sample description, several measures we adapted or
created from existing curricular materials to evaluate nurses’ confi-
Training Strategies for Promoting Health and dence in their safety-related competencies. These measures were
Safety for Nurses adapted from the quality and safety education for nurses framework
confidence survey (Cronenwett et al., 2007); Health Professional
PAPER SESSION Education in Patient Safety Survey (H-PEPSS; Ginsburg et al., 2012);
and Waters et al.’s (2009) safe patient handling curricular materi-
Identifying and understanding safety education gaps and transfer als. These three measures were each administered with three sets
challenges experienced by practicing nurses of framing instructions: (a) to respond based on current perceptions,
(b) to respond as one would have when starting work as a nurse in a
Christopher Cunningham (The University of Tennessee at Chattanooga)
healthcare setting, and (c) to respond as one would when starting nurs-
Transfer of training regarding safety behaviors for nurses is a major ing education. Following these measures, participants were asked to
concern. Though nursing employers expect nurses to safely and compe- respond briefly to five open-ended prompts included in Table 1.
tently fulfill their job duties upon graduation from nursing school, Findings and Discussion. All scalar measures demonstrated high
new nursing program graduates often feel unprepared to meet the internal consistency reliabilities (alpha > .85). Although analyses are
demands placed on them by the healthcare industry (Benner et al., still underway with these data (to be complete by March 2019), prelim-
2010). Despite an increase in practical experiences meant to boost inary findings clearly indicate that nurses perceive a significant shift
confidence and performance for new graduates, research has yet to in their safety-related competence and confidence from when they
establish the effectiveness of these experiences upon entry into health- entered nursing education, to when they began working as a nurse, to
care settings (Blum & Parcells, 2012). Duhn et al. (2012) even found their current point in time. These trends (across the different quanti-
that, as students progress through the nursing curriculum and spend tative measures) paired with the qualitative responses (main themes
more time in clinical settings, their confidence regarding patient safety summarized in Table 1), also highlight several areas in which nursing
may actually decrease. Unfortunately, nursing curricula do not always education (either in school or provided by a hospital employer) appears
include clear learning outcomes regarding how to practice personal to be deficient with respect to safety-related topics. These findings
and even patient-focused safety (Tella et al., 2014). support an extension of the present work and also offer tangible guid-
The present ongoing study is exploring this possibility that nurses ance to nursing education programs and hospital nursing executives
may not be receiving training they need or that is optimized to ulti- regarding ways to directly and positively impact nurses’ perceptions
mately improve their ability to safely care for themselves and their of efficacy when navigating potentially unsafe work-related scenarios.
patients in actual healthcare settings. Ginsburg, Castle, Tregunno,
and Norton (2012) suggested that research is needed to understand
Training personal resilience in oncology nurses through
the extent of patient safety competency among health professionals
momentary and cross-domain recovery: A mixed-method
around the time of entry to practice. The present study is being done in
approach
partial response to this call, but also to better understand the possible
magnitude of gaps nurses perceive between what they were taught and Chloe Wilson (Clemson University)
what they can practice regarding safety in their work. Problem. Oncology nurses provide direct care for cancer patients by
The purpose of the present study is to evaluate the extent to which performing highly skilled medical tasks, providing emotional support,
work-related safety topics are being taught and effectively transferred and coordinating complex treatments. Due to the long hours and patient
from nursing education programs into actual healthcare settings. This is population, oncology nurses can experience secondary trauma from
an exploratory study to establish a baseline of sorts, regarding practic- exposure to continuous stressful events, such as patient suffering and
ing nurses’ levels of confidence in knowledge, attitudes, and behaviors death, resulting in increased risk for compassion fatigue and burnout
associated with best-practice guidance for nursing safety. The focus (Potter et al., 2010). These demands, coupled with minimal psycholog-
here is on identifying possible gaps between what is being taught and ical recovery, can lead to poor outcomes for both nurses and the orga-
what is being practiced regarding safe nursing. The goal with this survey nization (Sonnentag & Fritz, 2015). As the work environment, culture,
of working nurses is to gather data to help us establish the magnitude of and nature of job stressors can vary within a single medical institution
these possible gaps in knowledge and transfer. This information could (Huang et al., 2007), a mixed-method approach was adopted. The pres-
then be useful in developing and pursuing a larger investigation along ent study seeks to mitigate the negative effects of stressors encoun-
these lines. The ultimate aim of this work is to help nursing education tered in oncology nursing by identifying and implementing, through a
programs and healthcare practice organizations (e.g., hospitals, nursing stress management intervention, appropriate coping mechanisms to
increase nurse resilience during and after work shifts.
326 WORK, STRESS AND HEALTH
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Procedure. Using a mixed-methods approach, 30 structured inter- Analysis Plan. To evaluate the effectiveness of the intervention
views and observations were conducted of inpatient and outpatient at meeting the aforementioned goals (Kirkpatrick, 1995), longitu-
nursing units. Emergent themes included difficult patient interactions, dinal multisource data from intervention participants (N=40) and
workload interruptions, limited recovery during shifts, lack of psycho- an oncology nurse control group (N=20) will be analyzed (Table 2).
logical detachment, and negative impacts on non-work life (Table 1). The combination of baseline, monthly, and follow-up surveys will
To understand the severity and frequency of these themes, a baseline assess subjective changes in participants’ coping techniques (use
survey was administered. 100 oncology nurses from 9 locations and and perceived effectiveness), compassion satisfaction, compassion
14 departments (tenure M=8.5 years, SD=8.83) completed the survey fatigue, burnout, resilience and engagement. Objective archival data
(95% female, 90% white). Baseline results indicated that 85% were collected by the healthcare system before, during, and after the inter-
above average on compassion satisfaction (M=41.70, SD=5.06); indi- vention will be analyzed to assess changes in patient experience scores,
cating increased pleasure from the ability to be an effective caregiver. charting after hours, and adverse incident rates. Structural equation
Supporting prior literature, this affective investment in work comes at modeling and latent growth curve modeling analyses will be conducted
a cost: 97% of participants reported above average levels of compas- to incorporate temporal effects and potential mediators and modera-
sion fatigue, and 80% scored in the top quartile (M=22.95, SD=6.50; tors of key study variables.
Stamm, 2005). Additionally, 56% of participants reported experiencing
physical, mental, and/or emotional fatigue at least once a week. Finally, Building Resilience to Combat Stress in Nurse Executives
40% of participants were in the top quartile of burnout (M=24.88,
SD=4.94). Results showed positive relationships between compassion Sandra Galura (University of Central Florida)
fatigue and felt difficulty providing emotional support to fellow nurses Problem: Physiological and psychological stress has been identified as a
(r=.38, p<.01), and surprisingly, willingness to provide peer support critical issue faced by nurse executives, often resulting in adverse cogni-
(r=.36, p<.01). This supports prior literature that a significant cause of tive effects with potential to threaten individual well-being, perfor-
compassion fatigue is an inability to say no (Skovholt, Grier & Hanson, mance, and organizational effectiveness.
2001). Participants reported they engaged in some coping strategies Relevant Literature / Research Context: Over half of adults living
that were effective 74% of the time. the US cite work as one of the five most common sources of stress
Intervention Design. Results from the qualitative and quantita- (American Psychological Association, 2017). Held accountable for
tive studies informed the development of a monthly 6-month stress safety, quality, financial stewardship, and patient satisfaction, nurse
management intervention. Each month, participants will engage in a administrators experience stress due to role overload, role ambigu-
one-hour session designed to (1) educate participants on the symp- ity, and organizational constraints, often resulting in adverse cogni-
toms and effects of compassion fatigue and burnout and (2) provide tive effects such as inattention to detail, less flexibility in decision
resources for in-the-moment coping and detaching from work. To making, and an increase in fear-based decision making (Shirey, Ebright,
address emergent stressor themes and incorporate evidence-based & McDaniel, 2013; Udod, Cummings, Care, & Jenkins, 2017). While
stress reduction techniques, three intervention components were working conditions play a primary role in organizational stress, indi-
selected: heart-rate variability (HRV) biofeedback training, jour- vidual traits such as resilience can be strengthened to weaken the
naling, and peer support. The goal of the intervention for nurses is influence of job-related stressors.
to reduce compassion fatigue, burnout and work rumination while Exposure to stress is often associated with an increase in negative
improving coping skills, psychological detachment, and resilience. emotions which can enhance the adverse cognitive effects further
Organizationally, the goal is to reduce adverse incidents, charting after compromising health, well-being, and job performance. Unlike negative
hours and improve patient experience. emotions, positive emotions have been shown to be beneficial in times
For work shift stress management, participants will be trained in of stress or adversity. Fredrickson’s broaden and build theory (2004)
the HRV technique of heart-focused breathing. Within minutes, this hypothesizes that positive emotions can broaden the mindset, enhance
technique (focusing on the heart area while breathing deeply) can creativity, and shift an individual to a more creative way of thinking
improve heart-rate variability and autonomic nervous system function- and acting, moving beyond the cognitive limiting effects of negative
ing in stressful situations (McCraty & Zayas, 2014), which has been emotions. Positive emotions may have the ability to enhance adaptive
shown to be negatively related to burnout (Lennartsson, Jonsdottir, & coping and build resiliency (Gloria & Steinhardt, 2014).
Sjörs, 2016). To address detachment from work and chronic effects Emotions have been recognized as key drivers of physiological
of job stressors, participants will be provided journals and trained in processes. Research suggests that the ability to build and sustain resil-
expressive writing. Journaling, which increases psychological resil- ience is related to an individual’s ability to self-manage their emotions
ience by reducing the potency of difficult emotions, promoting cogni- (McCraty, 2015). Studies have demonstrated that the ability to self
tive restructuring, and strengthening self-regulation (Sexton et al., – activate and generate sustained positive emotions using self-reg-
2009), will be framed as a technique for disconnecting from work and ulating techniques helps the body achieve a state of psychophysio-
processing emotions experienced at work. Finally, the intervention logical harmony (coherence) in both physiological and psychological
sessions are designed to encourage peer support and learning, which processes, resulting in higher cognitive function, greater emotional
can positively impact nurse retention and burnout (Peterson et al., stability, and states of calm (McCraty & Zayas, 2014).
2008). Each month, sessions will begin and end with HRV breathing Procedures. To control for organizational events, a quasi-exper-
practices and journal prompts as participants are invited to explore and imental, mixed methods, waitlist control group design was used to
discuss stressors that emerged from interview and survey data, such explore the effects of resiliency training, incorporating self-regulating
as when a patient codes, difficult conversations, emotional attachment techniques and facilitated by technology, on stress and coherence in a
to patients, and healthy boundaries. sample of nurse administrators working in a large, multi-campus hospi-
tal system in the southeast. Experimental (n=20) and waiting control
327 WORK, STRESS AND HEALTH
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group participants (n=23) each received group didactic and individual The number of sedentary jobs in the workforce has steadily increased
training that focused on self-regulating techniques to reduce stress. over the past 60 years, a trend that appears likely to continue (Church
All participants received a portable device for measuring heart rate et al., 2011). This increase presents an occupational safety and health
variability with instructions to practice the self-regulating techniques, risk factor for workers, as sedentary behavior and prolonged sitting
facilitated by the device, for 5 minutes each day. Self-regulating tech- are related an increased risk for adverse outcomes including cardio-
niques, provided by certified trainers from the HeartMath Institute, vascular disease; diabetes; obesity and related issues like sleep apnea;
included: Inner-Ease™, Quick Coherence™, Freeze Frame™, and the musculoskeletal pain; and injury (e.g., Beach et al., 2005; Chau et al.,
Heart Lock-In™ technique which consisted of deep breathing and posi- 2013; Wilmot et al., 2012). Solutions that reduce exposure to sedentary
tive cognition exercises. Study instruments included a demographic behavior are therefore important to develop and evaluate. While there
questionnaire and the Personal and Organizational Quality Assessment are shared factors across sedentary jobs, in many cases the organiza-
(POQA-R4), a self-report measure of factors that influence organiza- tion of work and the working conditions are distinct, and approaches
tional performance (emotional vitality, organizational stress, emotional need to be tailored for different populations to be effective. In this
stress, physical stress). Physiological measures included coherence, symposium we present intervention approaches from three rigorous
assessed by changes in heart rate variability, and blood pressure. studies that each address a population of sedentary workers that has
Study measures were obtained at baseline, prior to each group training distinct and unique job characteristics: long-haul team truck drivers,
session, and at 7 months. Open-ended questions were used to explore call-center workers, and urban bus operators. Presenters will discuss
the effects of training on workplace productivity and agility in thinking. intervention strategies for these populations, the rationale behind
Analyses. Categorical variables were summarized with counts these strategies, and preliminary results of intervention effectiveness.
and percentages. Pearson’s Chi-square was used to assess for demo- The first study, Tech4Rest, evaluates an intervention designed to
graphic differences between groups. Repeated measures ANOVA was improve the sleep, health, and well-being of commercial long-haul
used to evaluate within group differences in mean subscale scores for team truck drivers who work long sedentary shifts. Informed by a Total
the POQA4 and normalized coherence. ANCOVA was used to evalu- Worker Health® approach, the Tech4Rest intervention combines an
ated between group differences controlling for baseline measures and enhanced truck mattress and seat, with a 3-month behavioral sleep
participant age. health program called Fit4Sleep. By promoting physical activity through
Results. The average participant was female, ages to 51-60, work- a web-based walking competition, Fit4Sleep attempts to improve team
ing 51-59 hours/week., employed within the organization for over 10 driver sleep by increasing physical activity and reducing sedentary time.
years, and 3-4 years in their current role. There were no significant Authors will present within-subject, post-intervention results from
differences in demographic characteristics between groups. POQA the Tech4Rest pilot study. The presentation will focus on objective
– R4 scores related to organizational stress (p < 0.05) and physical and self-reported sleep outcomes, including sleep duration, fatigue
stress (p <0.05) were significantly lower in the experimental group. measured by Psychomotor Vigilance Task, sleep quality, mattress
When comparing pre-training POQA-R4 mean group scores to scores comfort, and driver whole body vibration exposures.
obtained at 7 months, both groups experienced significant improve- The second study, the Active Workplace Study, examines an inter-
ment. The experimental group experienced increased emotional vitality vention using pedal stands and sit-stand desks to promote physical
(p <0.01), reduced emotional stress (p <0.001), and lower organiza- activity and reduce sedentary behavior in call centers. The interven-
tional stress (p <0.001) and less physical stress (p < 0.001). The wait- tion is also based on the Total Worker Health® approach, and includes
ing control group experienced improvement in emotional vitality (p < organizational, environmental, and individual level strategies to
0.001), decreased organizational stress (p < 0.001) and less physical improve worker health, safety, and well-being, reduce musculoskele-
stress (p < 0.001). Normalized coherence was higher in the experi- tal pain, and reduce lost work time due to injury or illness. The study is
mental group (p <0.001) and was maintained at 7 months (p <0.001). a six-month intervention with measurements at baseline, post-inter-
No significant differences in group mean blood pressure values were vention, and follow-up. In this symposium authors will present interven-
found. Participants reported the ability to focus and/or refocus more tion outcomes from post-intervention measurements in intervention
clearly as positively affecting workplace productivity. and control conditions. Outcomes will include physical activity data
Implications. The health and well-being of nurse executives is crit- from accelerometers, pedal stand data collected with Fitbits, physical
ical to organizational success. Individual factors can be strengthened and physiological health data, and survey measures of psychosocial
to weaken the influence of organizational stress. outcomes, workplace factors, and musculoskeletal pain and injury.
Conclusions. Experienced nurse executives benefitted from self-reg- The final study examines an intervention aimed at preventing weight
ulating interventions to reduce stress which was sustained over time. gain and supporting job success among new urban bus operators.
The SHIFT Onboard study (Success and Health Impacts for new bus
operators during Onboarding) takes a primary prevention approach
to protect and support new bus operators as they transition into an
Salon 5 & 6
occupation with known health hazards (e.g., sedentary, shift work,
Intervention Approaches for Sedentary stress). Integrated into the organizations’ new employee training and
onboarding program SHIFT Onboard will intervene as employees are
Occupations establishing new personal and work habits thus providing an opportu-
SYMPOSIUM nity to change the career trajectory of potential health impacts within
the occupation. In a randomized controlled trial, the control arm of the
study will study working conditions and health trajectories of operators.
Chair: Brad Wipfli (Oregon Health & Science University) In the intervention arm, the SHIFT Onboard intervention will equip new
bus operators with resources meant to prevent weight gain, reduce
328 WORK, STRESS AND HEALTH
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stress, and increase job performance and satisfaction through several and physical activity. Axivity accelerometers (AX3, Axivity, Newcastle,
main tactics; collaborative gamified challenges supported with train- UK) are placed on the Truck’s seat cushion, floor, mattress frame, and
ing, behavioral goal setting and tracking, and group coaching sessions. mattress top to measure WBV exposures, and a GPS (CR-Q1100P GPS,
The authors will describe the overall study plan, present findings from QSTARZ, Taipei, Taiwan) is installed. Partner companies provide driv-
preliminary research with archival medical certificates of new opera- ing logs with work status (on/off duty, driving, sleeper berth), mileage,
tors (n=55) and a survey of bus operators (n=266), and preliminary and potential indicators of performance or fatigue (e.g., miles per gallon,
findings from a pilot study of SHIFT Onboard. hard braking). Results. At the conference we will report results from
the two phaseTech4Rest pilot study (n=16), and can currently report
The Tech4Rest Intervention for Team Truck Driver Sleep: A Pilot preliminary descriptive results from phase one (n=8). In self-report
Study surveys, total sleep time (range = 6.23 hrs to 6.75 hrs) and sleep qual-
ity (range = 1.63 to 2.0 /3.0) were similar across conditions. Analyses
Ryan Olson (Oregon Health & Science University)
of phase one sleep actigraphy and PVT data are underway. Although
The Federal Motor Carrier Safety Administration (FMCSA), caps sleep duration/quality differences have yet to emerge, Thevorelief did
commercial drivers at 11 driving hours per day 1. Because compensa- reduce sleep related impairment (M=3.75, SD=3.33)) compared to
tion is dependent on miles traveled, drivers are fiscally incentivized to the original (M=7.13, SD=3.64) or coil spring (M=6.88, SD=4.82). On
reach their 11hr limit. Increased driving time means increased seden- average, participants found Thevorelief more comfortable on a seven
tary time which is inversely associated with sleep quality 2. On average point scale (M=6.06, SD=0.58) than the control (M=3.98, SD=1.87)
commercial drivers get 1-2 hrs less sleep in the truck berth (≈ 6 hrs) or original mattress (M=2.85, SD=0.97). Additionally, all drivers have
compared to at-home 3-6. 7-8 hrs of sleep is needed to avoid fatigue kept the Thevorelief, indicating it as their preference. Preliminary WBV
and performance deficits 7. Although commercial drivers crash only results show that Thevorelief may attenuate WBV exposures at 2-4
50% as often as passenger drivers, research shows a clear correlation hz, 12-14 hz, and 27-28 hz frequencies. Differences appear greatest at
between fatigue and crash risk 8. Team truck drivers, that work in pairs 12-14 hz. The second phase of the Tech4Rest pilot study, to evaluate
where one person drives while the other sleeps, are at particularly high- the multi-component intervention, is currently underway. Data collec-
risk for sleep disturbances and fatigue. Sleeping in the berth, team driv- tion will be completed by May 2019, and results will be available for the
ers experience four times more nightly awakenings than solo drivers conference. DISCUSSION: While preliminary, our results suggest that
9. Teams spend most off-duty time in their truck, which can operate the Thevorelief mattress is preferred by teams and may reduce sleep
for 22/24 hrs daily, leaving minimal opportunities for physical activ- related impairment during waking hours. This may be due to its impact
ity. Extended sedentary time, shift work, and whole body vibrations on the profile of vibrations to which drivers are exposed, but more data
(WBV) converge in a team trucking environment making sufficient and analyses is needed. With the additional intervention components
sleep difficult to achieve. The health consequences of disturbed sleep (Seat, Fit4Sleep) in phase two, we hypothesis that beneficial effects will
and WBV exposure, coupled with the high-risk of fatigued driving, be additive. Discussion of pilot phase two will emphasize the additive
signal need for team driver sleep interventions. Tech4Rest is part of effects of the seat and Fit4Sleep program.
the Oregon Healthy Workforce Center (OHWC), a NIOSH center of
excellence in Total Worker Health® (TWH). Informed by the hierarchy Active Workplace Study: Methods, Rationale, and Intervention
of controls for TWH 10, Tech4Rest (NIOSH U19OH010154) evaluates Outcomes
interventions to improve sleep, health, and well-being for team truck
drivers, by assessing truck cab enhancements alone, and combined Brad Wipfli (Oregon Health & Science University)
with a behavioral sleep/health program. The current presentation The organization of work in call centers promotes sedentary behavior.
will report Tech4Rest pilot study results. Methods. Tech4Rest’s pilot Workers are scarcely able to leave their desks outside of scheduled
study had two phases. In phase one (data collection completed) team breaks. Time pressures, driven by organizational demands for short
drivers (four teams; n=8) sequentially evaluated a new coil spring customer wait times, limit the ability of workers to stand and move
mattress then Thevorelief mattress for 2-3 weeks, with measurements between calls. Employees at call centers are therefore some of the
at baseline and during/after each condition. In phase two (data collec- most sedentary workers worldwide, sitting for over 83% of work hours
tion underway) four additional teams (n=8) evaluate the mattresses (Thorp et al., 2012). This level of sedentary behavior impacts health and
in reverse order then spend 3 months in a multi-component phase safety of call center workers, including elevated levels of lower back and
including their preferred mattress, a ClearMotion Active Suspension neck pain, increased risk for musculoskeletal problems in the wrist and
Seat, and a sleep/health program named Fit4Sleep. Prior research arm (e.g., Bhuyar et al., 2008; Charbotel, 2009; Norman et al., 2004;
has established this seat’s vibration and fatigue reducing effects 11. Subbarayalu, 2013), and increased risk for chronic disease (e.g., Chau
Modeled on effective interventions 12-13, Fit4Sleep is a web-based et al., 2013; Hamilton et al., 2007). The need for effective methods to
walking competition involving behavioral self-monitoring (walking, reduce sedentary behavior is clear. However, the feasibility and there-
sleep hygiene), health coaching calls, and online training. Measures fore the effectiveness of such methods is largely determined by how
include self-reported sleep (quality and quantity), fatigue, and well-be- they fit into the organization of work, without impacting the availabil-
ing. Self-report measures included: PSQI 14, PROMIS Sleep Related ity of employees to answer calls. Researchers have started to address
Impairment (SRI) 15, Sleep Hygiene Index 16, PROMIS Global Health sedentary behavior through interventions that promote sit-sand desk
17, Swedish Occupational Fatigue Inventory (SOFI) 18, Healthy Physical use, and, less frequently, promote the use of active workstations. The
Activity (HPA) 19, and seat/mattress comfort items. Additionally, driv- most common interventions provide equipment (e.g., sit-stand desks,
ers complete daily pre and post shift surveys, 5-minute Psychomotor treadmill desks, pedal stands) but offer limited training or motiva-
Vigilance Tasks (PVT), and wear accelerometers (model [wrist=w- tional support. These interventions have generally been successful at
GT3x-BT] [hip=GT3X+], ActiGraph, Pensacola, FL) to measure sleep decreasing sedentary behavior and increasing physical activity in the
329 WORK, STRESS AND HEALTH
S AT U R D AY
short-term, but not sufficient for creating long-term changes (Martin demands (Carrère et al., 1991). For example, operators may juggle the
et al., 2015; Neuhaus et al., 2014). The Active Workplace Study is a demand to remain customer service oriented while also keeping to a
six-month intervention that targets sedentary behavior in call centers. tight schedule in dense traffic while operating the bus safely. These
The intervention incorporates the Total Worker Health® approach, stressors may be compounded early on in a bus operator’s career.
focusing on connections between health, safety, and well-being and Organizational newcomers often experience stress as they navigate the
including organizational, environmental, and individual level strategies uncertainty of their jobs and try to meet their task demands (Ellis et al.,
informed by Social Cognitive Theory and the Social Ecological Model 2015). Our study, SHIFT Onboard (Success and Health Impacts for new
(Bandura, 1991; McLeroy, 1988). The intervention introduces pedal bus operators during Onboarding; NHLBI grant# R01 HL105495) aims
stands, an active workstation that sits under a user’s desk and allows to mitigate occupational stressors and support job success, while also
the user to pedal without interrupting work time or productivity, into alerting new bus operators of the potential health hazards of their new
the work environment. Other elements of the intervention include occupation and protecting them against them. In the current presenta-
computer-based training, goal setting, behavior tracking, scripted tion we will review data on new bus operators’ work exposures and esti-
health and safety discussions guided by supervisors, team pedaling mates of the magnitude of the weight gain, the intervention study plan,
competitions, and health and safety messaging. Worksites that enroll in and preliminary findings from the SHIFT Onboard pilot. Our preliminary
the study are required to have sit-stand desks available for all employ- data are supportive of the hypothesis that new bus operators are at- risk
ees, and the intervention also promotes alternating between sitting for weight gain as they enter the profession due to working conditions
and standing throughout the workday. The control condition is based and exposures, including sedentary time, shiftwork, and stress. Archival
on usual practices. Control worksites will receive pedal stands but no anonymized objective body weight data were obtained from medical
additional support or training. The study aims to reduce sedentary certificates for 55 bus drivers. Among those with sufficient 2-year
time and prolonged sitting at work, improve worker health, safety, and data (n=26), 2/3 gained weight (M=11.9 lbs, SD=12.01). We further
well-being, reduce musculoskeletal pain, and reduce lost work time due explored estimates of weight gain and occupational exposures among
to injury or illness. By combining tactics at multiple levels the interven- bus operators with a survey study of members of the Amalgamated
tion also aims to increase the likelihood of long-term changes in seden- Transit Union Local 757 (n=266). In the survey study, the reported
tary behavior, prolonged sitting, and related outcomes. Intervention average weight change during their first year driving alone was +7.47
effectiveness will be evaluated by comparisons between intervention lbs (SD=16.27). Bus operators also reported being sedentary 79.9%
and control conditions at baseline, six-months (post-intervention), and of their work shifts. With regard to stressors of the job, 34.6% of bus
twelve months (follow-up). The Active Workplace Study is currently operators reported experiencing conflicting job demands at least once
enrolling participants and collecting data. In this symposium we will a month with the majority reporting that they experienced conflicting
have collected baseline and six-month (post-intervention) data from job demands several times a day. The SHIFT Onboard intervention
control and intervention worksites and will present on primary inter- study will provide more conclusive evidence of work exposures and
vention results. Outcomes will include physical activity data collected the magnitude of the hazard for new operators within the control arm
with accelerometers, data on pedal stand use collected with Fitbits, of a randomized controlled intervention trial. In the intervention arm,
physical and physiological health outcomes (e.g., body weight, blood the SHIFT Onboard intervention will equip new bus operators with
pressure, hemoglobin A1c, endothelial function), and survey measures resources meant to prevent weight gain, reduce stress, and increase
of psychosocial outcomes, workplace factors, and musculoskeletal pain job performance and satisfaction through several main tactics; collab-
and injury. We will also use the unique combination of accelerometer orative gamified challenges supported with training, behavioral goal
data and physiological data to make empirical conclusions about the setting and tracking, and group coaching sessions. The SHIFT Onboard
relationship between bouts of prolonged sitting and risk factors for intervention that will be pilot tested, and then subsequently evaluated
cardiovascular disease and diabetes. in a randomized controlled trial, is empirically informed and guided by
our prior intervention work with commercial truck drivers (Olson et al.,
SHIFT Onboard: A Primary Intervention for Urban Bus Operators 2016). Integrated with established new bus operator training, SHIFT
Onboard will be facilitated by a coach with several in-person sessions
Layla Mansfield (Oregon Health & Science University)
at key time points during a bus operators’ first year on the job. Protocols
Sedentary time in all US jobs has increased over the past decades for groups sessions are informed by group-based motivational inter-
(Healy, et al., 2011) but is particularly high among occupational driv- viewing techniques. In between in-person meetings with the facilitator,
ers, including urban bus operators. French et al., (2007) reported that workers will participate in online collaborative challenges with their
transit workers spent just over 9 hours a day sedentary whereas Varela- training cohort using a mobile adaptive website. These challenges are
Mato et al., (2016) found that bus operators were sedentary for 12 tailored to their time on the job, and are designed to prevent weight gain
hours a day on workdays compared to 9 hours a day for non-work and support their job success. Operators will access our website to set
days. In general, prolonged sitting comes with increased health risks their goals, complete behavioral self-monitoring and training modules,
including an increased risk of diabetes, cardiovascular disease, and and receive feedback on individual and group progress in challenges.
cardiovascular mortality and all-cause mortality (Thosar at al., 2014; Challenges include game-like features and badges, and operators will
Wilmot et al., 2012). Bus operators in particular have an excess risk of earn pay/incentives for participation. At the time of the conference,
cardiovascular disease, hypertension, musculoskeletal symptoms, and preliminary findings from the SHIFT Onboard pilot study will be avail-
gastrointestinal disorders (Tse et al., 2006; Winkleby et al., 1988). Bus able. In the pilot we will evaluate the intervention with a cohort of newly
drivers are also twice as likely to experience obesity compared to the hired operators with pre- and post- program measurements of changes
general population (Escoto et al., 2012; Poulsen et al., 2007). Along in body weight, health behaviors (sleep, eating, exercise), and social
with the health risks associated with being a bus operator, the job itself adjustment (job efficacy, role clarity, job performance and satisfaction,
is highly stressful. Bus operators often experience conflicting work and turnover intentions).
330 WORK, STRESS AND HEALTH
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with the tenure and promotion process, reached statistical signifi-
Philadelphia Ballroom South cance (F = 4.399, p < .001), and this change in F was significant (p <
.001). Of the control variables, only years at institution was statistically
Balancing Work and Life in Various significant, with those who have been at the institution longer report-
Occupations ing lower work-to-life conflict (β = -.29, p < .001). Additionally, there
was a negative association between satisfaction with the tenure and
PAPER SESSION promotion process and work-to-life conflict (β = -.20, p < .05). Access
to research resources was negatively related to the dependent variable
Work-to-Life Conflict in the STEM Fields (β = -.19, p < .05), while scholarly isolation was associated with higher
work-to-life conflict (β = .22, p < .05). Overall, Model 2 is estimated
Krista Lynn Minnotte (University of North Dakota)
to explain 22.7% of the variance in work-to-life conflict. In contrast
Statement of the Problem: Faculty members face a dizzying array of to these findings, there were no significant associations between the
job pressures that create stress. One form this stress takes is work-to- teaching variables and the dependent variable, although the relation-
life conflict—the phenomenon of work interfering with the ability to ship between teaching support and work-to-life conflict did approach
meet responsibilities in one’s personal life (Greenhaus & Beutell, 1985). statistical significance (β = -.18, p = .06). These results are displayed
Work-to-life conflict is endemic to academic contexts marked by norms in Tables 2 and 3.
encouraging long work hours and a seemingly never-ending set of obli- Practical implications. The findings point to the critical role played
gations (Cech & Blair-Loy, 2014; Ecklund & Lincoln, 2016). In the STEM by satisfaction with the tenure and promotion process, along with
fields (Science, Technology, Engineering, and Mathematics) these research resources and scholarly isolation in predicting work-to-life
conditions are intensified because laboratory work is often inflexible conflict. Institutionally, colleges and departments can work to develop
and expectations to obtain grant funding and pressures to disseminate clear and objective guidelines for tenure, promotion, and evaluation
work, are even greater than in other disciplines (Fox, Fonseca, & Bao, that are openly shared with faculty. To enhance resourcing of scholarly
2011; Wolf-Wendel & Ward, 2015). Work-to-life conflict is associated work and prevent scholarly isolation, administrators can encourage
with a host of negative outcomes, highlighting the importance of better and provide support for faculty networks devoted to fostering research
understanding work-to-life conflict to protect the well-being of faculty collaboration, including grant writing. For emerging scholars, mentor-
members on the job and beyond (e.g., Shockley & Singla, 2011; Wayne, ship and training in negotiation may help prevent resource inequities
Butts, Casper, & Allen, 2017). Existing research points to a number of at the departmental level, particularly among women faculty.
factors that shape work-to-life conflict among faculty members, includ- Conclusions. This study contributes to the literature by consider-
ing gender, family characteristics, departmental environment, and insti- ing how three primary components of STEM faculty member’s work
tutional setting (e.g., Cech & Blair-Loy, 2014; Fox et al., 2011). Aspects lives predict work-to-life conflict—teaching, research, and the tenure
central to academic work itself—research and teaching—remain under and promotion process. Overall, the findings highlight the importance
examined. In this study, we consider how elements of research (access of research resources, scholarly isolation, and satisfaction with the
to research resources and scholarly isolation), teaching (teaching tenure and promotion process for understanding STEM faculty’s work-
support, teaching load satisfaction), and satisfaction with the tenure to-life conflict.
and promotion process are related to the work-to-life conflict reported
by STEM faculty members.
Shift working parents’ work family conflict and mental health
Procedures. The research questions are addressed using survey
data from STEM faculty members at a comprehensive research univer- Yixuan Zhao (Australian National University)
sity in the Upper Midwest. Faculty members in the STEM fields across
Statement of the problem. In recent years, the world has been transi-
four colleges were invited to participate in the study, with question-
tioning to a 24hrs/7days labour market and global economy. This tran-
naires administered via Survey Monkey. To incentivize participation,
sition has been accompanied by an increasing demand for flexibility in
faculty members were offered the option of entering a drawing to win
work routines—including growing demand for shift workers (Presser,
one of fifty $50 gift certificates. The survey’s response rate was just
2003). Shift work, also known as working a nonstandard schedule, typi-
over 50 percent (N = 117 faculty members).
cally means that a considerable proportion of work hours falls outside
Analyses. Ordinary Least Squares (OLS) regression was used to
the typical 8/9 am to 4/5 pm, Monday to Friday, schedule (Presser,
address the research questions. We utilized two sets of equations—
2003). Surveys around the world demonstrate a substantial preva-
one set (two models) for the teaching-related variables and another
lence of shift work within the labour force (i.e. ABS, 2012; UK Office of
set (two models) for the research-related variables. In each case, the
National Statistics; Alterman et al., 2013). Evidence also suggests that
first model contained the control variables: age, gender, parental status,
the proportion of shift workers is higher among parents than non-par-
marital status, tenure status, length of time at the institution, and the
ents (ABS, 2009). In some respects, shift work might assist parents
participant’s college. The second model then added the primary inde-
to better accommodate both their work and child care responsibili-
pendent variables. In both the teaching and research models, satisfac-
ties - given shift workers may have the option of staggering their work
tion with the tenure and promotion process was included because this
hours with their partner. However, shift work might also aggravate
variable encompasses both teaching and research. Missing data were
work-family conflict—given shift workers may frequently miss out on
replaced using mean substitution. Descriptive statistics are presented
routine family events, such as meal times, weekend activities, school
in Table 1.
events, and family travel.
Results. Turning to the findings related to research, Model 1 (control
Important questions about whether shift work assists or disrupts
variables) did not reach statistical significance (F = 1.822, p = .090).
work-family conflict (i.e. the extent to which both work and family
Model 2, which added the research-related variables and satisfaction
responsibilities can be co-managed, Greenhaus & Beutell, 1985), and
331 WORK, STRESS AND HEALTH
S AT U R D AY
how this might then impact on mental health remain unanswered. potential impacts of non-standard work hours on families and workers’
While work-family conflict has been found to be associated with mental health continues to be identified.
increased mental health problems (Allen, Herst, Bruck, & Sutton,
2000; Frone, 2000; Frone & Russell, 1992; Wang et al., 2012), there is Work Family Conflict and Burnout Among Public School Teachers
little research that has examined the relationship between shift work, in Malaysia: The moderating effects of personality
work-family conflict and parental mental health inclusively. The current
study aimed to investigate the association between shift work and Hazel Melanie Ramos (Nottingham University Malaysia)
mental health for parents and whether work-family conflict mediates The issue of Work-Family conflict (WFC) has been attracting great
this association. scholar interest in the past few years. Competing demands from work
Method – procedure and analyses. Data was drawn from the base- and family could bring a toll to the well-being of individuals who have to
line dataset of the “Families at Work” survey, an online nationwide juggle between demanding roles at work and family within limited time
community-based survey about Australian parents’ working conditions. and resources available. WFC is defined as a form of inter-role conflict
The survey specifically focused on how parents integrate work with in which the participation in the work (family) role is made more diffi-
care and health/well-being. In total, 5163 eligible employed parents cult by virtue of participation in the family (work) role (Greenhaus &
completed the survey. Given the sample size included far more indi- Beutell, 1985). WFC is bidirectional can occur in both directions- work
viduals who were not shift workers than those who were, 10% of all interfering with family (WIF) and family interfering with work (FIW).
non-shift workers were randomly selected to form a comparison group. Amongst teachers, WFC plays a significant role as the nature of
The final sample included 1210 individuals: 343 non-shift workers, 359 their job contributes to spillover effects of work issues to family time.
regular shift workers, 209 rotating shift workers, and 299 irregular (or Teachers are often expected to take on diverse academic and non-ac-
unpredictable) shift workers. There were 452 employed fathers and ademic roles and as a result leads them to experience increased job
756 employed mothers. The primary measures retained for the anal- demands that could hinder job performance. Teachers’ job demands
yses included: shift work status (shift worker vs. non-shift worker), include preparation for classroom activities, delivery of teaching, main-
type of shift work undertaken (regular, rotating, irregular), work-family taining records, conferring with parents and school administrators etc,
conflict (1-5 scale, Marshall & Barnett, 1993), psychological distress all of which require their attention even beyond the normal work hours
symptoms (K-6 10-50 scale, Kessler et al. 2002) and occupational (Al-Adwan, & Al-Khayat, 2016).
stress (STAI adapted, 1-5 scale, Spielberger, 1983). The primary statis- Shortage of teachers all over the world has always been a challenge.
tical analyses were Preacher and Hayes ‘tests of mediation’ (Preacher One most cited reason for people leaving the teaching profession has
& Hayes, 2004; Hayes 2009). These tests were applied to assess the been stress and burnout experienced by teachers (Izzah, et al, 2010).
extent to which work-family conflict mediated the association between Research has shown that burned out individuals who continue doing
shift work and mental health, with separate analyses conducted for the their work, may not only harm their own health but also negatively
outcomes psychological distress and occupational stress. Importantly, affect the well-being of others (Evers, et al 2004). Students need teach-
the variables controlled for in the mediation analyses included single ers who are mentally and physicaly fit to guide them as they navigate
parent status, income, number of children, job quality, work hours, the world. Burned out teachers can be irritable inside the classroom
occupation type and permanency. Separate analyses were conducted which could lead to negative learning experiences.
for mothers and fathers. The aim of this study to examine the relationship between WFC and
Results. For fathers, the total effect of shift work in association with job burnout among a sample of public primary and secondary school
psychological distress and occupational stress was not significant. teachers in Malaysia as well as examine the moderating effects of
However, both rotating and irregular shift work were found to have a personality on the WFC-Burnout relationship. Specifically we looked
significant indirect effect on fathers’ psychological distress and occu- at three dimensions of burnout (Work, Personal and Client-Related).
pational stress via increased levels of work-family conflict. For moth- In 2013 the Malaysian government launched a national educational
ers, only regular shift work had a significant total effect in association blueprint (2013-2025) with the aim of strengthening the country’s
with psychological distress, while there was a significant total effect of educational system and promote it as an educational hub for the SEA
rotating and irregular shift work in association with occupational stress. region. Understanding the nature of role- related strain among teachers
However, work-family conflict was not found to mediate or explain the will help educators, ministers and other stakeholders better promote
effect of shift work on mothers’ psychological distress and occupational teacher well-being and in turn improve the country’s educational sector.
stress (i.e. the indirect effect was not significant). After accounting Data was collected from 235 public school teachers from peninsular
for work-family conflict both the direct effect of regular shift work in Malaysia using the WIF scale (Gryzwacz & Marks, 2000), Copenhagen
association with mothers’ psychological distress, and the direct effect Burnout Inventory (Kristensen et al, 2005) and the Big Five Inventory
of rotating and irregular shift work on mothers’ occupational stress (John & Srivastava, 1999). Majority of the respondents were females
remained significant. with n = 186 (89.9%) and the mean age was 43.45 years (SD = 8.81).
Practical implications and conclusions. The findings from the Over 90% were married with children and has been teaching for an
current study suggest that for Australian mothers, while shift work is average of 17.93 yers (SD= 8.26).
associated with higher levels of psychological and occupational distress, Using Structural Equations Modelling (SEM) to analyse the data,
this is not due to increased work-family conflict. Other factors are likely results showed both WIF and FIW positively increased all three dimen-
to be responsible and require further investigation. For fathers, shift sions of burnout (work, client and personal). Furthermore, significant
work does increase work-family conflict, but the potential negative interaction effects between three of five BFI personality traits were
effects on mental health are buffered by other associated factors. As found. Extraversion was found to decrease the negative effects of FIW
the labour force becomes increasingly fractured, in terms of working on Work-related burnout, while conscientiousness exacerbated the
schedules, work hours, and workplace locations, it is critical that the effects of FIW on personal burnout and low agreeableness buffered
332 WORK, STRESS AND HEALTH
S AT U R D AY
the effects of FIW on personal burnout but increased the effects of
FIW when agreeableness is high. Salon 10
Areas for development and improvement of support for teachers
will be presented further in detail. Implications of the study suggest that Stress and Violence in Fire-Based EMS
as burned out teachers negatively affect themselves, their co-work- Responders (SAVER)
ers, students and the educational system in general (Hughes, 2001),
it is necessary to develop a greater understanding on how we can SYM P OS I UM
harness individual differences to reduce the deleterious effects of WFC
amongst teachers. Specific personality traits can be harnessed to help Chair: Jennifer Taylor (Drexel University)
promote better well-being amongst teacher and prepare them better
Problem. Emergency Medical Service (EMS) responders deliver patient
for the challenges of the profession.
care in high-risk, high-stress, and highly variable scenarios. This unpre-
dictable work environment exposes EMS responders to many risks, one
The mediating effects of psychological distress and emotional- of which is violence. Between 57 and 93% of EMS responders reported
demand ability fit in the relationship between job burnout and experiencing an act of verbal and/or physical violence from a patient or
work-life balance among teaching hospital nurses
bystander at least once in their career. Furthermore, the EMS system
Abimbola AkanniI (Obafemi Awolowo University, Ile-Ife) is strained as they respond to increasing community demand. Of the
34.7 million calls to 9-1-1 in 2017, the majority (64%) were for medical
Work-life balance has been described as proper prioritizing between
assistance (Evarts, 2018). This represents a continually growing trend
work and life domains. This is crucial among nurses because they are
in the United States. Subsequently, a major challenge confronting EMS
responsible for the provision of healthcare to patients (Sakthivel &
is understanding the organizational, mental health, and safety burden
Jayakrishnan, 2012). However, the inability to balance work and life
that EMS providers experience.
roles may portend negative consequences for both the individual and
Procedures. The symposia will guide listeners through the progres-
the organisations they work for (Tomazevic, Kozjek & Stere, 2014). A
sion of a FEMA-funded study, “Stress and Violence in fire-based EMS
number of previous studies have examined factors that relate to work-
Responders (SAVER).” Presentations will describe the SAVER project,
life balance among nurses. For instance, job burnout and psychologi-
the development of a systems-level intervention, and consensus build-
cal distress have been found to be negatively related nurses’ inability
ing process involving 41 diverse subject matter experts. We will also
to balance work and life roles. Similarly, emotional demand ability
describe a collaborative multi-disciplinary event, the “Hackmanathon,”
fit has also been reported to be associated with work-life balance.
which leveraged groups and teams scientists at the Interdisciplinary
Nonetheless, the process through which this association is possible
Network of Group Researchers’ (INGRoup) to propose ideas that may
has received insufficient research attention in literature. Therefore,
provide solutions for mitigating violence against first responders. Lastly,
this study investigated the indirect effects of psychological distress
we will have a key stakeholder speak to their first-hand experience with
and emotional demand-ability fit in the relationship between job burn-
violence on the job, as well as their perspective of the SAVER project
out and work-life balance among nurses. A sample of 226 nurses that
and the meaning and utility it holds for the fire and rescue service.
were selected through the simple random sampling technique from
Analyses. These presentations use a combination of Quantitative,
a Teaching hospital in Nigeria responded to the Work-Life Balance
Qualitative, and Mixed Methods.
Scale, Maslach Job Burnout Scale, Kessler Psychological Distress
Results. In the first presentation, we will present the SAVER check-
Scale and Emotional Demand-Ability fit Scale. Both the convergent
list, a comprehensive inventory of best practices, policies, and proce-
and discriminant validity of the measurement model were conducted
dures for all levels of the fire department including dispatch, EMS
using the Structural Equation Modelling to establish the Confirmatory
responders, leadership, and union officials. A timeline for checklist
Factor Analysis (CFA) of the instruments while Hayes (2013) PROCESS
implementation and mixed methods evaluation will also be discussed.
Macro statistical tools was employed to test the hypotheses that were
The next presentation will describe solutions developed from the
proposed for the mediation model. Results from the analyses revealed
“Hackmanathon.” We will present the results of the hackathon event
that job burnout did not predict nurses’ work-life balance but predicted
including the potential solutions and ideas generated by the three
emotional demand-ability fit. In addition, psychological distress did
interdisciplinary teams that offer unique interventions to improve first
not predict work-life balance. Emotional demand ability fit was found
responder safety with the common thread of the multi-team system
to predict work-life balance. Furthermore, job burnout had an indirect
(MTS) framework. The final presentation will offer an example of first-
effect on work-life balance through emotional demand ability fit. The
hand experience with violence on job, reflections on the consensus
study recommended that employment of more nurses might reduce
conference, and the final SAVER checklist to be discussed by a front-
the extent of job burnout because of constant exposure to more work-
line EMS provider.
load. Recurrent training from psychologists on how nurses can develop
Practical implications. The findings in this study have practical
emotional intelligence may also help to dampen the effect of burnout
implications as researchers and first responders’ work together to
on the capacity to balance work and life roles.
address stress and violence in EMS. The results of this work with the
fire and rescue service hold potential influence for injury and violence
prevention in other occupations as well.
Conclusions. To date, no evidence-based intervention exists to
prepare EMS responders for violence on the job. This symposia will
describe the issue of violence against EMS responders, as well as
a developing systems-level intervention, and a crucial stakeholder
333 WORK, STRESS AND HEALTH
S AT U R D AY
perspective. The systems checklist has the potential to reduce injury the worker- may also lead to improved patient outcomes and quality
exposures from violence, impact self-reported mental health metrics, of care.
and improve organizational outcomes (e.g., burnout, job satisfaction,
engagement). These improvements - intended to benefit the worker Stakeholder Perspectives on Violence in EMS and Results of the
- may also lead to improved patient outcomes and quality of care. “Systems Checklist Consensus Conference”
Additionally, the systems-approach to addressing stress and violence
Benjamin Vernon (Technical Rescue Team, Hazmat Team and California
in EMS responders holds potential for injury and violence prevention
Task Force 8—Urban Search and Rescue Team)
across industries and disciplines.
A. Problem. In the United States, calls for emergency medical services
Stress and Violence in fire-based Emergency Medical Services (EMS) increase approximately 20% each year. Increasing community
Responders: Developing a Systems-Level Checklist demand for services presents major challenges for the organizational,
mental health, and safety burden experienced by our nation’s first
Regan Murray (Drexel University) responders. An understudied aspect of this demanding work is the
A. Problem. In the United States, calls for emergency medical services impact of violence from patients against EMS responders. Between 57
(EMS) have increased approximately 20% each year. A major challenge and 93% of EMS responders reported having experienced verbal and/
confronting EMS is understanding the organizational, mental health, or physical violence at least once in their career. First responders are on
and safety burden that providers experience as they respond to increas- the front line of patient care and service but research has also shown
ing community demand. An understudied aspect of this demanding they are on the front line of exposure to violence. To date, there exist no
work is the impact of violence from patients against EMS responders. evidence-based interventions that prepare first responders for handling
A multitude of best practices to address violence are outlined in indus- violence on the job. B. Procedures. In July 2018, 41 diverse subject
try trade journals, but none are organized in a way that first respond- matter experts representing 27 different fire service and EMS organiza-
ers and leadership can readily implement. B. Procedures. A multi-level tions, government, academia, unions, and fire departments were invited
industry-specific systems-level checklist of policies and procedures for to a two-day consensus conference. In order to ensure organizational
preventing and mitigating violence against fire-based EMS responders and occupational representation from each of the four participating fire
was informed by a previously published systematic literature review. department study sites, one individual from each of the following fire
Fire and EMS leaders, academic researchers, front line workers, and department levels was invited: leadership, union, EMS field supervisor,
labor representatives were convened for a two-day consensus building and paramedic with 10-15 years of experience. We deployed a facili-
conference to establish agreement on checklist items. ThinkTank and tated consensus-building collaboration method using a series of focus
ThinkLets technology facilitated brainstorming, convergence, organi- groups structured around three separate ThinkLet systems. The three
zation, evaluation, and consensus building activities. A brief process- ThinkLet systems were used to facilitate consensus-building, collabo-
ing period followed, and a final review of the checklist then proceeded ration, and evaluation of the checklist. C. Analyses. The ThinkLets were
amid a large-group facilitated session. C. Analyses. Audio and visual designed to allow subject matter experts an opportunity to generate
files from the interviews and focus groups were transcribed for data ideas, come to some convergence around the proposed modifications,
analysis, de-identified, and verified by a research team member for and then vote on the feasibility of the resultant checklist. A process
accuracy. A coding structure was developed to code the qualitative evaluation comprised of qualitative and quantitative measures was
data using Nvivo 12, a qualitative data analysis software. As the tran- conducted to assess the effectiveness of the consensus processes. D.
scripts were coded and analyzed, the researchers looked for patterns Results. We will present a compelling and emotional background to
in attitudes and beliefs across emergent themes, as well as contrasting the issue of violence in EMS from a first-hand experience. We will then
viewpoints. D. Results. We will present the resultant systems checklist, discuss the consensus building process results of the Systems Checklist
a comprehensive inventory of best practices, policies, and procedures Consensus Conference from a key stakeholder perspective. E. Practical
for all levels of the fire department including dispatch, EMS responders, implications. The SAVER Systems-level Checklist is an innovative appli-
leadership, and union officials. Strategies and barriers to consensus cation of traditional checklists, designed to shift the onus of safety and
building will be discussed as well as a timeline for checklist implemen- health from that of the individual first responder to the organization
tation and mixed methods evaluation. E. Practical implications. The by focusing on actions that leadership can institute through training,
findings in this study have practical implications as researchers and policy, and environmental modifications. The checklist incorporates
first responders’ work together to address stress and violence in EMS. best practices compiled from 40 years of academic and industry publi-
Our findings identify numerous items at the policy, training, and envi- cations, to codify in one place, strategies to keep EMS responders
ronmental levels that will help move the fire and rescue service from a safe on the job. The checklist underscores important aspects of the
reactionary viewpoint to prevention-oriented focus. F. Conclusions. To EMS response that are critical to responder safety, as identified and
date, no evidence-based intervention exists to prepare EMS responders supported by over 41 diverse subject matter experts. F. Conclusions.
for violence on the job. A multi-disciplinary consensus building process By utilizing the highly efficient ThinkLet process, key SMEs in the field
led to a systems checklist that speaks to each phase of emergency of EMS were able to come to consensus within a two-day conference
response ( 1) traveling to the event, 2) scene arrival/prior to entry, 3) format to ensure the systems-level checklist was comprehensive for
patient care, 4) transport to the hospital, 5) transfer to ED staff, and all phases of EMS response. With a focus on systems-level actions, the
6) assessing readiness to return to service), in addition to pre-event checklist requires leaders and representatives in both the department
conditions and post-event follow-up. The checklist has the potential and union to work in collaboration with one another to maximize the
to reduce injury exposures from violence, impact self-reported mental acceptability and impact of the checklist upon implementation. The
health metrics, and improve organizational outcomes (e.g., burnout, job checklist should be used to promote dialogue, out-of-the box thinking,
satisfaction, engagement). These improvements- intended to benefit and goal setting for departments and union leadership over time. As
334 WORK, STRESS AND HEALTH
S AT U R D AY
all checklist items have been developed within the systems framework, by groups and teams scientists AND done so in a short, structured
the organization and decision-makers must assess the facilitators and problem-solving event prove to be effective, additional hackathon-style
barriers to implementing each checklist item and incorporate this into events of this nature may be useful for other wicked problems related
their plan. This important dialogue will be crucial to the overall impact to injury and violence prevention.
and support felt by the front-line providers, and will be discussed by
a front-line provider.
Independence Ballroom CD
Mitigating Violence against First Responder Teams: Results and
Ideas from the “Hackmanathon”
The New Trend in National Organizational
Joseph Allen (University of Nebraska Omaha) Work Stress Assessment Tools: Challenges,
A. Problem. First responders are on the front line of patient care and Successes, and Lessons Learned
service but research has also shown they are on the front line of expo-
sure to violence. Currently, there is a lack of evidence-based interven- SYM P OS I UM
tions that prepare first responders for handling violence on the job.
With the increase of Emergency Medical Services (EMS) calls and Chair: Naomi Swanson (NIOSH)
reports of at least 57% of EMS responders having experienced violence
To address the “future of work” we must begin to address the impor-
on the job there is a need to develop systematic solutions to improve
tance of “healthy work,” particularly what it is and how we can promote
emergency responder safety. B. Procedures. Using an adapted version
healthy work and reduce risks from the psychosocial work environment
of the hackathon method, academic scholar and practitioner confer-
(stressors) that contribute to mental disorders (Theorell 2015) and
ence attendees at the Interdisciplinary Network of Group Researchers’
chronic physical illnesses including high blood pressure (Landsbergis
(INGRoup) Conference were deployed to analyze the issue and develop
AJPH), diabetes, and cardiovascular disease. The APA-NIOSH Work,
specific solutions for violence against first responders. Individuals and
Stress and Health 2019 conference asks “What can organizations do to
teams were recruited via an announcement to INGRoup membership
sustain the health and productivity of workers?” One way of answering
via the member listserv and website. Each individual or team submitted
this question is to assess whether or to what extent organizations’ offer
applications for participation and the INGRoup Conference Program
healthy work and to identify “unhealthy work” policies or practices that
Director assembled the teams to provide an equal distribution of faculty
could be improved. While NIOSH measures “quality of work life” in a
and students. Hackmanathon participants were then organized into
nationally representative sample every four years in the United States,
three teams of four individuals (N = 12). Teams were provided key
this survey has not been validated as a standardized tool for organiza-
information concerning the problem and then collaborated over three
tions in the U.S. to easily assess the quality of their jobs or the level of
days before sharing their innovated ideas for evaluation by other groups
work stress in their workforces.
and teams experts, as well as EMS researchers. C. Analyses. The goal
Many other countries (United Kingdom, Canada, South Korea,
of a hackathon is to create usable software or hardware with the goal
Spain, Mexico, Colombia, and Chile) have instituted, to varying levels,
of creating a functioning product by the end of the event. Hackathons
national legislation, regulations or guidelines aimed at encouraging or
tend to have a specific focus, in this case developing multi-disciplinary
requiring organizations to measure and address psychosocial work
solutions to mitigate violence against first responders. D. Results. We
stressors to improve the (mental) health, safety and well-being of
will present the proposed ideas and potential solutions generated
workers. In several cases this has resulted in the development of stan-
by the three interdisciplinary teams. We will correlate these results
dardized work stress/organization assessment survey(s), some of
with the “Stress and Violence in fire-based EMS Responders (SAVER)”
which have been made available online for organizations to administer
Systems Checklist Consensus Conference that occurred in July 2018.
to their employees somewhat autonomously from experts. A previ-
Additionally, a general discussion of the feasibility of the ideas and
ous international comparison study (Choi et al 2nd TWH Conference,
plans for intervention implementation will be discussed E. Practical
2018) found the most common domains in the instruments are as
implications. The Hackmanthon brought together EMS responders with
follows: job control, psychological job demands, coworker and supervi-
teams and team dynamics researchers, to develop new ways to miti-
sor support at work, quality of management and leadership, recognition
gate, reduce, or eliminate violence against first responder teams. The
and rewards, job insecurity, role conflict/clarity, bullying/harassment/
Hackmanathon teams considered both the organizational and environ-
discrimination, physical safety/violence, and work/family balance. A
mental constraints. They considered the MTS in which these responder
large quantity of (anonymous) individual employee and organizational
teams are embedded, and in some cases this impacted their final
data across most sectors have been collected on work stress exposures
proposed approach/solution. Future steps involve presenting results
and health in several of these countries. However, the intent of these
to key stakeholders for further input on the design and implementation
efforts is not just to collect surveillance data, but to prompt organi-
strategies of proposed interventions. F. Conclusions. Solutions from
zations to address and implement organizational changes that will
three multi-disciplinary teams are presented that offer unique interven-
address these work stressors and improve the mental and physical
tions to improve first responder safety with the common thread of the
health and well-being of workers.
multi-team system (MTS) framework. A multi-disciplinary hackathon
This symposium will present some of the varying psychosocial work
event led to the development of creative potential solutions to the
stress assessment efforts that are occurring in Canada and Columbia
wicked problem of violence against first responders. These solutions
and also the development of a similar tool for individuals or organiza-
have the potential to reduce injury and exposure to violence. Much
tions to measure “healthy work” in the United States.
work is needed to deploy these potential solutions and determine how
The first presenter, John Oudyk will discuss the development
effective these ideas may be. Additionally, if interventions developed
and current implementation of an online survey and app called
335 WORK, STRESS AND HEALTH
S AT U R D AY
StressAssess which was jointly developed by the “Mental Injury Tool associated tools, many of which were European, and in consultation
Group” which was a coalition of worker representatives, academics and with ISTAS in Spain (Moncada, 2011), the Copenhagen Psychosocial
the Occupational Health Clinics for Ontario Workers (OHCOW). Users Questionnaire (COPSOQ II - Pejtersen, 2010) was selected for content
(both individuals and workplaces) can complete StressAssess which validity purposes and pilot tested. Feedback from workers during trial
consists of items from the Copenhagen Psychosocial Questionnaire administrations indicated that additional items were needed for better
(COPSOQ II) as well as other items, and have their responses automat- face validity. In 2012, the Mental Injury Tool Group launched their
ically scored and receive a report which compares scores to a Canadian survey which was administered through the Occupational Health
national population average and provides ideas for improving work- Clinics for Ontario Workers or various unions if they felt capable.
place psychosocial conditions. Initially, Danish population data was used for comparisons. However
Viviola Gómez will present on the legislation that was passed by in 2016, a Canada-wide survey was commissioned enabling workplace
the Colombian government (in 2008) that requires all companies to survey results to be compared to a representative sample of working
complete a standardized work stress assessment tool. The presenta- Canadians. With the assistance of the Institute of Work and Health
tion also describe some problems of this tool and the development of (IWH), the psychometric properties of the survey were successfully
an alternative instrument. This has led to the development of an online established. In late 2017, in cooperation with the Canadian Centre for
version which is more accessible to companies, overcome some of the Occupational Health and Safety (CCCOHS) an online survey admin-
limitations of the official tool and has resulted in the collection of data istration tool (StressAssess) was launched to allow workplaces to set
from over 300,000 Colombian workers across multiple sectors. up their own workplace stress questionnaires, administer them and
Finally, Dr. BongKyoo Choi will present on the development and vali- receive an automated report of their results. To date there are over 500
dation of the NIOSH Quality of Work Life survey for use as a short work valid survey accounts which have created over 130 surveys. Most of
stress assessment tool (Healthy Work Survey) that will be provided to these surveys have been test surveys, not distributed widely in work-
individuals and organizations as part of the Healthy Work Campaign, places. About 30 of these surveys represent actual surveys that were
a public health campaign sponsored by the non-profit organization conducted within real workplaces. Based on our workplace field expe-
the Center for Social Epidemiology and a growing list of partners. The rience (about 130 workplaces since 2012), the use of a survey works
Healthy Work Survey will be an online survey that will be provided best in workplace extremes: high functioning workplaces and toxic
for free and will include an automated scoring and report similar to workplaces. While the web application makes the administration of the
the Canadian StressAssess tool but will allow for comparisons to U.S. survey relatively easy, most workplaces are not prepared to respond
national averages in the major work stress domains. to the results. This experience has led us to recommend a five-step
The discussant, Dr. Peter Schnall, will summarize the commonali- approach to workplace psychosocial assessments: learn, organize,
ties and differences in these efforts, directions that the U.S. could take, assess, change, evaluate, which form a continuous improvement loop.
and some questions for discussion. Issues to be addressed include, One of the issues hindering progress in workplaces is the framing of
what was the impetus in the different national contexts for addressing psychosocial problems in the workplace only on the individual level (i.e.
work stress prevention/healthy workplaces? What unique challenges personal mental health issue). Saksvik and Karanika-Murray (2017)
were experienced in passing legislation, developing a standardized tool, describe a framework including primary, secondary and tertiary preven-
and how were these overcome? What are the main lessons learned tion interventions at four levels: individual, group, organizational and
in how best to collect data with companies/organizations? What are societal. Making the workplaces aware of the possibilities of interven-
the successes or challenges in having organizations respond to survey tions at other levels beyond the individual level, broadens their hori-
results for the purpose of improving work organization? zon for possible changes to reduce workplace stressors. Based on our
experience to date, we have been able to provide a tool with acceptable
A Canadian Experience with Providing a Workplace Psychosocial psychometric properties free of charge to workplace parties. However,
Survey Tool the ease of creating and administering a psychosocial survey in the
workplace contrasts sharply with the workplace’s capability to respond
John Oudyk (Occupational Health Clinics for Ontario Workers)
to the results. Following the “learn/organize/assess/change/evaluate”
In Canada there is a growing inclusion of the psychosocial factors of advice can assist workplaces to provide a supportive context in which
work into health and safety (Shain, 2009). While in Canadian regula- to administer the survey, however, workplaces need to frame the issue
tions only the extremes of psychosocial hazards have been recognized, beyond the individual level.
e.g. violence, harassment and post-traumatic stress disorder, gradually
recognition is spreading to include the effects of chronic workplace Work stress assessment in Colombia
stressors and psychosocial well-being (Lippel, 2011). In the last decade
a large disability insurance company has sponsored the development Viviola Gomez-Ortiz (University of the Andes)
of an online survey to help employers deal with absenteeism due to In 2008, the Colombian Ministry of Social Protection published
workplace stress (Great-West Life Centre for Mental Health in the Resolution 2646 which regulated the responsibilities of Colombian
Workplace’s Workplace Strategies for Mental Health, 2019). While employers regarding the prevention, diagnosis, intervention, and
organized labour has recognized workplace stress as a high priority control of Psychosocial Risk Factors at the Workplace (Ministry of
issue for decades, a major obstacle to addressing it was the lack of Social Protection, 2008). The resolution emphasizes the importance
worker-friendly tools for psychosocial assessments (Landbergis, 1994). of using instruments validated in Colombia to measure these vari-
A working group of union worker representatives, academics and occu- ables. In 2010, the Ministry of Social Protection commissioned the
pational health clinics (Mental Injury Tool Group) identified the lack design of a battery of instruments that would assess psychosocial
of tools as a priority and reviewed a number of work stress question- risk factors (Ministry of Social Protection, 2010). This official battery
naires. After considering many theoretical frameworks along with their offers the following benefits: a) it includes a number of questionnaires
336 WORK, STRESS AND HEALTH
S AT U R D AY
in use in the public domain, b) it includes a large number of variables community access to information regarding the health and well-being
and information the Ministry expects to be assessed, and c) it offers of those affiliated with the Colombian Social Security System, and their
other resources for the assessment of psychosocial risks at the work- relationship to psychosocial conditions at work. In the future, we hope
place. The Ministry’s questionnaire is the most widely used assess- to amplify the information assessed via the battery, carry out longitu-
ment resource; however, it does contain a number of practical and dinal research studies, and assess the impact of interventions arising
theoretical limitations. The practical limitations include: a) a restriction from use of the new survey. So far, data on over 300,000 Colombian
to being computer applied, it can only be administered using paper working people has been collected and initial results describing this
and pencil (Ministry of Social Protection, 2011); b) the impossibil- population have been published.
ity of comparing occupations, given it only assesses certain types of
positions (managers/supervisors, professionals, technicians, auxilia- Developing a short on-line standard questionnaire for work
ries-workers); c) the complexity in terms of the planning and appli- organization risk assessment in the US
cation of tests; d) the impossibility of obtaining a consolidated score
BongKyoo Choi (University of California Irvine)
per variable; e) an incomplete diagnosis given that it does not cover
all the variables pinpointed in the resolution; and finally, f) for the Mental health in the United States (US) is poor and getting worse (1).
purposes of research and epidemiological studies, the fact that it uses In 2016, there were an estimated 44.7 million adults aged 18 or older
completely new questionnaires. The Colombian government ques- (18.3% of all US adults) in the US with any mental illness (AMI) (2).
tionnaire introduces an additional limiting factor as it makes it impos- In addition, in the US, the population suicide mortality rate increased
sible to compare the results obtained with it to the results of earlier by 24% from 1999 (10.5 per 100,000) to 2014 (13.0 per 100,000),
studies of Colombians that utilized job strain and ERI or with results particularly among middle-aged adults. The suicide mortality rate in US
for workers in other parts of the world. The theoretical limitations of working populations has also been on the rise (3). Several work orga-
the battery, on the other hand, include that the authors designed it nizational hazards such as low job control, job strain (a combination of
based on a) the effort-reward imbalance model, b) the demand-con- low job control and high job demands), bullying, effort-reward imbal-
trol-social support model, c) the factorial structure of the Copenhagen ance, low social support at work, job insecurity, and long work hours
Psychosocial Questionnaire, d) the Ivancevich and Matteson theory on have been identified as risk factors for common mental disorders in
stress, and e) the country’s needs and the authors’ previous research working populations (4). Many countries (European countries, United
and experience (Villalobos, Vargas, Rondón, & Felknor, 2013). However, Kingdom, Canada, and Colombia) have developed national guidelines
while some of the components of the demand-control-social support or regulations as an important national strategy for the primary preven-
(DCS) and effort-reward imbalance (ERI) models were used (psycho- tion of work stress. In addition, some countries (United Kingdom)
logical demands, job control, rewards, and social support), others that have developed a short standard questionnaire for assessing major
are an integral part of the models were omitted (effort, over-commit- work stressors to help workplace stakeholders (unions, management,
ment, job strain, and effort-reward imbalance). To overcome some of and workers) to prevent work stress and improve mental health of the
the limitations of the Ministry’s questionnaire, a new survey (BRT) workforce. However, in the US, there is no national comprehensive
was designed and validated by the “Stress and Health” group and Prax guideline or regulation for the prevention of work stress. Also, there
Consulting. The BRT included additional instruments and risk indi- is no standard work organization risk assessment tool. Although the
cators of the demand-control-social support and the effort-reward NIOSH Quality of Working Life (QWL) questionnaire has been used as
imbalance models. Other factors, not included in these models, but that part of the General Social Survey (GSS) since 2002, it is not recognized
Resolution 2646 suggests should be assessed, have also been added. as a national standard tool, nor used widely for work stress prevention.
With this additional information, the new battery allows the calculation As part of the on-going Healthy Work Campaign (https://healthy-
of a “global indicator” of demand, control, and social support. The BRT work.org/), the Healthy Work Survey (HWS) project aims to develop
was administered to a sample of 16,095 workers from different occupa- a short standard questionnaire for work organization risk assessment
tions and representative Colombian regions. An analysis of the various in US workplaces. The first stage of the HWS project is to validate
domains indicates that the internal consistency of the various scales is the NIOSH QWL questionnaire items about major work stressors for
high. The new survey has the following properties: it is simple to use in selecting best items to be included in the HWS. The four-wave data
paper format or when administered by computer, it enables compari- of the GSS-QWL in 2002, 2006, 2010, and 2014 (N= 5,914 workers)
son between occupations, it offers unified scores for each variable, and will be used for psychometric validity analyses. In detail, face validity,
provides information to assess the risk factors suggested by Resolution factor structure using factor analysis, and internal consistency will be
2646. In addition, it makes it possible to compare the results obtained examined. The latter two statistics will be replicated by age, gender,
when analyzing Colombian workers with those obtained from studies occupation, race/ethnicity, and time period. In addition, two more
of workers from other countries. Despite the strengths pointed out, the sophisticated psychometric analyses will be conducted: differential
BRT has a number of limitations including, some economic sectors such item functioning and differential item effect. The former is to ensure the
as the agricultural and livestock sector are not adequately represented item-level measurement equivalence between comparison groups (e.g.,
in the current sample. Another limitation is the limited number of crite- age, gender, occupation, race, and time period). The latter is to ensure
rion variables (i.e., dependent variables) used for its validation. In the whether the items in a scale are equally predictive for health outcomes
future, it will be necessary to add other health indicators, particularly of interest. The second stage of the HWS project is to conduct an exten-
those that are objective indicators for mental and physical health, as sive literature review on new work stressors (e.g., low wages, emotional
well as performance indicators. However, for now, the new comput- labor/demands, and electronic surveillance) that are important in the
erized survey is being used by a private company and by the Stress contemporary working life of US workers, but not included yet in the
and Health research group (allies in this project) to offer services to current NIOSH QWL questionnaire. The final stage of the HWS proj-
interested companies and undertake research that allows the national ect is to turn the to-be-developed HWS into an on-line questionnaire
337 WORK, STRESS AND HEALTH
S AT U R D AY
for work organization risk assessment for US workers. We plan to
incorporate two main functions into the online HWS: 1) automatic
scale scoring and 2) comparison to national statistics from the NIOSH
QWL data (2002-2014). In the process of the development of the
HWS, we will work together with the representatives of national work-
place stakeholders and also experts on work organization hazards and
health (e.g., the NIOSH Healthy Work Design and Well-being Council
members). The HWS, if successfully developed and supported by work-
place stakeholders and work stress experts, will significantly increase
the awareness of work organization hazards and facilitate societal and
worksite-based interventions for healthy work organization in the US
by identifying important work stressors and enabling a comparison to
national statistics. We also believe that the HWS will function as an
essential tool for developing and promoting a national comprehensive
guideline or standard for work stress prevention in the US.
Discussant: Peter Schnall
4:00–5:00 p.m.
Philadelphia Ballroom North
Closing Session
WSH 2019 Closing Session, including presentation of Best Student
Research Competition and Best Intervention Competition awards,
discussion of key takeaways from this year’s conference and future
directions for the field, and details regarding WSH 2021.
Best Student Research Award
Award presentation by Adam Butler (University of Northern Iowa)
Best Intervention Award
Ruben Vonderlin, Miriam Ostermann, Nikolaus Kleindienst, Martin
Bohus, & Lisa Lyssenko (Central Institute of Mental Health, Mannheim,
Heidelberg University, Germany; McLain Hospital, Harvard Medical
School, Boston, Massachusetts)
Effectiveness of a Mindfulness– and Skill-Based Health Promoting
Leadership Intervention on Supervisor and Employee Level:
A controlled multisite Field Trial
Award presentation by Ted Scharf (NIOSH)
338 WORK, STRESS AND HEALTH
Acknowledgments
We would like to thank the following people for their help:
Overall Conference Pouran D. Faghri, MD, Silvia da Silva, PhD, Annabelle Neall Kristy Sanderson
Awards Committee MS, FACSM, Visiting University Institute of Behdin Nowrouzi-Kia Kyle Page
Adam Butler, PhD, Scholar, University of Lisbon, Portugal Beth Milliard Larissa Barber
University of Northern California Los Angeles Michelle Van Laethem, Bob Boudreau Lauren Murphy
Iowa Gwen Fisher, PhD, PhD, University of BongKyoo Choi Lisa Brady
Peter Y. Chen, PhD, Colorado State Amsterdam Brad Wipfli Lisa Kath
Editor of the Journal of University Yi-Ren Wang, BS, MA, Brandon King Luenda Charles
Occupational Health Michael Flynn, MA, University of Alabama Brian Gifford Luz Marin
Psychology NIOSH Donjanea Williams, Caitlin Demsky M. Gloria
Ted Scharf, PhD, NIOSH M. Gloria González- EdD, LPC, NIOSH Caleb Leduc Gonzalez-Morales
Naomi G. Swanson, Morales, PhD, Chad Buck Mahima Saxena
University of Guelph, Best Student Chao Nkhungulu Marcus Fila
PhD, NIOSH
Lifetime Career Canada Research Award Mulenga Maria Karanika-Murray
Achievement Award Tara Hartley, PhD, MPA, Reviewers Christian Korunka Maritza Jauregui
and Early Career MPH, NIOSH Mark Bowler, PhD, East Christine Ipsen Marnie Dobson
Achievement Award Kristin Horan, PhD, Carolina University Christopher Mary Sandra Carlotto
Committee University of Central Adam Butler, PhD Cunningham Matthew Grawitch
Vicki J. Magley, Florida (Chair), University of Clare Barratt Michael Ertel
PhD, University of Maria Karanika-Murray, Northern Iowa Claudia Ma Michelle O’Grady
Connecticut PhD, Nottingham Songqi Liu, PhD, Daniela Converso Michelle Van Laethem
Naomi G. Swanson, Trent University, UK Georgia State David Ballard Nancy Daraiseh
PhD, NIOSH Oluwatoyosi Kuforiji, University David Cadiz Nancy Marshall
PhD, Researcher in Lisa Scherer, PhD, David Carew Natalie Schwatka
Best Intervention Health Studies, Leeds, University of Nebraska David Hurtado Norbert Semmer
Competition Review UK at Omaha David Mohr Oluwatoyosi Kuforiji
Team Caleb Leduc, Hons BA, Justin Sprung, PhD, David Yamada Paul Landsbergis
Emily Quinn Ahonen, BEd, MHK, Research Luther College Desta Fekedulegn Pedro Gil-Monte
PhD, MPH, Indiana Associate, Laurentian Michelle Van Laethem, Donjanea Williams Penelope Allison
University-Purdue University, Canada PhD, University of Douglas Roblin Philip Moberg
University Indianapolis Tony Machin, PhD, Amsterdam Duygu Biricik Gulseren Pouran Faghri
David W. Ballard, PsyD, University of Southern Elizabeth Janiak Rachel Gruber
Preconference
MBA, American Queensland, Australia Emily Ahonen Robert Delprino
Psychological Gary Namie, PhD,
Workshops/ Erika Sabbath Robert Henning
Association Workplace Bullying Luncheon Tutorials Eugene Ohu Robert Sinclair
Signe Tønnesen Institute Committee Fazeelat Duran Rosane Griep
Bergmann, Cand. Michelle O’Grady, Carrie A. Bulger, PhD, Gary Giumetti Russell Matthews
techn. soc, Ledernes CNM, DNP, University Quinnipiac University Gary Namie Seonghee Cho
Hovedorganisation of Michigan Michael Ford, PhD Gwen Fisher Seulki Jang
(Leaders’ Main Eugene Ohu, PhD, Pan- (Chair), The University Heather Padilla Shobitha Poulose
Organization), Atlantic University, of Alabama Hendrika Meischke Signe Bergmann
Denmark Nigeria YoungAh Park, PhD, Hugo Figueiredo-Ferraz Sílvia Silva
Robert Boudreau, Sudha P. Pandalai, MD, University of Illinois at Irena Iskra-Golec Songqi Liu
PhD, University of PhD, NIOSH Urbana-Champaign Israel Sánchez-Cardona Tamara Schult
Lethbridge, Canada YoungAh Park, Benjamin Walsh, PhD, James Grosch Tammy Allen
Geoffrey M. Calvert, PhD, University of University of Illinois Janet Barnes-Farrell Tanya Machin
MD, MPH, NIOSH Illinois-Champaign Springfield Jennifer Barbour Tara Hartley
David B. Carew, BA Admiral Dori Reissman, Liu-Qin Yang, PhD, Jennifer Taylor Ted Scharf
MA MSc C.Psychol, MD, MPH, NIOSH Portland State Jessica Streit Terry Beehr
Department for Work Douglas W. Roblin, PhD, University Jill Hamilton Tessa Keegel
and Pensions, UK Kaiser Permanente Conference Abstract Jonathan Houdmont Thaddeus Rada-Bayne
Claire Caruso, RN, PhD, Mid-Atlantic States Joseph Mazzola Thomas Clausen
Reviewers
NIOSH Erika L. Sabbath, ScD, Julie Dextras-Gauthier Thomas Britt
Abimbola Akanni
Marnie Dobson, Boston College Kathi Miner Todd Smith
Adam Butler
PhD, University of Ted Scharf, PhD (Chair), Kathy Michaud Toni Alterman
Ahmed Al-Bayati
California, Irvine NIOSH Katja Upadyaya Tony Machin
Alec Munc
Michael Ertel, Peter L. Schnall, MD, Kazi Ishtiak-Ahmed Viviola Gómez Ortiz
Alessia Negrini
Diplom-Soziologe, MPH, Center for Keaton Fletcher Xiuwen Sue Dong
Alyssa McGonagle
Federal Institute for Social Epidemiology, Kim French Yi-Ren Wang
Anasua Bhattacharya
Occupational Safety University of Kristen Black Yisheng Peng
Andy Ang
and Health, Germany California, Irvine Kristin Horan YoungAh Park
Anna Mnatsakanova
339 WORK, STRESS AND HEALTH
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