Workplace Employee Research Articles

Professional Identity Makes More Work Well-Being Among In-Service Teachers: Mediating Roles of Job Crafting and Work Engagement.

Though the positive association between well-being and professional identity among employees is well-document, the internal mechanism underlying this association is known little. Guided by self-determination theory (SDT) and the job demands-resources (JD-R) model, this study examined the roles of job crafting and work engagement in mediating the association between professional identity and workplace well-being. We surveyed 2090 teachers (including Primary, Middle, and High School teachers) (M age = 39.42years; SD = 8.72). Teachers completed a series of questionnaires, such as the Teachers' Professional Identity Scale, Employee's Workplace Well-being Scale, Job Crafting Scale, and Utrecht Work Engagement Scale. We controlled age, teaching age, and gender covariates to get conservative predictions. Multiple mediation analyses were utilized in this study to prove that: (a) professional identity was positively linked to workplace well-being; (b) both job crafting and work engagement take mediator roles in associating the relationships between professional identity and workplace well-being; and (c) a serial indirect pathway (professional identity → job crafting → work engagement → workplace well-being) emerged. These findings explore the factors that affect well-being and point to potential ways in enhancing teachers' workplace well-being even when the task is severe.

Coping Employee Workplace Anxiety: The Role of Leader Interpersonal Emotion Management

Coping Employee Workplace Anxiety: The Role of Leader Interpersonal Emotion Management

The role of social support and social identification on challenge and threat cognitive appraisals, perceived stress, and life satisfaction in workplace employees.

There is an emergent literature highlighting the positive role of social support and social identification in buffering against the deleterious effects of psychological stressors. Yet, we have limited understanding of how exactly these social factors fit within contemporary stress and coping theory. To advance and gain a greater understanding of these social factors, we explore the associations of social support and social identification on individuals' challenge and threat cognitive appraisals and how this then relates to perceived stress, life satisfaction, turnover intentions, and job performance. A total of 412 workplace employees from private and public sector occupations completed state measures around a recent most stressful experience at work. Results revealed atemporal associations between cognitive resource appraisals with both social support and social identification. Specifically, greater identification with colleagues and lower threat were related to less perceived stress, while having greater social identification (with colleagues and organisation), social support, and lower threat, were related to greater life satisfaction. Greater perceived stress, and lower social identification and life satisfaction, were also related to greater turnover intentions. While greater identification with the organisation and life satisfaction, along with lower perceived stress were related to greater job performance. Taken together, this research provides evidence that social support and social identification play a positive role when trying to promote more adaptive responses to stressful situations.

Remote, Disconnected, or Detached? Examining the Effects of Psychological Disconnectedness and Cynicism on Employee Performance, Wellbeing, and Work-Family Interface.

Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work-family boundaries and brought to the forefront employees' sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. While both workplace disconnectedness and cynicism involve a toxic sense of detachment, they refer to different psychological mechanisms. The present study aims to examine how employee workplace disconnectedness differs from their cynicism, and how both constructs differentially exert their detrimental effects on employee performance, work-family interface, and wellbeing. Using anonymous survey data collected online in 2021 and 2022 from a sample of in-person and flexible workers nested within organizations, conceptual distinctiveness between workplace disconnectedness and cynicism was supported. Measurement invariance across the two groups was supported, and subsequent structural invariance analyses suggested a similar pattern of results for flexible and in-person workers. Specifically, compared to disconnectedness, cynicism exerted higher negative effects on mental health and higher positive effects on cognitive failures and family-to-work conflict. Conversely, compared to cynicism, disconnectedness exerted higher negative effects on performance and work-to-family conflict. That is, feeling indifferent toward others particularly affects mental health and errors, while feeling excluded especially hampers productivity and family life. Theoretical and practical (e.g., inclusive leadership, support groups) implications of these results are discussed in light of the globally rising rates of hybrid work arrangements and related costs for employee wellbeing and productivity.

Elevating Workplace Employee Wellbeing through Transformational Leadership and Organisational Support: Lessons from Tanzania's Higher Learning Institutions

This study examines the influence of transformational leadership and organisational support in elevating workplace employee wellbeing. A total of 467 self-administered questionnaires were distributed to Tanzanian public higher-learning institution employees. The findings from partial least squares structural equation modelling demonstrated that transformational leadership directly influences employee wellbeing at the workplace. The study's results further demonstrate that the impact of transformational leadership on workplace employee wellbeing is partially mediated by perceived organisational support. These findings provide insights that may serve as a foundation for managers and policymakers when developing policies and programmes to enhance employee wellbeing. The study provides more empirical evidence on the applicability of the affective event theory and organisational support theory in higher learning institutions. It makes a distinctive contribution to the theory by revealing the mediation role of perceived organisational support on the influence of transformational leadership on workplace employee wellbeing. Thus, public higher learning institutions’ managers should use transformational leadership and perceived organisational support to improve workplace employee wellbeing.

“As If I Use a Filter, and It Has Become a Part of Me”: Discriminatory Workplace Experiences of Lesbian and Gay Employees of India

In 2018, the Indian penal code scrapped section 377 and decriminalized consensual homosexuality. However, there exists a significant knowledge gap regarding what extent Indian workplaces have been successful in ensuring a discrimination-free environment for lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees. Thus, to address this gap, the current study explored discriminatory workplace experiences encountered by Indian lesbian and gay (LG) employees. The qualitative data has been collected through semi-structured in-depth interviews and analyzed through the thematic analysis method. A hybrid of the inductive and theoretical thematic analysis revealed four themes, that is, subtle discrimination, disclosure dilemmas, dressing and appearance norms, and gender-binary filter. LG employees frequently encounter workplace discrimination in subtle forms (distancing, excluding, commenting behind the back, and dignity-attack). Experiences of discrimination and fear of going through workplace discrimination lead to disclosure dilemmas, that is, a multilayered decision-making process involving strategy formation, risk perception, and fear of discrimination while choosing/ not choosing whether/how/where/when to disclose sexual identity at the workplace. Also, to establish heteronormativity, Indian organizations often maintain strict dress and appearance norms. In addition to these externally employed norms, LG employees use a gender-binary filter to screen their behaviors, gestures, speech (content, tone, pitch), walking, and dressing to confirm they align with the gender binary and to avoid workplace discrimination. Thus, the study shows that in Indian organizations, the workplace experiences of LG employees are far from discrimination-free. The organizations can use the study findings to understand current affairs and develop policies to ensure an inclusive workplace for LG employees.

The sexual identity disclosure dilemma for lesbian, gay, and bisexual employees in the Indian workplace

PurposeThe purpose of this paper is to extend the theoretical understanding of the disclosure dilemma experienced by lesbian, gay and bisexual (LGB) employees. The study focuses on examining the factors related to self-disclosure such as co-worker support and fear of disclosure. Further, the study also aims at testing the impact of coworker support on the psychological well-being of LGB employees.Design/methodology/approachThe study adopts a concurrent triangulation research design, which involves a simultaneous collection of quantitative and qualitative data. Using a survey questionnaire, data from 200 LGB employees were collected. Semi-structured interviews were carried out with 10 LGB employees. The qualitative findings were treated as complementary to the relationship tested through the quantitative method.FindingsQuantitative results reveal that co-worker support positively impacts self-disclosure by LGB employees. And the fear of disclosure mediates the relationship between coworker support and self-disclosure. Further, self-disclosure is positively related to psychological well-being. The qualitative study brings insights from the lived experiences around these factors. This research expands knowledge about the factors associated with the disclosure of LGB employees.Originality/valueThe study examines the factors related to the disclosure of sexual identity and the experiences of the dilemma of LGB employees in the workplace. Most of the studies in the context of LGB have adopted a quantitative research design. The current study adopts a mixed methods approach with a concurrent triangulation research design.

Length of employment in workplaces handling hazardous chemicals and risk of cancer among Japanese men

ObjectivesIn Japan, the risk of developing cancer among workers employed in workplaces where chemical substances are handled is unclear. This study aimed to assess the association between cancer risk and...

Strategy For Start-Up Companies in Building Reputation after Mass Layoff (Case Study: Intention to Apply for a Job at Shopee Indonesia)

Mass Termination of Employmentin start-up companies whose layoff process is considered to have suddenly become a hot topic of conversation and has created its own problems in society. This, of course, will affect the reputation of start-up companies to diminish in society. Generation Z has different expectations, preferences, and views when it comes to work, and this can be a challenge for start-up companies that are making mass layoffs. The purpose of this study is to analyze the factors that influence the intention to apply for jobs in start-up companies after mass layoffs and start-up company strategies for building a reputation after mass layoffs. The research method used is descriptive qualitative by analyzing various literature from scientific journals, related books and websites so that they can provide an explanation of the formulation of the problem under study. The results of the study show that the factors that influence the intention to apply for jobs in start-up companies after mass layoffs include: a). employees attend and work in the office without being bound by time; b). greater learning opportunities provided to its employees; c) Freedom to express ideas; d) there is no standard rule regarding employee appearance; e) the office atmosphere is designed with comfort and a warm home feel. The start-up company's strategy in building a reputation after a mass layoff provides assistance programs to former employees who have been laid off, such as assisting in making attractive and appropriate CVs. In addition, there is also a program that helps recommend former employees to other parties in need. With this research, it is hoped that it can help start-up companies that have done mass layoffs to improve their reputation and increase the company's attractiveness as an attractive workplace for prospective employees.

Employee empowerment, equality plans and job satisfaction: an empirical analysis of the demand-control model

PurposeThe paper investigates the effects of individual employees' empowerment on different forms of job satisfaction in British workplaces while controlling for the presence of job demands and whether these effects depend on the presence of an equality plan in the workplace. The demand-control model that the authors test proposes that imbalances between the demands placed on employees and the control they have in their job negatively affect employee well-being and health. Control may also be strengthened, and demands mitigated, by effective equality policies. This study looks at nine forms of job satisfaction and examines the individual effects of job demands, job control, the interaction of control and demands and their joint effects with equality plans.Design/methodology/approachThe study uses matched employee–employer British data from the 2011 Workplace Employment Relations Survey (WERS). The authors conduct principal component analysis (PCA) and logit estimations and estimate a recursive simultaneous bivariate probit model.FindingsEmployee empowerment, or job control, is a key predictor of job satisfaction, and job demands are negatively associated with various aspects of job satisfaction. The presence of equality plans strengthens the positive effects of job control and mitigates the detrimental effects of job demands. Consistent with the demand-control model, employees are more likely to be satisfied in low strain jobs (jobs with low demands and high control) than in high strain jobs (jobs with high demands and low control). Employees in passive jobs (jobs with low demand and low control) on the other hand are less likely to be satisfied with achievement and influence than employees in low strain job.Originality/valueMuch of the empirical literature has focused on collective empowerment practices and none has tested the demand-control model. This paper adds to the literature on employee empowerment practices with a focus on individualised job control and the way its effects interact with equality plans. In the process, the authors provide novel and rigorous empirical evidence on an extended version of the demand-control model.

Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces

This article explores employee voice within organizations, in the context of the often-complex inclusion of sexual and gender minority (lesbian, gay, bisexual, trans and intersex (LGBTI)) employees. This study utilized a qualitative case study approach to gather insights from diversity experts and organizational documents of three large Australian organizations representing private, not-for-profit and public sectors. This research focused on organizational interventions that capture the voices of LGBTI employees, because their voice remains a challenge. While extant literature has largely focused on employee networks as a primary voice for this group, this study identifies several other integral and novel mechanisms. This study contributes to existing knowledge by developing an empirically based theory on voice mechanisms to overcome the spirals of silence. The findings of this study offer practical value to organizations seeking to promote LGBTI voice and inclusion in the workplace. JEL Classification: J15, J16, J71, J81, M12, M14, O15

An Analytical Study of Employee Performance and Its Relationship with Equal Opportunities in Service Industry

Abstract: Equal opportunities are a crucial element among employees in workplace so as to enhance performance and achieve social justice within the community. Therefore, the equal opportunity isn't a slogan to be raised, or claim to be invited, but it is a political will and national strategy. This research aims to spot the contributions and therefore the effects of equal opportunities on the worker performance in workplace and analyses the effectiveness of equal opportunities on employee performance among employees. There are organizational processes that result in class, racial and gender inequalities. Many inequalities occur because of implicit bias. Many people argue that women derive their social status from the men around them, such as their fathers and husbands. This is because femininity, throughout history, has been associated with procreation and family education. The scale of equal opportunities namely; equal opportunity, equal employee training, equal payment, recruitment and selection. The result of the analysis shows positive impact on equal employment opportunities and employee performance in the organization. Thus, this text is significance as its concerning on the long run directions moreover as addresses other variables within the workplace which may be utilized to enhance this area.

Under Pressure: Neurocysticercosis Manifests Itself as Intracranial Hypertension (P14-10.002)

<h3>Objective:</h3> N/A <h3>Background:</h3> Neurocysticercosis is the most common parasitic infection of the brain worldwide. Diagnosis can be challenging as cysticerca serologies take several days to result and tissue biopsy for definitive diagnosis can be invasive. Hence, having a high clinical suspicion based on epidemiological exposures, clinical presentation, and radiographic findings is crucial. <h3>Design/Methods:</h3> N/A <h3>Results:</h3> A twenty-year-old Guatemalan female presented to the hospital with two days of fever, emesis, and confusion. She experienced positional headaches, worse on bending forward, for one month that became severe one week prior to the presentation. She was a food handler and admits to consumption of uncooked pork. Neurological exam was positive for mild disorientation and grade 5 papilledema on fundoscopic exam. Brain imaging showed two peripherally-enhancing lesions in the frontal and temporal lobes with adjacent leptomeningeal enhancement. Lumbar puncture revealed an opening pressure of 55 cm H2O. CSF studies were notable for lymphocytic and eosinophilic pleocytosis. Given her recent immigration to the United States from an endemic area and history of suspected intestinal taeniasis associated with uncooked pork consumption, neurocysticercosis was highest on the differential. Serum and CSF cysticercosis IgG were positive, thus confirming the diagnosis of neurocysticercosis. As a result, brain biopsy was not pursued. High-dose steroids were initiated prior to Albendazole with gradual improvement in symptoms. Her workplace employees and family were screened to prevent further transmission. One month later, her neurological exam was normal except for mild papilledema. <h3>Conclusions:</h3> This case highlights the importance of having a high suspicion for this potentially preventable disease in the appropriate clinical context, especially with neurocysticercosis being increasingly prevalent in non-endemic countries. It also highlights the importance of recognizing intracranial hypertension in patients with neurocysticercosis as this may alter treatment, requiring steroid initiation prior to anti-parasitic agents to prevent further brain edema from killing the larval forms of the parasite. <b>Disclosure:</b> Ms. Hillhouse has nothing to disclose. Dr. Carr has nothing to disclose. Dr. Monk has nothing to disclose. Dr. Mannyam has nothing to disclose. Dr. Britt has nothing to disclose. Dr. Jhaveri has nothing to disclose. Dr. Gunturu has nothing to disclose.

High-performance HR practices, job demands and employee well-being: The moderating role of managerial support.

Drawing on the labour process theory and the job-demands resources model, this study challenges the assumption of beneficial effects of high-performance HR practices (HPHRP). The study argues that such practices lead to heightened work demands, which in turn compromise employees' well-being. The study also argues that the negative consequences associated with HPHRP can be ameliorated when employees receive support from their managers. To test the study's moderated mediation model, multisource matched employer-employee data from the Workplace Employment Relations Survey 2011 is used. Results of generalised multilevel structural equation modelling in STATA revealed that the relationship between HPHRP and well-being (anxiety and depression) is mediated by Job demands (JD). Furthermore, the relationship between JD and both anxiety and depression is moderated by Managerial support (MS), such that when the level of MS is high, the positive relationship between HPHRP and both anxiety and depression via JD is weaker. Taken together, the findings of the study advance our understanding of why and when HPHRP may impair employees' well-being.

The Determinant Factors of Green Office Layout Towards Employee Workplace Productivity

Purpose: The purpose of this study is to identify the determinant factors of green office layout towards employee workplace productivity. Theoretical Framework: The research is based on the theoretical framework which represent the independent variables of comfort, office space, interactions, distractions and environment and awareness attitude while dependent variables is employee productivity. Design/Methodology/Approach: This quantitative study data were gathered from 200 logistics company during operation hours. They key respondent was the company’s regular employee as and the validity and the reliability of the questionnaire were thoroughly examined. The results were based on regression analysis and equation modelling by using SPSS software. Then, the data will be analysed in the relationship of each construct using the structural equation modelling approach. Findings: The findings of the study provide strong grounds that employee productivity are highly connected with factor of green office layout involved comfort, office space, interaction, distraction and environment awareness and attitude as well positively influences the employee productivity. Meanwhile, the researcher observation shows that comfort and office space have complementary relationship with employee productivity. Research, Practical &amp; Social implications: Companies should emphasize that improvement of employee productivity is basic components in an office environment. The components are comfort dimension, office space dimension, interaction dimension, distraction dimension and environment awareness and attitude dimension. It is valuable to concurrently instilling all of this dimension value in order to improve the employee productivity that give the potential benefit. Originality/Value: The research is an enhanced conceptual framework that examines critical issues concerning the successful relationship of green office layout dimension and employee workplace productivity, thus providing valuable outcomes for decision makers and academics. This study found that the framework could explain better each variable which has a dimension of green office layout towards employee workplace productivity.

The Importance of Monitoring the Work-Life Quality during the COVID-19 Restrictions for Sustainable Management in Nursing

The aim of this study was to investigate the work-life quality and related workplace factors of nursing employees working in hospitals during the COVID-19 restrictions. Employees in nursing carry out nursing care at various levels of healthcare. Work-life quality refers to an individual’s feelings concerning work and outcomes and depends on different working characteristics and conditions. Quantitative research based on a cross-sectional study was used. This cross-sectional study included 486 employees in nursing from four Slovenian acute care hospitals. The results showed that most employees in nursing assessed the work-life quality on a moderate level: 76% were satisfied with their work, and 89% assessed their well-being at the workplace as positive. Considering the leaders’ support, the number of patients, adequate information, teamwork, working position, use of days off, and equipment for safe work, we can explain the 53.5% of the total variability of work-life quality. We also found that work-life quality had an essential effect on well-being at the workplace (β = 0.330, p &lt; 0.001) and work satisfaction (β = 0.490, p &lt; 0.001) of employees in nursing. Work-life quality refers to an employees’ feelings about their workplace, and its monitoring is important for higher employees’ well-being and health. For management and policymakers in nursing, it is important to design strategies to ensure an adequate number of competent employees and establish a supportive leadership system. Work-life quality is an important factor in the recruitment and retention of the nursing workforce. Flexible working conditions and policy changes can improve work-life quality and balance. Nursing management must understand the influencing factors of work-life quality to improve nursing employee retention strategies.

Need to cut or freeze pay of your employees? Providing work–life balancing practices can help if maintaining employee morale is a concern

PurposeResearch on the effect of pay cuts/freezes on employee morale is limited. More importantly, past studies examining this relationship tend to focus on fairness perception as a mediator. This study hypothesizes that work–life conflict also mediates the negative relationship between pay cuts/freezes and employee morale.Design/methodology/approachA total of 13,139 employees in 1,830 workplaces in Britain in the 2011 Workplace Employment Relations Survey were analyzed.FindingsThe analyses confirm the above hypothesis. The results also demonstrate that this mediating mechanism can be mitigated to some extent when work–life balancing practices are available, but much more strongly when they are actually used.Practical implicationsIf possible, organizations should provide and encourage employees to use work–life balancing practices when employees' pay needs to be cut or frozen if maintaining employee morale is a concern.Originality/valueOur study highlights the need to incorporate various theoretical frameworks, and not just the dominant justice/fairness theories, into the study of pay cuts and freezes. The current research demonstrates that the work–life conflict framework can also be applied to understand the relationship between pay cuts/freezes and employee morale.

Work engagement and employee satisfaction in the practice of sustainable human resource management – based on the study of Polish employees

AbstractSustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper.

Socially responsible human resource management and employee green behavior at work: the role of learning goal orientation and moral identity

Drawing on self-regulation theory, we developed and tested a model to investigate the positive correlation between socially responsible human resource management (SRHRM) and employee workplace green behavior (WGB). We tested and found support for our theoretical model using multi-wave studies within one organization and across multiple organizations. Based on a sample of 261 employees from a food chain company (Study 1) and 259 employees from 43 organizations (Study 2), we identified a direct relationship between SRHRM and employee WGB and an indirect relationship mediated by learning goal orientation and moral identity. Additionally, coworker support moderated the effects of SRHRM on learning goal orientation and moral identity. These conclusions provide a new entry point for exploring why SRHRM affects employee WGB.

Prevalence and Predictors of Disability Management Programs

Disability management programs are shown to speed the rate of employee returns to work, decrease recidivism, reduce the administrative costs of employee absences, and increase compliance with legislative requirements. However, formal programs are not universal - they are present in a minority of organizations. This article examines the relationship between a formal diversity management program and both organizational characteristics, and business conditions, to explain the operating contexts in which diversity management programs emerge. To answer the research questions, data from Statistica Canada’ s Workplace Employee Survey was analyzed. Findings include evidence of positive relationships for union density, operating excellence business strategy, and high involvement work practices. Negative relationships were identified for manufacturing firms, and external growth business strategy. This study provides grounding for further research on several topics, including Union-Management Collaboration, Industry Interconnectedness, and Legislation and Public Policy.