Divided When Crisis Comes: How Perceived Self-Partner Disagreements over COVID-19 Prevention Measures Relate to Employee Work Outcomes at Home.

As a response to the COVID-19 pandemic, our societies went into a lockdown model and many organizations required or permitted their employees to work from home. As a result, employees need to deal with the COVID-19 pandemic while they work from home, providing an opportunity to examine how COVID-19 prevention experiences influence those who are working from home. Based on the interpersonal self-regulation perspective, we propose that employees who perceive having more disagreements with their partners over COVID-19 prevention measures are more likely to experience a reduction in their identification with the partner which is subsequently associated with their negative work outcomes through emotional exhaustion. Results from a two-wave survey study with a sample of 282 employees who worked from home during the COVID-19 pandemic supported our predictions: perceived self-partner disagreements over COVID-19 prevention measures related to a reduction in identification with the partner, which was subsequently associated with exhausted regulatory resources and undermined work outcomes. Furthermore, these negative effects were particularly salient for individuals who were not married. Theoretical and practical implications for family-to-work interference and working from home in times of crisis are discussed.

The Impact of the COVID-19 Pandemic on Black and Hispanic Americans' Work Outcomes: a Scoping Review.

In early 2020, it was hypothesized that COVID-19 would lead to disproportionately negative health and work outcomes for Black and Hispanic adults, but sufficient data had yet been collected to fully support this claim. Now, we have empirical evidence, but little has been done to aggregate this information to fully understand its impact on these communities. Utilizing 44 articles from a scoping review of three databases (PubMed, Web of Science, and Business Source Complete), this study seeks to identify the primary work-related risks that help explain Black and Hispanic adults' disparate COVID-19-related work outcomes (e.g., loss of hours, job disruption, stress). Findings illuminate four primary risks faced by Black and Hispanic workers: (1) being an essential worker, (2) type of work performed, (3) workplace factors; and (4) community and geographic factors. We conclude with policy recommendations that will help inform policy and practice for economic recovery from the pandemic for other marginalized populations.

Enforced Remote Work During COVID-19 and The Importance of Technological Competency: A Job Demands-Resources Perspective.

BACKGROUND: As we live in the era of technology, it is clear that employees' technical skills and savviness are important to their work performance. With the COVID-19 pandemic, these qualities have become a "necessity‿ for many employees as they have switched to remote working. Less attention, however, has been given to empirical evidence regarding how employees' technological competencies influence their work outcomes during a forced shift to remote work. Integrating the theories of Job Demands-Resources and Conservation of Resources, this study sought to provide evidence regarding the joint effect of job/personal resources and technological competency on levels of employees' remote work engagement and performance. METHOD: A total of 131 teachers working in Turkey completed an online survey during the initial months of the COVID-19 pandemic. SPSS Process Macro (Model 7) was used for hypotheses testing. RESULTS: We found partial support for the proposed moderated mediation model. Specifically, psychological resilience (as a personal resource) increased the level of work performance through work engagement and this relationship was stronger among employees with high levels of technological competency. However, the results did not provide support for the hypothesized interaction effect of workplace support (as a job resource) and technological competency on work performance through work engagement. CONCLUSION: This research advances the theoretical and empirical understanding of the role of technological competency in the motivational process of the Job Demands-Resources model. Our findings suggest that providing training activities aimed at promoting employee learning in the domain of online work tools can accelerate the effect of personal resources on work outcomes, especially during enforced remote working, as in the case of COVID-19.

CONTEXTE: Comme nous vivons dans l'ère de la technologie, il est clair que les compétences techniques et le savoir-faire des employés, sont important pour leur rendement au travail. Avec la pandémie de COVID-19, ces qualités sont devenues une "nécessité‿ pour de nombreux employés qui sont passés au télétravail. Cependant, moins d'attention a été accordée aux preuves empiriques concernant la façon dont les compétences technologiques des employés influencent leurs résultats au travail pendant l'adaptation forcé au télétravail. En intégrant la théorie d'exigence ressources de l'épuisement professionnel et conservation des ressources, cette étude a cherché à fournir des preuves concernant l'effet conjoint du travail/ressources personnel et des compétences technologiques sur les niveaux d'engagement et rendement des employés au télétravail.Méthode: Un totale de 131 professeurs travaillant en Turquie ont répondu à un sondage en ligne pendant les premiers mois de la pandémie de COVID-19. Pour tester les hypothèses, le SPSS Process Macro (Model 7) a était utilisé.Résultats: Nous avons trouvé un soutien partiel pour le model de médiation modérée propose. Plus précisément, la résilience psychologique (en tant que ressource personnelle) a augmenté le niveau de rendement au travail grâce à l'engagement au travail, et cette relation était plus forte chez les employés ayant des niveaux élevés de compétence technologique. Cependant, les résultats n'ont pas démontré l'hypothèse de l'effet d'interaction du soutient en milieu de travail (en tant que ressource professionnelle) et des compétences technologiques sur le rendement au travail par le biais de l'engagement au travail. CONCLUSION: Cette recherche fait progresser la compréhension théorique et empirique du rôle de la compétence technologique dans le processus du modèle d'exigences-ressources de l'épuisement professionnel. Nos résultats suggèrent qu'offrir des activités de formations visant à promouvoir l'apprentissage des employés dans le domaine des outils de travail en ligne peut accélérer l'effets des ressources personnelles sur les résultats au travail, particulièrement pour le télétravail forcé, comme ce fut le cas durant la pandémie de COVID-19.

Partial Least Squares Structural Equation Modeling (Pls-Sem) to Predict the Workplace Empowerment Factors and Organizational Commitment during Covid-19 Pandemic

Background: Organizational commitment is a critical element for employee retention, and poor commitment is highly associated with turnover. Healthcare workers commitment is influenced greatly by their perceived empowerment in the workplace. We aimed in this study to examine the workplace structural empowerment factors in predicting organizational commitment among healthcare workers during COVID-19 pandemic. Method: A cross-sectional self-administered survey, paper and pencil were used to collect data from the respondent healthcare workers. A total of 913 questionnaires were distributed and 739 (80.9%) response rate was obtained. PLS-SEM model was applied for data analysis and estimation of construct measurement in terms of multiple and interrelated dependent relationships between latent and indicator variables. Results: The results showed significant influence of information empowerment (beta = 0.309, t = 6.681, p < 0.001), work setting empowerment (beta = 0.124, t = 2.492, p < 0.013), and opportunity do you have for the activities in present job (OFTA) empowerment (beta = 0.174, t = 3.904, p < 0.001), on affective commitment. As for continuance commitment, only resources empowerment was found to have significant positive influence (beta = 0.110, t = 2.077, p < 0.038). On the other hand, there is a significant positive effect of information empowerment (beta = 0.296, t = 5.942, p < 0.001), and OFTA empowerment (beta = 0.121, t = 2.490, p < 0.013), on normative commitment. For different dimensions, information empowerment has the highest impact on affective commitment (beta = 0.309) followed by (OFTA) empowerment (beta = 0.174) and last work setting empowerment (beta = 0.124) while, for normative commitment, information empowerment (beta = 0.296) has more impact compared to OFTA empowerment (beta = 0.121). Overall, the model was able to explain 27.5% and 22.2% of correlations and variances in affective and normative commitments, respectively. Conclusion: The study showed significant predictive roles for higher level of information empowerment, OFTA, higher level of resources, and higher level of work setting empowerments, as significant predictors for organizational commitment.

Work readiness: Its determinants and association with work-related outcomes among new graduate nurses.

AIMS: This study aimed to identify determinants of work readiness and to assess the influences of work readiness on work-related outcomes in graduate nurses. BACKGROUND: Higher work readiness facilitates smoother role transitions of new graduate nurses. However, determinants of work readiness had not been fully examined. In addition, the relationships between work readiness and work-related outcomes, such as coping self-efficacy and occupational commitment, are also crucial but had not been assessed. METHODS: We recruited 794 graduate nurses and assessed their work readiness before working as nurses. After they commenced their work, we assessed their occupational commitment, coping self-efficacy and intention to remain. All assessments were conducted online. RESULTS: There were 728 (92%) female respondents. The mean scores and standard deviation (SD) of work readiness, coping self-efficacy, occupational commitment and intention to remain were 261.51 (SD: 45.40), 30.30 (SD: 6.13), 81.65 (SD: 11.56) and 11.01 (SD: 2.36), respectively. Based on a regression analysis, determinants of work readiness were positive school climate, student leadership experience, nursing as the primary choice of discipline and perceived influences of COVID-19 on the honorability of being a nurse and the willingness to be a nurse (p < .001). Moreover, after adjusted by all demographics and characteristics variables, higher work readiness would result in higher coping self-efficacy (estimated coefficient = 0.06, p < .001), occupational commitment (estimated coefficient = 0.06, p < .001) and intention to remain (estimated coefficient = 0.01, p = .002). CONCLUSION: Work readiness is a composite concept affected by psychosocial and environmental factors, which can predict new graduate nurses' future self-efficacy, occupational commitment and intention to remain. IMPLICATIONS FOR NURSING MANAGEMENT: The management of new graduate nurses when they begin to work could target their work readiness. Transition programmes that consider our identified determinants can be provided to those who show lower work readiness.