Work Outcomes Research Articles

Exploration of quinazoline-tethered hydroxamic acid derivatives as HDAC inhibitors for anticancer activity: Design, synthesis, molecular docking, and biological evaluation

In the past two decades, targeted cancer therapy has emerged as a novel class of anticancer therapeutics, besides traditional chemotherapy, surgery, and radiotherapy. Inhibition of HDACs represents a promising avenue for cancer therapeutics and initial success in treating select T-cell lymphomas has led to the FDA approval of four HDAC-targeted agents. The majority of currently available HDAC inhibitors have weak anticancer activity, with significant side effects. To address these drawbacks, in the present work we have designed and synthesized a novel series of histone deacetylase inhibitors combining 2-(4-substituted phenyl) quinazoline bioactive fragment as cap group and N-hydroxycinnamamide/ N-hydroxybenzamide as linker group, and evaluated for their cytotoxic activity against the three cancer cell lines (HeLa, MCF-7 and HCT-116) and HDAC inhibitory activity. All three cancer cell lines were most sensitive to the N-hydroxyacrylamide derivatives (5a-f) as compared to N-hydroxybenzamides (7a-f) derivatives. In particular, compound 5a (0.39, 0.26, 0.41 µM respectively) and 5b (0.27, 0.57, 0.32 µM respectively) were found to be the most potent derivatives among all tested cell lines. For HDAC inhibitory activity, it was found that compounds 5a, 5b, and 5d possessed comparable, even better HDAC inhibitory activity as compared to SAHA. These compounds also tested in vitro heamolytic activity, most of the compounds found biocompatible with human erythrocytes thereby evidencing the lack of haemolytic toxicity of anticancer drugs. In silico ADMET and molecular docking studies further corroborated with the experimental results. Overall, the new synthesized compounds exhibited significant HDAC and cytotoxic activity. Also, the different substituents and unsaturated bond influenced both HDAC inhibitory and cytotoxic activity. The outcome of the current work is that several potential HDAC inhibitors have emerged for further design of more potent HDAC inhibitors with better cytotoxicity.

How does work autonomy in human-robot collaboration affect hotel employees’ work and health outcomes? Role of job insecurity and person-job fit

Based on the conservation of resources theory, this study examines the mechanism of work autonomy in human-robot collaboration on hotel employees’ service innovation behaviour and insomnia, and explores the mediating role of job insecurity and the moderating role of person-job fit. This study conducted a two-stage, multisource questionnaire survey among hotel industry employees and managers. The results show that job insecurity plays a mediating role between work autonomy in human-robot collaboration and service innovation behaviour/insomnia. Person-job fit not only moderates the relationship between work autonomy in human-robot collaboration and job insecurity but also moderates the mediating role of job insecurity. This study verified, for the first time, the impact of work autonomy in human-robot collaboration on employee work and health.

Women at Work: Pathways from Gender Stereotypes to Gender Bias and Discrimination

Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, we consider how the characterization of women as communal but not agentic conflicts with the perceived demands of many male gender-typed jobs and fields, thus promoting perceptions of women's lack of competence in those areas. Second, we consider how norms about how women should and should not behave cause women to incur penalties when they exhibit counter-stereotypical attributes and behaviors at work. Our review further focuses on the conditions that foster or undercut gender bias and discrimination and uses this knowledge as a foundation for proposing strategies to promote more egalitarian organizational processes.

Woman's work: The moderating effects of gender role orientations between the relationships of work-family conflict with voluntary turnover and being valued by one's spouse.

Gender role attitudes determine the importance of work-family domains to individuals and how they are influenced by work-family conflict (WFC). In this study, we draw on gender role and social role theories to hypothesize that working mothers' gender role perceptions moderate the relationships between WFC and two outcomes: voluntary turnover (work domain) and feeling valued by one's spouse (family domain). We tested our hypotheses with 14-month time-lagged survey data from 731 working mothers in Japan. The results of our regression analyses suggest that working mothers scoring high on WFC and egalitarian gender roles have a lower propensity to voluntary turnover and a higher propensity to feel valued by their spouses than working mothers low on WFC and egalitarian gender roles. Our study highlights the importance of considering within-gender differences in research on WFC and moderating effects of gender role attitudes between WFC and outcomes in work and family domains.

Trusting information systems in everyday work events – effects on cognitive resources, performance, and well-being

In today’s data-intensive work environments, information systems are crucial for supporting workers. However, workers often do not rely on these systems but resort to workarounds. We argue that trust is essential for workers’ reliance on information systems, positively affecting workers’ cognitive resources, performance, and well-being. Moreover, we argue that the organisational context (accountability, distractions) and user-related factors qualify trust-outcome associations by affecting workers’ trust calibration. In a preregistered study, we asked N = 291 employed users of information systems to re-experience prior everyday usage events (event reconstruction method) and assess event-specific trust in the system, work outcomes, and context conditions. Results confirmed the assumed association between trust in the information system and workers’ ratings of both performance and well-being. Moreover, workers’ technology competence and need for cognition – but not contextual conditions – qualified trust-outcome associations. Our results offer specific suggestions for achieving successful use of information systems at work.

Overcoming organizational constraints: The role of organizational commitment and job crafting in relation to employee performance

Organizational constraints have been shown to impact numerous work outcomes negatively. However, we still know little about the mechanisms by which organizational constraints affect employee performance or the conditions under which performance is or is not reduced. Drawing on the job demands–resources theory, we propose a mediated-moderation model that advances our understanding of the effects of organizational constraints on employee performance. We hypothesize that organizational constraints decrease organizational commitment, resulting in employees being less willing to be proactive (job crafting), which in turn leads to lower job performance. However, we further hypothesize that the amount of crafting in the face of organizational constraints depends on commitment, with more committed employees (despite constraints due to counterbalancing factors) engaging in more job crafting than those with low commitment. As a result of high commitment and job crafting, employee performance can actually be higher. Data collected from 746 Polish employees revealed that organizational constraints were directly and negatively related to employee performance. However, this negative relationship is mediated through organizational commitment and job crafting, and further moderated by organizational commitment as predicted.

From free pastures to penned in: The within-person effects of psychological reactance on side-hustlers' hostility and initiative in full-time work.

Multiple jobholding is increasingly common, particularly among full-time employees who have adopted side-hustles-income-generating work from the gig economy that is performed alongside full-time work. A distinguishing feature of side-hustles is substantial autonomy in the work's timing, location, and method. This autonomy has typically been portrayed as beneficial. We shift this consensus by developing a within-person model that suggests elevated side-hustle autonomy-relative to what is typical for that person-sets the employee on a course to feel "boxed in" by their full-time job. Drawing on psychological reactance theory, we argue that elevated autonomy in a side-hustle sensitizes employees to threats that restrict their control. As these employees shift to full-time work, we theorize that this sensitivity is associated with feelings of hostility that contribute to counterproductive behavior. We also propose, however, that side-hustle autonomy has benefits for full-time work-motivating employees to reassert control through increased initiative, thereby enhancing task performance. We explore the countervailing relationships between side-hustle autonomy and full-time work outcomes with a daily experience sampling study (ESM) of 101 full-time employees with side-hustles and their coworkers (Study 1) and a weekly ESM study of 100 full-time employees with side-hustles (Study 2). Taken together, we build and test theory about how employees' side-hustle autonomy exhibits within-person relationships that are a "mixed-bag" for their full-time work behavior. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Technologie generatywne w szkolnictwie wyższym - diagnoza sytuacji, przydatne kompetencje i propozycja metody

This article proposes the application of generative technologies, specifically large language models, in higher education. While such technologies present novel opportunities, at the same time, they raise concerns, including potential cognitive degradation, job displacement, and intellectual property issues. The first section of this paper introduces the essential concepts and methods of generative technologies, coupled with a discussion on the necessary competencies to fully harness their potential. The next section suggests an addition to usual teaching methods, using the ‘Artificial Intelligence in Business’ course as an example. This proposed enhancement incorporates a review of student work outcomes by systems powered by large language models. The underlying didactic principles of the course, sample system reports, and an illustrative diagram of the teaching process are presented. The paper concludes by contemplating the possible advantages and challenges posed by these technologies in pedagogy, along with recommendations for future research.

Presenteeism

Existing literature defines presenteeism as being at work despite being sick, working more than the time assigned, and not fully engaged at work. Various tools have been applied to measure presenteeism, yet those addressed only one aspect, being at work despite being sick. Therefore, current study attempts to develop a quantitative scale to measure presenteeism, fulfilling a theoretical gap by incorporating the other two aspects left behind. Data were collected from executives of four selected manufacturing firms in Western Province by applying the survey method. The questionnaire consisted of 13 items, covering the three aspects of presenteeism as (i) being at work despite being sick, (ii) working more than the time assigned, and (iii) not fully engaged at work. 207 questionnaires were qualified for the final exploratory factor analysis. One variable from thirteen proposed variables has to be eliminated as a disqualified variable in developing the measuring instrument. Four factors were extracted as the achievement of work outcomes, not fully engaged at work, working more than the time assigned, and avoidance of distractions under the developed presenteeism instrument with 0.711 of validity and 0.589 of reliability levels. The developed scale fills the gap of non-availability of a quantitative measuring instrument capturing the whole concept of presenteeism, covering its identified dimensions in the literature. This scale facilitates measuring presenteeism and identify its variations associated with other variables and demographic factors.

Measuring SETPOINT vocational interest dimensions: The development and validation of three short scales

Vocational interest research has seen a resurgence in the applied psychology literature, given evidence showing its predictive validity for key work outcomes. There is a need for integrative, reliable, and valid measures to advance research in this space. While the RIASEC model of vocational interests (Holland, 1997) has been the most widely used and studied typology for the assessment of six broad interest types, more recent work with the SETPOINT model (Su et al., 2019) suggests that eight interest dimensions provide better fit to interest data and demonstrates stronger criterion-related validity evidence. However, to date, no short scales are available for measuring the broad SETPOINT dimensions. We developed three short scales with 8, 24, and 41 items, respectively, that capture the eight dimensions of the SETPOINT model in an integrative manner. Using a sample of 972 full-time working adults assessed across two-time points over five weeks, we validated these three short scales following robust psychometric analyses. These scales are shown to have good psychometric properties. The development and validation of the three short scales help close the operational gap for the SETPOINT model and further facilitate the study of interests and use of interest measures in academic and applied settings.

What Disrupts Flow in Office Work? The Impact of Frequency and Relevance of IT-Mediated Interruptions

Flow, the holistic sensation people experience when they act with total involvement, is a known driver for desired work outcomes like task performance. However, the increasing ubiquity of IT at work can disrupt employees’ flow. Thus, the impact of IT-mediated interruptions on flow warrants more attention in research and practice. We conducted a NeuroIS laboratory experiment focusing on a typical office work task—an invoice matching task (i.e., matching customer payments to invoices). We manipulated interruption frequency (low, high) and content relevance (irrelevant, relevant) to study the impact of interruptions on self-reported flow, its dimensions, and high-frequency heart rate variability (HF-HRV; calculated from electrocardiography recordings) as a proxy for parasympathetic nervous system (PNS) activation. We found that content relevance moderated the relationship between interruption frequency and self-reported flow and that these results vary along flow dimensions. Content relevance also moderated the relationship between interruption frequency and PNS activation. Furthermore, self-reported flow was positively associated with both perceived and objective task performance, while PNS activation was not related to either performance measure. Lastly, we found no relationship between PNS activation (measured by HF-HRV) and self-reported flow, contributing to an important debate in the NeuroIS literature on whether physiological evidence constitutes an alternative or a complement to self-reports. Overall, our findings indicate that frequent interruptions are not harmful per se. Rather, considering content relevance is critical for a more comprehensive understanding of the effects on self-reported flow, its dimensions, and the underlying physiology.

Social and Educational Innovations in Accounting and Finance in the Context of Digitization

Digitization refers to the process of converting analog signals into digital signals, and its impact extends far beyond mere technological transformation. This phenomenon brings about substantial changes in various sectors, particularly in the realm of economics, where its influence becomes indispensable within a remarkably short span of time. Consequently, accounting departments have swiftly recognized the importance of embracing information technologies to improve their work processes and outcomes. As a result, they have been quick to implement these technologies, leveraging their potential to enhance efficiency and accuracy. In-depth research on this subject employs several methods to gain comprehensive insights. The first method is a literature review, which examines existing knowledge and scholarly works in the field. The historical method enables researchers to trace the evolution of digitization, providing valuable context for current developments. The comparison method evaluates the national and international impact of digitization, facilitating a broader understanding of its implications. Such knowledge not only contributes to academic advancement but also informs practical decision-making processes for organizations embracing the digital revolution.

Evaluation of the E-Kinerja Application Implementation Policy at the Pamong Praja Police Unit Office of Kuningan District

The delegation of authority from the Central Government to Regional Governments plays a crucial role in expediting Bureaucratic Reform. One facet of this reform is the adoption of the E-Kinerja application across all Regional Work Units, prompted by employees deviating from their assigned duties and functions. Consequently, the work outcomes lack effectiveness, efficiency, transparency, and accountability. This research aims to assess the E-Kinerja application's implementation at the Kuningan Regency Civil Service Police Unit Office, identifying supporting and hindering factors and exploring strategies to overcome obstacles. Utilizing a case study method with a descriptive qualitative approach, key informants, including the Head of the Kuningan Regency Civil Service Police Unit, and supporting informants from various State Civil Apparatus, were interviewed. Findings indicate that some dimensions, such as Capability (Timeliness), Efficiency (Policy Process Efforts), Responsiveness (Apparatus and Leader Response), and Accuracy (Impact for the Agency and Government), are relatively optimal. However, certain dimensions, including Effectiveness (Ability), Efficiency (Policy Implementation Process), Adequacy (Human and Non-Human Resources), and Equity (Goal Achievement and Transparency), fall short of optimal performance. Understanding the extent of the E-Kinerja application's implementation at the Kuningan Regency Civil Service Police Unit Office is crucial for refining the reform process. Addressing deficiencies in the identified dimensions will be instrumental in enhancing the overall effectiveness and efficiency of bureaucratic functions, aligning with the broader objectives of Bureaucratic Reform.

Positive Impact, Creativity, and Innovative Behavior at Work: The Mediating Role of Basic Needs Satisfaction.

In recent research, a growing body of empirical evidence suggests that prosocial impact at work can play a significant role in enhancing creativity and innovativeness. Drawing from self-determination theory, we hypothesized that basic psychological needs and benevolence satisfaction could serve as a mediating factor in the relation between an employee's perceived social impact and innovative work behavior and creativity, thus illuminating the manner in which the contentment of psychological needs fosters inventive proclivities within the organizational milieu. Results from a study in Greece and Canada (N = 528) showed that both perceived social impact and prosocial motivation are positively associated with innovative work behavior and creativity while autonomy and competence satisfaction mediate the relation between perceived social impact and the work outcomes examined within this study. Moreover, prosocial motivation was found to moderate the relation between benevolence satisfaction and innovativeness. Findings extend prior research on the role of prosociality on creative behavior at work and provide supporting evidence for the organizations that encourage and support employees' initiatives to make a positive difference in the lives of others.

“It’s a rollercoaster”: the recovery and return to work experiences of workers with long COVID

ABSTRACT Research on long COVID is still in its infancy with the primary focus being on symptoms, treatment, and prevalence. Due to the severity and longevity of long COVID that has also affected the working population, an important question is how organisations can support workers with long COVID to stay and thrive in the workplace. In the present study, we used Interpretative Phenomenological Analysis to explore the lived experiences of workers with long COVID and the barriers and facilitators to them working while managing their symptoms. Using purposeful sampling, we recruited participants through social media and conducted semi-structured interviews with 12 workers with long COVID in Spring/Summer 2021. Three higher-order themes revolved around suffering, identity work and belongingness, and 12 subthemes, which were seen as barriers and facilitators to sustainable return to work at the individual, group, leader, organisational and overarching contextual levels. Our findings highlight the urgent need for research that considers work outcomes of those with long COVID and have important implications for how organisations can support workers suffering from long COVID and prevent sickness absence and reduce worklessness.

Identification of tax options for high fat, sugar, salt foods for the HEALTHEI Project: a mixed-methods study

BackgroundThe health economic analysis incorporating effects on labour outcomes, households, environment, and inequalities (HEALTHEI) explores which food taxes would have greatest benefits to health, labour, and work outcomes; household expenditure; environmental sustainability; and inequalities within the UK food system. Work package 1 includes a rapid review and workshops, aiming to explore the effects of price increases in food and non-alcoholic beverages to facilitate the specification of food taxes and research design. MethodsIn this mixed-methods study, we first did a rapid review to examine relevant published evidence. A preplanned framework ensured a systematic approach, in which we searched PubMed, HMIC, Scopus, Google, Mintel/Mintel Food and Drink, and Business Source Ultimate for papers published in English from Jan 1, 2010, to Nov 2, 2022. This review was followed by three online workshops (in March, 2023), which used interactive padlets to explore food systems, food taxation policy, tax rationales, and a rapid review infographic. 14 stakeholders from non-governmental organisations (n=10), academia (n=2), the Civil Service (n=1), and a local authority (n=1) took part (gender or ethnicity were not recorded). A stakeholder recruitment grid was developed to ensure representation across public sectors and disciplines of public health, nutrition, environment, and economics. FindingsThe rapid review identified six tax options with a broadly positive impact on consumption and health (high fat, high sugar, high salt, “junk food”, sugar-sweetened-beverages, and meats plus sugar-sweetened beverages). It generated five core rationales for a food tax: change consumption, reduce or prevent harm, change product affordability, raise revenue, and industry impact. Using the workshop feedback, health inequalities, economics, ease of implementation and animal welfare were additional key areas for a so-called real-world application of tax. Stakeholders questioned the taxes in the current economic and political climate. InterpretationThe work highlights the need to develop an impactful food tax option that encompasses the five core rationales identified in the findings. The workshops identified key areas to explore further to understand the feasibility, impact, and logistics of implementing future food taxes. Being unable to deliver workshops in person due to difficulties of participants travelling to London was a limitation. However, switching online allowed for varied and well attended workshops. FundingNational Institute of Health Research (Ref: NIHR133927).

Indicators for Organizational Digital Transformation in the Thai University Context

Organizational digital transformation comprises a number of significant factors for measuring success, each of which involves different evaluating criteria. This research was aimed at developing indicators and criteria behind Thai universities' organizational digital transformation by the use of the quantitative research method and a questionnaire for data collection. The informants included administrators of six Thai universities: 303 high-level administrators, 174 middle-level administrators, and 18 low-level administrators. From the total of 495 administrators, 262 completed and returned the questionnaire. Analyses were then performed based on the statistics showing frequencies and percentages. The findings showed nine key indicators, nine sub-indicators, and 10 evaluating criteria that are appropriate for evaluating the work outcomes in the dimension of digital transformation. The most appropriate indicators were the digital strategies and personnel. The results would benefit administrators, academics, researchers, and the officers involved in deploying the work of organizational digital transformation under the educational context. The benefits would be in planning and developing the policy in digital transformation of Thai universities that is in the right direction and more clarified. Other institutions would also be able to effectively and successfully apply the indicators in their digital transformation process.

The mediating role of thriving at work between organizational inducements and work outcomes

AbstractThe study intends to assess the underlying mechanism of thriving between organizational inducements (OIs) and health care workers’ (HCWs) mental health and work effort based on social exchange theory and the socially embedded model (SEM) of thriving. This study tested a conceptual model regarding the antecedents and outcomes of thriving at work (TW). According to the results of structural equation modelling, both dimensions of OIs predict TW among HCWs. Employees who receive OIs display enhanced levels of thriving, which plays a key role in HCWs’ mental health and their work effort. This research adds important insights to the thriving literature by empirically examining its mediating role between workplace resources and HCWs’ health and work‐related outcomes.

Using the Functional Comorbidity Index with administrative workers' compensation data: Utility, validity, and caveats.

Chronic health conditions impact worker outcomes but are challenging to measure using administrative workers' compensation (WC) data. The Functional Comorbidity Index (FCI) was developed to predict functional outcomes in community-based adult populations, but has not been validated for WC settings. We assessed a WC-based FCI (additive index of 18 conditions) for identifying chronic conditions and predicting work outcomes. WC data were linked to a prospective survey in Ohio (N = 512) and Washington (N = 2,839). Workers were interviewed 6 weeks and 6 months after work-related injury. Observed prevalence and concordance were calculated; survey data provided the reference standard for WC data. Predictive validity and utility for control of confounding were assessed using 6-month work-related outcomes. The WC-based FCI had high specificity but low sensitivity and was weakly associated with work-related outcomes. The survey-based FCI suggested more comorbidity in the Ohio sample (Ohio mean = 1.38; Washington mean = 1.14), whereas the WC-based FCI suggested more comorbidity in the Washington sample (Ohio mean = 0.10; Washington mean = 0.33). In the confounding assessment, adding the survey-based FCI to the base model moved the state effect estimates slightly toward null (<1% change). However, substituting the WC-based FCI moved the estimate away from null (8.95% change). The WC-based FCI may be useful for identifying specific subsets of workers with chronic conditions, but less useful for chronic condition prevalence. Using the WC-based FCI cross-state appeared to introduce substantial confounding. We strongly advise caution-including state-specific analyses with a reliable reference standard-before using a WC-based FCI in studies involving multiple states.

“When things aren't going well at home and at work, it is hard”: What can companies do about domestic violence?

Domestic violence has considerable professional repercussions. Abusive partners isolate victims, damage their self-confidence, belittle them, instill doubt, and create an atmosphere of uncertainty and fear. Such mechanisms of domination, control, and isolation could have consequences for the professional lives of the victims, including absenteeism, decreased performance, and errors. These professional consequences can further isolate the victims because organizational actors, often unaware of or not understanding the domestic violence the victims are experiencing, can hold them accountable for poor work outcomes. This paper reports on action research conducted at EDF, a large French electricity company, and sheds light on the role of the employer in supporting victims of domestic violence, particularly by proposing a set of social and human resources practices that could help the victims escape from abusive situations. However, while it is important for organizations to undertake initiatives in addressing the cases of domestic violence, such involvement remains voluntary and depends on the goodwill of employing organizations. That is what some labor unions wish to change by advocating new professional rights for victims of domestic violence at national levels.