Content and process approach to the job demands-resources model of emotional labour: A conceptual model

IMPACTThis article's conceptual model provides a holistic lens for exploring the work environment of emotional labour (EL). Research has demonstrated high levels of burnout and mental health issues among EL workers. The negative outcomes associated with EL work are even more pronounced in the present Covid-19 landscape. By understanding EL workers' cognitive processes, organizations stand a better chance of promoting work engagement, well-being, and effective organizational functioning. Practically, organizations may have to provide training and support to line managers to enable them to evolve within the same mindset as EL workers. Senior managers also have to exhibit visible support to workplace initiatives to allow for consistent implementation of job resources.

Take-off, turbulence and turnaround

PurposeThe aim of this paper is to explore the evolving nature of the work of cabin crew in a Scandinavian carrier in three eras, drawing on theories of gender and emotional labour.Design/methodology/approachThe paper draws on ethnographic data from fieldwork, interviews and documents.FindingsFrom being a feminized and temporary occupation for young, upper- and middle-class women in the 1970s, the occupation became a full-time job and with greater diversity of cabin crew. Today there are signs of the job becoming a precarious and temporary one of demanding and devalorized work in a polarized and class-divided labour market. Changing circumstances impact on the emotional labour requirement and terms and conditions at work.Research limitations/implicationsA limitation is that the research design was not initially longitudinal in the sense that the author does not have exactly the same kind of data from each era. The author has, however, been involved in this field for two decades, used multiple methods and interacted with different stakeholders and drew on a unique data material.Practical implicationsThe development in aviation is contributing to new discriminatory practices, driving employee conditions downwards and changing the job demands. This development will have practical consequences for the lives and families of cabin crew.Social implicationsThe analysis illustrates how work ‘constructs' workers and contributes in creating jobs that are not sustainable for the employees. Intensification of work, insecurity and tougher working conditions also challenge key features in the Nordic model such as proper pay, decent work and a life-long employment. Much indicates that the profession is again becoming a temporary one of demanding work with poor working conditions in a polarized and class-divided labour market.Originality/valueThe research contributes to the literature on emotional labour, gender and the evolving nature of the work of cabin crew. The unique data material, the longitudinal aspect of the research and the focus on a single network carrier are good in charting changes over time.

The Impact of Life Stressors Associated With the COVID-19 Pandemic on Essential Workers of Color

Objective: Although essential workers of color in the United States have been notably at risk during the COVID-19 pandemic, less is known about the impacts of associated life stressors within this population. Thus, the purpose of this study is to understand (a) the impact of life stressors among a sample of essential workers of color during the COVID-19 pandemic and (b) associations between life stressors and sociodemographic characteristics, work, mental health, substance use, and eating behaviors. Method: Essential workers of color (N=319) completed the Holms-Rahe Life Stress Inventory to examine whether any set of 43 life stress experiences occurred because of COVID-19. We used latent class analysis to examine patterns of clustering. Results: We identified three latent classes: (a) minimally impacted, (b) moderately impacted, and (c) widely impacted. Most of our sample reported being minimally impacted (53%) or moderately impacted (35%) by life events during the pandemic. However, participants clustered within the widely impacted pattern (11%) reported significantly more concerns with substance use, binge eating, and perceived stress. Conclusions: Findings highlight distinct patterns of life-stress impacts caused by COVID-19 among essential workers of color. Social workers must consider how to implement policies to reduce the systematic challenges faced by those who are most marginalized.

The Psychosocial Model of Absenteeism: Transition from 4.0 to 5.0.

The research provides insight into the factors that determine absenteeism in different types of organizations, in order to facilitate the adjustment of employees and organizations in the transition process from Industry 4.0 to Industry 5.0. The aim of the study is to predict the absenteeism of employees in the context of job characteristics and mental health. Additionally, the research investigated the effect of size, ownership, and sector of the companies on absenteeism, job characteristics, and mental health. The sample included responses from 502 employees of different sociodemographic characteristics that work in various types of organizations, performing white-collar and blue-collar jobs. A short mental health questionnaire-Mental Health Inventory, MHI-5-was used in order to measure mental health. The Job Characteristics Questionnaire was used to measure the employees' perceptions of their job characteristics-job variety, autonomy, feedback, dealing with others, task identity, and friendship. The absenteeism is operationalized with the question: "During the past 12 months, how many days were you absent from work for any reason?". The findings suggest that mental health and job characteristics significantly reduce absenteeism among different sectors. The result showed that the size, ownership, and sector of the organization significantly affect the absenteeism, job characteristics, and the mental health of the employees. The results support the premises of Industry 5.0 and offer a new human-centric approach to absenteeism through the promotion of mental health through long-term organizational strategies and a more inclusive approach to employees' preferences in relation to job characteristics. The study offers a new, double-sided model of absenteeism, determining causal factors from the perspective of personal and organizational factors.

The impact of working from home on job satisfaction and work effectiveness in times of the corona pandemic

During the corona pandemic, the daily work of many employees had to be transferred to the working from home environment. This paper is dedicated to the research questions what effects working from home have on job satisfaction and work effectiveness in times of the corona crisis and which job characteristics foster job satisfaction and work effectiveness while working from home. To answer these questions, a quantitative study was conducted with 313 participants. The study is based on the job characteristics model. According to the results, working from home has positive effects on job satisfaction and also increases work effectiveness. Relevant for these positive work effects are various job characteristics that are in line with the job characteristics model. However, in this study, further relevant job aspects are found that so far, are not considered in this model. Copyright © 2022 Inderscience Enterprises Ltd.

Nursing Job Stability in Ontario: Comparing Long-Term-Care Homes with Other Health Care Sectors

L'affirmation selon laquelle les foyers de soins de longue durée (FSLD) auraient connu un roulement élevé reflétant l'insatisfaction du personnel était très répandue pendant la pandémie de covid-19. À partir du recensement des infirmières et infirmiers autorisés (IA) et des infirmières et infirmiers auxiliaires autorisés (IAA) de l'Ontario entre 2014 et 2020, nous comparons les FSLD à d'autres secteurs des soins de santé relativement (a) aux caractéristiques du personnel et des emplois et (b) au taux de roulement des emplois (à distinguer du taux de roulement professionnel). Les IA des FSLD sont plus âgé·es, ont un niveau de scolarité inférieur et sont plus susceptibles d'avoir été formé·es à l'extérieur du Canada comparativement à la moyenne provinciale, tandis que les IAA se rapprochent davantage de cette norme. Les emplois en FSLD sont plus susceptibles d'être exercés en milieu rural et de reposer sur des contrats occasionnels et des heures irrégulières que les emplois dans la plupart des autres secteurs. Avant la pandémie, les IA des FSLD se situaient au milieu de la courbe de distribution du taux de roulement sectoriel, tandis que les IAA s'y situaient plus bas que tous les secteurs à l'exception des hôpitaux. Parmi les infirmières qui ont changé d'emploi, la rétention dans le secteur des FSLD est semblable à celle des autres secteurs. Dans l'ensemble, les indicateurs de roulement du personnel n'appuient pas l'idée que la satisfaction au travail dans les FSLD est moins élevée que dans les autres secteurs. Au cours de la première année de la pandémie, de petits changements dans le roulement du personnel ont été observés, mais il est difficile de distinguer les restrictions concernant l'occupation de plusieurs emplois, restrictions liées à la pandémie, des autres causes.Alternate :Claims of high turnover, reflecting worker dissatisfaction, in the long-term-care home (LTCH) sector have been common during the coronavirus disease 2019 pandemic. Using a census of registered nurses (RNs) and registered practical nurses (RPNs) in Ontario from 2014 to 2020, we compare LTCHs and other health care sectors in terms of (a) worker and job characteristics and (b) job turnover (distinct from occupational turnover). RNs in LTCHs are older, have lower levels of education, and are more likely to be trained outside of Canada compared with the provincial average, whereas RPNs are more similar to that norm. LTCH jobs are more likely to be rural and to involve casual contracts and irregular hours than those in most, but not all, sectors. Pre-pandemic, RNs in LTCHs were in the middle of the sectoral turnover distribution, whereas RPNs were lower than all sectors except hospitals. Among nurses who changed jobs, LTCH sectoral retention was similar to that in other sectors. Overall, turnover measures do not suggest lower job satisfaction in LTCHs than other sectors. During the first year of the pandemic, small changes in turnover were observed, but it is difficult to disentangle pandemic restrictions on holding multiple jobs from other causes.

Suddenly working from home!: Effects of the Corona crisis on psychological job demands and resources and the role of telecommuting

The Corona crisis and the lockdown in the spring of 2020 had various effects on working life in Europe. In this three-wave study, we assessed the trajectories of job demands and resources of 302 employees 2 weeks before the lockdown, over 1 week after lockdown start, and 6 weeks following the beginning of the lockdown. We applied a pre-post follow-up design with 129 employees who switched to telecommuting and a control group of 173 employees who remained in their on-site workplace. Results from the repeated-measures MANCOVA indicate that, despite various general changes to job characteristics because of the Corona crisis, telecommuting changes contributed to significant changes only in communication opportunities and-before Bonferroni correction-in physical job demands. These results may imply that the most visible massive switch to telecommuting of many employees during the first phase of the Corona crisis is only one explanatory factor for general changes to job characteristics. (PsycInfo Database Record (c) 2022 APA, all rights reserved) (German) Die Corona-Krise und der Lockdown im Fruhjahr 2020 waren mit vielfachen Veranderungen im Arbeitsleben in Europa verbunden. In einer 3-Wellen-Langsschnittstudie wurden die Verlaufe von Stressoren und Ressourcen von 302 Beschaftigten zwei Wochen vor dem Lockdown, eine Woche nach Lockdownstart und sechs Wochen nach Lockdownstart erfasst. Die Studie folgte einem Pre-post- Follow-up-Design mit 129 Beschaftigten, die zu Homeoffice-Arbeit wechselten und einer Kontrollgruppe von 173 Beschaftigten, die weiter vor Ort arbeiteten. Ergebnisse einer MANCOVA mit Messwiederholung zeigen, dass trotz vielfaltiger allgemeiner Veranderungen in den Arbeitsbedingungen durch die Corona-Krise der Wechsel ins Homeoffice nur zur Veranderung von zwei Arbeitsmerkmalen beitrug (Reduktion von Kommunikationsmoglichkeiten und-vor einer Bonferroni Korrektur-physische Arbeitsplatzstressoren). Das deutet darauf hin, dass die sehr sichtbaren Wechsel ins Homeoffice in der ersten Phase der Pandemie nur ein erklarender Faktor fur vielfaltige Veranderungen in den Arbeitsbedingungen im Zuge der Corona Krise darstellt. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Rural-Urban Differences in Workers' Access to Paid Sick Leave

Paid sick leave (PSL) is associated with health care access and health outcomes. The COVID-19 pandemic highlighted the importance of PSL as a public health strategy, yet PSL is not guaranteed in the United States. Rural workers may have more limited PSL, but research on rural PSL has been limited. We estimated unadjusted and adjusted PSL prevalence among rural versus urban workers and identified characteristics of rural workers with lower PSL access using the 2014–2017 Medical Expenditure Panel Survey. We found rural workers had lower access to PSL than urban workers, even after adjusting for worker and employment characteristics. Paid sick leave access was lowest among rural workers who were Hispanic, lacked employer-sponsored insurance, and reported poorer health status. Lower rural access to PSL poses a threat to the health and health care access of rural workers and has implications for the COVID-19 public health emergency and beyond.

The relationship between telework and job characteristics: A latent change score analysis during the COVID-19 pandemic

During the COVID-19 pandemic, a sizable proportion of employees conducted home-based telework to contain virus spreading. This situation made it possible to investigate the relationship between telework and job characteristics. Many positive and negative associations between telework and job characteristics have been proposed in the literature, but most studies relied on cross-sectional data as well as narrow samples (e.g. employees voluntarily choosing to telework). Repeated measures designs investigating the association between telework intensity and job characteristics using less selective samples are currently rare. To address this research gap, we collected data at two time points in Germany during the COVID-19 pandemic (n = 479) and investigated if change in telework intensity was associated with change in 19 job characteristics using structural equation modeling. Our analyses showed that—in contrast to several prior cross-sectional studies—telework intensity had a small to moderate association with only two out of the 19 job characteristics: Work scheduling and decision-making autonomy. Hence, the study challenges the previously assumed manifold positive and negative associations between telework intensity and job characteristics and adds to the debate about the role of telework intensity as an antecedent of work design. Future studies should investigate the generalizability of the findings to non-pandemic work contexts. © 2023 The Authors. Applied Psychology published by John Wiley & Sons Ltd on behalf of International Association of Applied Psychology.

Families' Job Characteristics and Economic Self-Sufficiency: Differences by Income, Race-Ethnicity, and Nativity

Policy debates about whether wages and benefits from work provide enough resources to achieve economic self-sufficiency rely on data for workers, not working families. Using data from the Current Population Survey, we find that almost two-thirds of families working full time earn enough to cover a basic family budget, but that less than a quarter of low-income families do. A typical low-income full-time working family with wages below a family budget would need to earn about $11.00 more per hour to cover expenses. This wage gap is larger for black, Hispanic, and immigrant families. Receipt of employer-provided benefits varies—health insurance is more prevalent than pension plans—and both are less available to low-income families, and black, Hispanic, and immigrant working families. Findings suggest that without policies to decrease wage inequality and increase parents' access to jobs with higher wages and benefits, child opportunity gaps by income, race-ethnicity, and nativity will likely persist.

The relationship between time management, job satisfaction, and job burnout among Jordanian medical staff during COVID-19

COVID-19 has put pressure on medical crews to respond rapidly and operate in real time, which could affect their job performance. However, adopting time management practices appear to mitigate adverse job outcomes and capitalize on positive ones. Therefore, by adopting the integrative time management model, this study analyzes the relationship between time management (setting goals and priorities and mechanics dimensions), job satisfaction, and job burnout (emotional exhaustion dimension) among Jordanian medical staff during COVID-19. The data were gathered via an electronic questionnaire. In total, 737 respondents participated in the survey. RStudio-2022.07.1 was utilized to code all statistical analyses, including a description of demographics and structural equation modeling. Results revealed that while the setting goals and priorities dimension (z = 4.641, p = 0.000) positively relates to job satisfaction, the mechanics dimension has the opposite effect (z = 1.887, p = 0.059). Moreover, while the setting goals and priorities dimension (z = 2.369, p = 0.018) is positively related to the emotional exhaustion dimension, the mechanics dimension (z = -2.086, p = 0.037) is negatively related. Finally, it was found that job burnout does not affect job satisfaction (z = -0.645, p = 0.519). The findings imply that medical institutions should support their staff in setting goals and priorities to accomplish their tasks and encourage time management. Finally, medical staff should have the training to help them overcome any stress they experience when they plan their work-related tasks. © Zaid Alziyadat, Ahmad Obidat, 2022.

Repeated Assessment of SARS-CoV-2 Seroprevalence among Health Care Workers Early in the Pandemic: Relationship to Workplace Exposures

Background. Early in the pandemic, heath care workers (HCWs) were deemed to be at high risk of acquiring SARS-CoV-2 from their patients and distanced themselves from their families. This study aimed to estimate the seropositivity of a cohort of healthcare over time while also looking for associations between seroconversion and hospital and community SARS CoV-2 exposures. Methods. This is a prospective cohort study of HCWs from patient care (PC) and non-patient care (NPC) areas conducted from April 2020 through Dec 2020 at Hurley Medical Center in Flint, Michigan (MI). The first case of SARS-CoV-2 was diagnosed in MI on 3/10/2020. In early April 2020, HCWs underwent serum testing for total SARS-CoV-2 anti-spike protein antibody and completed a questionnaire to collect data on demographics, travel, job characteristics, in and out of hospital SARS-CoV-2 exposures, and use of personal protective equipment (PPE). The serum testing and survey were offered to the same HCWs in late May 2020 and again in December 2020. Statistical analysis such as Fisher's exact test and Student's t-test were used to determine if there was an association with SARS-CoV-2 antibody status for categorical and continuous variables, respectively. Results. At baseline, 20/192 (10.4%) of HCWs were seropositive for SARS-CoV-2 total antibody with 9/20 (45%) providing PC. Job title was known for all participants however, initial survey completion was 79.6%. Eight weeks later, 13/ 131 (9.9%) were positive of which 5/13 (38.4%) were new seroconversions, 2/5 (40%) in PC. Eight months after the initial draw, 16/120 (13.3%) were positive with 13/16 (81.3%) new, 7/13 in PC (54%). The number of HCWs who tested positive at any time during the study was 38/192 (19.8%). No significant associations were found between seroconversion and taking care of COVID patients, any direct patient care duties, or other variables collected at the two-sided threshold of 0.05. Conclusion. No association in this small study was found between PC and SARS-CoV-2 antibody seroconversion. HCWs in NPC areas were as likely to test positive as those in PC likely reflecting community prevalence. Universal masking at the medical center and use of full PPE to care for probable and confirmed COVID patients likely prevented higher rates of PC acquisition.

Employment status during the lockdown period and task crafting: Job insecurity, emotional exhaustion, and affective commitment as mediators

The focus of the present study was to better understand the psychological effects of the Covid-19 epidemic of employee furloughs. As one of the techniques for dealing with the relatively sudden and distressing effects of the pandemic, a relatively new employment status not commonly used before the crisis was implemented. Analysis of the data here showed that the decision to put employees on furlough has profound emotional effects associated with it including a negative impact on feelings of job security with withdrawal behavior as a potential outcome. Suggestions for reducing some of these negative consequences are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Le soutien social du manager direct : une solution pour limiter l’épuisement professionnel pendant la crise sanitaire liée à la COVID-19?

L’épidémie de COVID-19 a entraîné des vagues de confinement dans le monde entier et obligé des milliers de salariés à travailler isolés les uns des autres. Cette situation inédite a engendré de lourds inconvénients en matière de conditions de travail et de hauts niveaux d’épuisement professionnel chez les salariés. Dans ce contexte, les organisations ont essayé d’accompagner au mieux leurs collaborateurs, notamment en renforçant le rôle du manager direct. L’objectif de cette recherche est de déterminer si le soutien social du manager a été en mesure de modérer les effets négatifs de la charge de travail et de la charge mentale sur l’épuisement professionnel des salariés sous l’angle du modèle exigences/ressources de Bakker et Demerouti (2007). Pour cela, nous avons réalisé une enquête par questionnaire auprès de 5 495 salariés d’une branche de la Sécurité sociale française durant le confinement de novembre et décembre 2021. Nos résultats montrent que le soutien social du manager direct n’est pas en mesure de modérer l’effet des conditions de travail sur l’épuisement professionnel des salariés à domicile, et n’y arrive que modestement pour les salariés uniquement sur site. Néanmoins, ce soutien a un impact direct fort sur l’épuisement professionnel, quel que soit le lieu de travail, bien que cet effet soit nettement plus fort pour les salariés uniquement sur site. Nos conclusions viennent donc interpeller les travaux antérieurs qui présentent le soutien social du manager direct comme une ressource modératrice efficace face aux problématiques de santé au travail (Karasek et Theorell, 1990 ;Häusser et al., 2010 ;Aronsson et al., 2017 ;Hager, 2018). Toutefois, le contexte inédit de la crise sanitaire semble confirmer que l’isolement réduit le soutien social ressenti par les télétravailleurs et oblige les managers à fournir des efforts supplémentaires pour leur en prodiguer (Winkler, 2001). Précis Durant la crise sanitaire liée à l’épidémie de COVID-19, des milliers de salariés français ont été contraints de travailler isolés les uns des autres. Cette situation inédite a engendré de lourds inconvénients en matière de conditions de travail, entraînant de hauts niveaux d’épuisement professionnel. L’objectif de cette recherche est de déterminer si le soutien social du manager direct est en mesure de modérer les effets négatifs des conditions de travail sur l’épuisement professionnel des salariés en période de crise sanitaire. Les résultats montrent que ce soutien a un impact direct sur l’épuisement professionnel, quel que soit le lieu de travail. Cependant, il n’est pas en mesure de modérer l’effet des conditions de travail sur l’épuisement professionnel des salariés à domicile, et n’y arrive que modestement pour les salariés sur site.Alternate :The COVID-19 pandemic has caused lockdowns worldwide and compelled thousand employees to work isolated from each other. This unprecedented situation has caused heavy drawbacks in terms of work conditions and high levels of professional exhaustion. The purpose of this research is to determine if social support of direct supervisors was able to moderate negative effects of workload and mental load on professional exhaustion, from the point of view of the Job Demands Resources Model of Bakker and Demerouti (2007) To do this, we conducted a digital questionnaire survey with 5,495 workers of a branch of the French social security services during the lockdown of winter 2021. Our results show that social support of a direct supervisor does not moderate negative effects of work conditions for teleworkers and can only moderate them modestly for on-site workers. Nevertheless, this support has a strong direct impact on professional exhaustion, whatever the place of work, although this effect is much stronger for on-site workers. Our conclusions challenge previous research which presents social support of direct supervisors as an effective moderator resource against occupational health problems (Karasek and Theorell, 1990 ;Häusser et al., 2010 ;Aronsson et al., 2017 ;Hager, 2018). However, the unprecedented context of the COVID-19 sanitary crisis seems to validate that isolation reduces the social support felt by teleworkers and compels supervisors to provide additional efforts to provide it to them (Winkler, 2001).

Importance of work engagement in primary healthcare.

BACKGROUND: Work engagement is crucial for quality care at the primary healthcare level. This is especially true during the Covid-19 pandemic, as it has effects on the community from both a health and economic point of view. For example, inadequate work engagement can lead to fewer referrals to the secondary healthcare level. This study aims to examine the work engagement level in a public healthcare organisation at the primary healthcare level to further explore the role of work environment characteristics. The study addresses a research gap in the field of primary healthcare and emphasises the importance of managing the factors promoting work engagement. The future of healthcare will be strongly shaped by population ageing and Covid-19 disruption, which have created unpredictable and unfavourable working situations. METHOD: A descriptive, cross-sectional, correlational design was used including the Utrecht Work Engagement Scale with a non-probabilistic availability sample of 630 employees of the Community Health Centre Ljubljana, Slovenia, in 2018. The role of the work environment was observed by applying the job resources concept adapted to the context of the observed organisation. RESULTS: Work engagement in the observed organisation is higher compared to previous research. The research confirmed that job resources play an important role in employees' work engagement. The high level of work engagement of the home care nursing employees coupled with the significant proportions of unengaged in the management of the organization also caught our attention. This difference highlights the importance of the leadership style, career choices and employment process that exist in an institution. CONCLUSION: The study has important implications for healthcare management at the primary level for unlocking the work engagement by 'managing' the factors stimulating work engagement. The hidden potential is especially large in so called 'soft areas', such as leadership style, communication and organisational climate, which are also less expensive to manage than other aspects of the work environment.

Effects of the Corona Crisis on Psychological Job Demands and Resources and the Role of Telecommuting

The Corona crisis and the lockdown in the spring of 2020 had various effects on working life in Europe. In this three-wave study, we assessed the trajectories of job demands and resources of 302 employees 2 weeks before the lockdown, over 1 week after lockdown start, and 6 weeks following the beginning of the lockdown. We applied a pre-post follow-up design with 129 employees who switched to telecommuting and a control group of 173 employees who remained in their on-site workplace. Results from the repeated-measures MANCOVA indicate that, despite various general changes to job characteristics because of the Corona crisis, telecommuting changes contributed to significant changes only in communication opportunities and – before Bonferroni correction – in physical job demands. These results may imply that the most visible massive switch to telecommuting of many employees during the first phase of the Corona crisis is only one explanatory factor for general changes to job characteristics. © 2021 The Author(s).

Experiences of workers with post-COVID-19 symptoms can signpost suitable workplace accommodations

Purpose>The prevalence and multi-system nature of post-COVID-19 symptoms warrants clearer understanding of their work ability implications within the working age population. An exploratory survey was undertaken to provide empirical evidence of the work-relevant experiences of workers recovering from COVID-19.Design/methodology/approach>A bespoke online survey based on a biopsychosocial framework ran between December 2020 and February 2021. It collected quantitative ratings of work ability and return-to-work status, qualitative responses about return-to-work experiences, obstacles and recommendations, along with views on employer benefits for making accommodations. A sample of 145 UK workers recovering from COVID-19 was recruited via social media, professional networks and industry contacts. Qualitative data was subject to thematic analysis. Participants were mainly from health/social care (50%) and educational settings (14%).Findings>Just over 90% indicated that they had experienced at least some post-COVID-19 symptoms, notably fatigue and cognitive effects. For 55%, symptoms lasted longer than six months. Only 15% had managed a full return-to-work. Of the 88 who provided workability ratings, just 13 and 18% respectively rated their physical and mental workability as good or very good. Difficulties in resuming work were attributed to symptom unpredictability, their interaction with job demands, managing symptoms and demands in parallel, unhelpful attitudes and expectations. Manager and peer support was reported as variable.Originality/value>Workplace health management characterised by flexible long-term collaborative return-to-work planning, supported by more COVID-centric absence policies and organisational cultures, appear pivotal for sustaining the return-to-work of the large segments of the global workforce affected by post-COVID-19 symptoms.

From The National Perinatal Information Center: National Minority Health Month: Amplifying Perinatal Nursing Leadership Disparities through Data

The article presents the discussion on recognizing health disparities impacting people from racial and ethnic minority groups. Topics include frontline nursing leadership positions pivotal for assuring quality outcomes, staff satisfaction, and organizational effectiveness of inpatient care units;and supporting nurse leaders during the pandemic contributing to the stressors.

Heavy-work investment: Its dimensionality, invariance across 9 countries and levels before and during the COVID-19's pandemic

The goals of the current comparative and half-exploratory paper are to: 1) shed light on the properties of the relatively "new" construct, Heavy-Work Investment (HWI) and its two dimensions-Time Commitment and Work Intensity, (2) assess differences across 9 countries in relation to HWI, (3) gauge the effect of demographical parameters on HWI, and (4) investigate the interaction between them and COVID-19's pandemic (i.e., before COVID-19, and during the COVID-19 pandemic). Data of 3,418 employees were collected from 9 different countries: Israel, Romania, Japan, USA, Pakistan, Italy, Turkey, Brazil, and Germany. Among other findings, analyses revealed that HWI construct is stable across countries and that the mean investment at work (in the form of both time and efforts) is higher during the COVID-19's pandemic than before it. Discussion section summarizes the findings of the entire research, and elaborates on limitations and future research suggestions. (PsycInfo Database Record (c) 2022 APA, all rights reserved) (Spanish) Los objetivos de este estudio comparativo y semiexploratorio son: 1) arrojar luz sobre las caracteristicas del constructo relativamente "nuevo" inversion en trabajo duro (ITD) y sus dos dimensiones (compromiso temporal e intensidad del trabajo), 2) ver las diferencias en 9 paises relativas a la ITD, 3) analizar el efecto de los parametros demograficos en la ITD y 4) comprobar la interaccion entre ellos y la pandemia del COVID-19 (es decir, antes y durante el mismo). Se recogieron datos de 3,418 empleados de 9 paises diferentes: Israel, Rumania, Japon, EE UU, Paquistan, Italia, Turquia, Brasil y Alemania. Los analisis revelaron, entre otros resultados, que el constructo de ITD es estable en los distintos paises y que la inversion media en el trabajo (en tiempo y esfuerzo) es mayor durante la pandemia del COVID-19 que antes de la misma. En la seccion de Discusion se resumen los resultados de toda la investigacion y se abordan las limitaciones y las propuestas de investigacion futura. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Too Much on the Plate? How Executive Job Demands Harm Firm Innovation and Reduce Share of Exploratory Innovations

Building on psychological research on job demands and executive job demands theory, we explain why executive job demands negatively influence a firm's overall innovation and shift the balance of innovative activities toward a larger share of exploitative innovations at the expense of exploratory innovations, leading to a smaller share of innovations that are exploratory. In addition, we explain how variety in executives' gender, age, and tenure and an innovative climate weaken the negative effects of job demands on both overall innovation and the share of exploratory innovations. Our theory suggests that a controlling climate and employees' education weaken the negative effect of job demands on overall innovation but exacerbate the negative effect of job demands on the share of exploratory innovations. Using surveys collected on-site from 243 Chinese firms, we find support for five of our 10 hypotheses and marginal support for three additional hypotheses but no support for the two moderating effects of innovative climate. This study shifts innovation scholars' attention away from executive cognition and characteristics to their job environment attributes. It also develops executive job demands theory by examining its boundaries and applicability to the domain of innovation management.