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PLoS One ; 18(4): e0283788, 2023.
Article in English | MEDLINE | ID: covidwho-2254682


Frequent working from home (WFH) may stay as a new work norm after the COVID-19 pandemic. Prior observational studies on WFH and work outcomes under non-pandemic circumstances are mostly cross-sectional and often studied employees who worked from home in limited capacity. To provide additional insights that might inform post-pandemic work policies, using longitudinal data collected before the COVID-19 pandemic (June 2018 to July 2019), this study aims to examine the associations between WFH and multiple subsequent work-related outcomes, as well as potential modifiers of these associations, in a sample of employees among whom frequent or even full-time WFH was common (N = 1,123, Meanage = 43.37 years). In linear regression models, each subsequent work outcome (standardized score was used) was regressed on frequencies of WFH, adjusting for baseline values of the outcome variables and other covariates. The results suggested that WFH for 5 days/week versus never WFH was associated with subsequently less work distraction (ß = -0.24, 95% CI = -0.38, -0.11), greater perceived productivity/engagement (ß = 0.23, 95% CI = 0.11, 0.36), and greater job satisfaction (ß = 0.15, 95% CI = 0.02, 0.27), and was associated with subsequent work-family conflicts to a lesser extent (ß = -0.13, 95% CI = -0.26, 0.004). There was also evidence suggesting that long work hours, caregiving responsibilities, and a greater sense of meaningful work can all potentially attenuate the benefits of WFH. As we move towards the post-pandemic era, further research will be needed to understand the impacts of WFH and resources for supporting employees who work from home.

COVID-19 , Humans , COVID-19/epidemiology , Cross-Sectional Studies , Pandemics , Family Conflict , Job Satisfaction
Psychol Med ; : 1-10, 2022 Feb 22.
Article in English | MEDLINE | ID: covidwho-1701116


BACKGROUND: In-person religious service attendance has been linked to favorable health and well-being outcomes. However, little research has examined whether online religious participation improves these outcomes, especially when in-person attendance is suspended. METHODS: Using longitudinal data of 8951 UK adults, this study prospectively examined the association between frequency of online religious participation during the stringent lockdown in the UK (23 March -13 May 2020) and 21 indicators of psychological well-being, social well-being, pro-social/altruistic behaviors, psychological distress, and health behaviors. All analyses adjusted for baseline socio-demographic characteristics, pre-pandemic in-person religious service attendance, and prior values of the outcome variables whenever data were available. Bonferroni correction was used to correct for multiple testing. RESULTS: Individuals with online religious participation of ≥1/week (v. those with no participation at all) during the lockdown had a lower prevalence of thoughts of self-harm in week 20 (odds ratio 0.24; 95% CI 0.09-0.62). Online religious participation of <1/week (v. no participation) was associated with higher life satisfaction (standardized ß = 0.25; 0.11-0.39) and happiness (standardized ß = 0.25; 0.08-0.42). However, there was little evidence for the associations between online religious participation and all other outcomes (e.g. depressive symptoms and anxiety). CONCLUSIONS: There was evidence that online religious participation during the lockdown was associated with some subsequent health and well-being outcomes. Future studies should examine mechanisms underlying the inconsistent results for online v. in-person religious service attendance and also use data from non-pandemic situations.

Journal of Vocational Behavior ; : 103688, 2022.
Article in English | ScienceDirect | ID: covidwho-1611900


Organizational scholars have begun to focus on the pervasiveness of human suffering at work and the capacity of compassion to ease such suffering. Recent conceptual work has shifted from the individual to the group by positing compassion as a collective capacity that involves noticing others' suffering, feeling empathic concern, and attempting to alleviate that suffering. Drawing upon this foundation, the current paper elaborates on the theoretical concept of psychological compassion climate, defining it as the individual perception of shared norms around compassion within one's work group/unit, and develops and validates a brief measure to assess this construct. Specifically, in Study 1, we developed a new measure of psychological compassion climate and examined its nomological network, including theoretical antecedents, correlates, and consequences. In Study 2, we cross-validated the compassion climate measure using a time-separated design. In this study, psychological compassion climate assessed at Time 1 predicted improvements from Time 1 to Time 2 in three well-being indicators (i.e., anxiety, depressed mood, psychological flourishing) over a month-long span during the summer of 2020 at the height of the COVID-19 pandemic (when suffering of a variety of types was widespread). In addition, we also found that psychological compassion climate predicted compassion experiences at work over the one month interval, including compassion received from others as well as compassion given by the focal employees to others and to oneself.