Pathways between Adverse Change in Employment and Alcohol Use among U.S. Women during a Global Pandemic: The Moderating Role of Conformity to Masculine Norms.

BACKGROUND: This study examined changes in reported alcohol use among women during the early stages of the COVID-19 pandemic and the relations to adverse changes in employment (e.g. job loss, furlough, reduced pay). Further, this study assessed how the relation between changes in alcohol use and experiencing an adverse change in employment was moderated by four theoretically relevant dimensions of conformity to masculine norms (CMNI, i.e. risk-taking, winning, self-reliance, and primacy of work). METHODS: The sample for the present study is a subset of a survey that was conducted in the spring of 2020 among U.S. adults and includes 509 participants who met the inclusion criteria. We assessed pandemic-related employment change status, changes in reported frequency and quantity of alcohol consumed, and four CMNI dimensions. Relations between these variables were assessed with a multinomial logistic regression path model. RESULTS: Experiencing an adverse change in employment early in the pandemic was related to increased alcohol use when moderated by the CMNI dimension primacy of work. For people higher on primacy of work, an adverse change in employment was associated with a higher likelihood of reporting an increase in frequency, but not quantity, of drinking (rather than a decrease or no change). Not experiencing an adverse change in employment early in the pandemic was associated with an increased likelihood of reporting an increase for quantity but not frequency. CONCLUSION: The results highlight the importance of considering how work-oriented women may be at risk for increasing alcohol use when confronted with changes in work status.

Working from home and intimate partner violence among cis-women during the COVID-19 pandemic: evidence from a global, cross-sectional study.

BACKGROUND: Intimate partner violence (IPV) may have been exacerbated during the COVID-19 pandemic. This analysis aimed to determine how employment disruption during COVID-19, including working from home, was associated with IPV experience among cis-gendered women. METHODS: The International Sexual Health and Reproductive health (I-SHARE) study is a cross-sectional online survey implemented in 30 countries during the pandemic. Samples used convenience, online panel, and population-representative methods. IPV was a pre-specified primary outcome, measured using questions from a validated World Health Organisation instrument. Conditional logistic regression modelling was used to quantify the associations between IPV and changes to employment during COVID-19, adjusted for confounding. RESULTS: 13,416 cis-gender women, aged 18-97, were analysed. One third were from low and middle income countries, and two thirds from high income countries. The majority were heterosexual (82.7%), educated beyond secondary-level (72.4%) and childless (62.7%). During COVID-19 33.9% women worked from home, 14.6% lost employment, and 33.1% continued to work on-site. 15.5% experienced some form of IPV. Women working from home experienced greater odds of IPV than those working on-site (adjusted OR 1.40, 95% CI 1.12-1.74, p = 0.003). This finding was robust independent of sampling strategy and country income. The association was primarily driven by an increase in psychological violence, which was more prevalent than sexual or physical violence. The association was stronger in countries with high gender inequality. CONCLUSIONS: Working from home may increase IPV risk globally. Workplaces offering working from home should collaborate with support services and research interventions to strengthen resiliency against IPV.

Beyond market share: Accounting for doctoral program size in recent rates of anthropology faculty job placement.

Job placement trends in higher education at US institutions are bleak. Within anthropology and other social science disciplines this problem appears to be particularly pronounced. Recent studies focusing on placement in Anthropology using market share analysis have suggested that specific doctoral programs offer a greater chance of placing their graduates in faculty positions. Here we expand on that work, looking beyond market share to the number of graduates placed in positions relative to the total number of program graduates. Our results suggest that while large programs do indeed command the majority of tenure track placements by market share, much of this may be a product of the high numbers of graduates from these programs. Smaller programs can be proportionally as successful at placing their students in tenure track positions. The majority of PhDs in anthropology should anticipate gaining employment outside of a tenure track position. Training students for positions in private industry, government, and other non-faculty opportunities is essential.

Impact of the COVID-19 pandemic on the career development of individuals with psychiatric disabilities.

OBJECTIVE: The purpose of this preliminary exploratory study was to explore the impact of the COVID-19 pandemic on the career development of diverse individuals with psychiatric disabilities. METHODS: Four hundred sixty-nine individuals with psychiatric disabilities and 147 individuals without psychiatric disabilities completed survey questions regarding their employment and educational experiences during the pandemic. We utilized chi-square analyses to explore the differences between those with and without psychiatric disabilities and between racial groups. RESULTS: Our results indicated that individuals with psychiatric disabilities, especially Black, Indigenous, and other people of color (BIPOC), experienced greater employment-related uncertainty during the COVID-19 pandemic than the population without psychiatric disabilities. CONCLUSIONS AND IMPLICATIONS FOR PRACTICE: Individuals with psychiatric disabilities, particularly BIPOC, need access to more stable employment and supports to maintain their employment. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Work and health during the COVID-19 crisis among Dutch workers and jobseekers with (partial) work disabilities: a mixed methods study.

BACKGROUND: The consequences of restrictive measures during the COVID-19 outbreak have potentially been enormous, especially for those in a vulnerable position in the labour market. This study aims to describe the impact of the COVID-19 crisis on work status, working conditions and health among people with (partial) work disabilities-with and in search of work-during the COVID-19 pandemic in the Netherlands. METHODS: A mixed methods design was used, combining a cross-sectional online survey and ten semi-structured interviews with people with a (partial) work disability. The quantitative data included responses to job-related questions, self-reported health, and demographics. The qualitative data consisted of participants' perceptions about work, vocational rehabilitation, and health. We used descriptive statistics to summarize the responses, conducted logistic and linear regression and integrated our qualitative findings with the quantitative findings, aiming at complementarity. RESULTS: Five hundred and eighty-four participants (response rate 30.2%) completed the online survey. The majority of participants experienced no change in work status: 39 percent remained employed, 45 percent remained unemployed, six percent of respondents lost their job, and ten percent became employed during the COVID-19 crisis. In general, the results showed a deterioration in self-rated health during the COVID-19 outbreak, both for participants at work and in search of work. Participants who lost their job during the COVID-19 crisis reported the highest deterioration in self-rated health. Interview findings revealed that loneliness and social isolation were persistent during the COVID-19 crisis, especially among those in search of work. Additionally, employed participants identified a safe work environment and the possibility to work at the office as important factors for overall health. CONCLUSIONS: The vast majority of study participants (84.2%) experienced no change in work status during the COVID-19 crisis. Nonetheless, people at work and in search of work encountered barriers to maintaining or (re)gaining employment. People with a (partial) work disability who lost their job during the crisis appeared to be most affected in terms of health. Employment and health protections could be strengthened for persons with (partial) work disabilities in order to build resilience in times of crisis.

Understanding the psychological therapy treatment outcomes for young adults who are not in education, employment, or training (NEET), moderators of outcomes, and what might be done to improve them.

BACKGROUND: To determine: whether young adults (aged 18-24) not in education, employment or training (NEET) have different psychological treatment outcomes to other young adults; any socio-demographic or treatment-related moderators of differential outcomes; and whether service-level changes are associated with better outcomes for those who are NEET. METHODS: A cohort was formed of 20 293 young adults treated with psychological therapies in eight Improving Access to Psychological Therapies services. Pre-treatment characteristics, outcomes, and moderators of differential outcomes were compared for those who were and were not NEET. Associations between outcomes and the following were assessed for those that were NEET: missing fewer sessions, attending more sessions, having a recorded diagnosis, and waiting fewer days between referral and starting treatment. RESULTS: Those who were NEET had worse outcomes: odds ratio (OR) [95% confidence interval (CI)] for reliable recovery = 0.68 (0.63-0.74), for deterioration = 1.41 (1.25-1.60), and for attrition = 1.31 (1.19-1.43). Ethnic minority participants that were NEET had better outcomes than those that were White and NEET. Living in deprived areas was associated with worse outcomes. The intensity of treatment (high or low) did not moderate outcomes, but having more sessions was associated with improved outcomes for those that were NEET: odds (per one-session increase) of reliable recovery = 1.10 (1.08-1.12), deterioration = 0.94 (0.91-0.98), and attrition = 0.68 (0.66-0.71). CONCLUSIONS: Earlier treatment, supporting those that are NEET to attend sessions, and in particular, offering them more sessions before ending treatment might be effective in improving clinical outcomes. Additional support when working with White young adults that are NEET and those in more deprived areas may also be important.

Food Insecurity During the First Year of COVID-19: Employment and Sociodemographic Factors Among Participants in the CHASING COVID Cohort Study.

OBJECTIVE: While much has been reported about the impact of the COVID-19 pandemic on food insecurity, longitudinal data and the variability experienced by people working in various industries are limited. This study aims to further characterize people experiencing food insecurity during the pandemic in terms of employment, sociodemographic characteristics, and degree of food insecurity. METHODS: The study sample consisted of people enrolled in the Communities, Households and SARS-CoV-2 Epidemiology (CHASING) COVID Cohort Study from visit 1 (April-July 2020) through visit 7 (May-June 2021). We created weights to account for participants with incomplete or missing data. We used descriptive statistics and logistic regression models to determine employment and sociodemographic correlates of food insecurity. We also examined patterns of food insecurity and use of food support programs. RESULTS: Of 6740 participants, 39.6% (n = 2670) were food insecure. Non-Hispanic Black and Hispanic (vs non-Hispanic White) participants, participants in households with children (vs no children), and participants with lower (vs higher) income and education levels had higher odds of food insecurity. By industry, people employed in construction, leisure and hospitality, and trade, transportation, and utilities industries had the highest prevalence of both food insecurity and income loss. Among participants reporting food insecurity, 42.0% (1122 of 2670) were persistently food insecure (≥4 consecutive visits) and 43.9% (1172 of 2670) did not use any food support programs. CONCLUSIONS: The pandemic resulted in widespread food insecurity in our cohort, much of which was persistent. In addition to addressing sociodemographic disparities, future policies should focus on the needs of those working in industries vulnerable to economic disruption and ensure those experiencing food insecurity can access food support programs for which they are eligible.

Employment and accommodation needs and the effect of COVID-19 on men and women with traumatic brain injury.

BACKGROUND: Traumatic brain injury (TBI) impacts an individual's workforce involvement post-injury. Support services and workplace accommodations that can help with work re-integration post-TBI may differ based on a person's sex and gender. The added impact of COVID-19 remains under-explored. OBJECTIVE: We aimed to investigate the support services and workplace accommodation needs and the impact of COVID-19 on work and mental health for persons with TBI, considering sex and gender. METHODS: A cross-sectional online survey was distributed. Descriptive and regression analyses were applied to uncover sex and gender differences, along with content analysis for open-ended responses. RESULTS: Thirty-two persons with TBI (62% women, 38% men) participated. Physiotherapy, occupational therapy, and counselling services were indicated as the most needed services by women and men. Modified hours/days and modified/different duties were the most needed workplace accommodations. Mental challenges impacting well-being was a highlighted concern for both men and women. Women scored poorer on the daily activity domain of the Quality of Life after Brain Injury - Overall Scale (p = 0.02). Assistance with daily activities was highlighted by women for a successful transition to work, including housekeeping and caregiving. Men were more likely than women to experience change in employment status because of COVID-19 (p = 0.02). Further, a higher percentage of men expressed concern about the inability to pay for living accommodations, losing their job, and not having future job prospects. CONCLUSION: Findings reveal important differences between men and women when transitioning to work post-TBI and emphasize the need for sex and gender considerations.

The Pent-Up Demand for Breastfeeding Among US Women: Trends After COVID-19 Shelter-in-Place.

Objectives. To estimate changes in national breastfeeding trends immediately before and after COVID-19‒related workplace closures in early 2020. Methods. The implementation of shelter-in-place policies in early 2020, when 90% of people in the United States were urged to remain at home, represents a unique natural experiment to assess the pent-up demand for breastfeeding among US women that may be stymied by the lack of a national paid leave policy. We used the 2017-2020 Pregnancy Risk Assessment Monitoring System (n = 118 139) to estimate changes in breastfeeding practices for births occurring before and after shelter-in-place policies were implemented in the United States. We did this in the overall sample and by racial/ethnic and income subgroups. Results. There was no change in breastfeeding initiation and a 17.5% increase in breastfeeding duration after shelter-in-place, with lingering effects through late 2020. High-income and White women demonstrated the largest gains. Conclusions. The United States ranks worse than similar countries when it comes to breastfeeding initiation and duration. This study suggests that this is partly attributable to inadequate access to postpartum paid leave. This study also demonstrates inequities introduced by patterns of remote work during the pandemic. (Am J Public Health. 2023;113(8):870-873. https://doi.org/10.2105/AJPH.2023.307313).

The multidimensional construct of precarious work, the future of work, and workers' health. / O construto multidimensional trabalho precário, o futuro do trabalho e a saúde de trabalhadoras(es).

This essay aims to discuss the flexibilization of work, which has been accentuated during the COVID-19 pandemic, leading to an expansion of precarious work. Additionally, the essay seeks to explore theoretical models and methodological challenges for the study of precarious work, its dimensions, and its effects on workers' health. The health and economic crisis has heightened the social vulnerability of workers, introduced by the global flexibilization and the Brazilian Labor Reform. The setbacks materialize in precarious work, a multidimensional construct that encompasses the characteristics of this flexibilization in its three dimensions: (1) unstable work relationships resulting from insecure hiring, temporary contracts, involuntary part-time work, and outsourcing; (2) inadequate and unstable income; and (3) insufficient rights and protection, with reduced collective representation of workers, resulting in low power to react to degrading working conditions, lack of social security, and setbacks in regulatory support for labor safety. Repercussions of precarious work on health - work accidents, musculoskeletal and mental disorders - are evidenced in epidemiological studies, highlighting the theoretical and methodological limitations that still exist. The conclusion is that if the current bases of social protection and work insertion for workers are maintained, the future will see an expansion of precarious work. Thus, highlighting the causal relationships between precarious work and health is a contemporary challenge of the research and public policy agenda that is imposed upon society, with a focus on workers' health services.

Este ensaio objetivou discutir a flexibilização do trabalho, acentuada no curso da pandemia de COVID-19, com ampliação do trabalho precário; e discutir modelos teóricos e desafios metodológicos para o estudo do trabalho precário, suas dimensões e os efeitos à saúde de trabalhadoras(es). A crise sanitária e econômica ampliou a vulnerabilidade social de trabalhadoras(es), já em curso em decorrência das mudanças trazidas pela flexibilização, globalmente, e pela Reforma Trabalhista brasileira. Os retrocessos se concretizam no trabalho precário, construto multidimensional que engloba as características dessa flexibilização, em suas três dimensões: (1) relações de trabalho instáveis, decorrentes de contratação insegura, contrato temporário, trabalho parcial involuntário, terceirização; (2) renda inadequada e instável; e (3) insuficiência de direitos e de proteção, com reduzida representação coletiva de trabalhadoras(es), que implica baixo poder de reação às condições aviltantes de trabalho, falta de seguridade social, e retrocessos no apoio regulatório em segurança laboral. Repercussões do trabalho precário na saúde - acidentes de trabalho, distúrbios musculoesqueléticos e transtornos mentais - são evidenciadas em estudos epidemiológicos, destacando-se as limitações teóricas e metodológicas ainda existentes. Conclui-se, que mantidas as bases atuais da inserção de trabalhadoras(es) sem proteção social e do trabalho, o futuro será de ampliação do trabalho precário. Destarte, evidenciar as relações causais entre trabalho precário e saúde é desafio contemporâneo da agenda de pesquisa e de políticas públicas que se impõe na sociedade, com destaque para serviços de saúde do trabalhador.

Este ensayo tuvo como objetivo discutir la flexibilización del trabajo, acentuada en el transcurso de la pandemia de la COVID-19, con la expansión del trabajo precario; y discutir modelos teóricos y desafíos metodológicos para el estudio del trabajo precario, sus dimensiones y los efectos sobre la salud de las trabajadoras(es). La crisis sanitaria y económica aumentó la vulnerabilidad social de los trabajadoras(es) ya en marcha, como resultado de los cambios provocados por la flexibilización, a nivel mundial, y por la Reforma Laboral brasileña. Los retrocesos se concretan en el trabajo precario, constructo multidimensional que engloba las características de esa flexibilización, en sus tres dimensiones: (1) relaciones laborales inestables, derivadas de contratación insegura, contrato temporal, trabajo parcial involuntario, tercerización; (2) ingresos inadecuados e inestables; y (3) insuficiencia de derechos y de protección, con reducida representación colectiva de trabajadoras(es), lo que implica un bajo poder de reacción ante condiciones de trabajo degradantes, falta de seguridad social y retrocesos en el apoyo normativo a la seguridad laboral. Las repercusiones del trabajo precario en la salud -accidentes de trabajo, trastornos musculoesqueléticos y trastornos mentales- se evidencian en estudios epidemiológicos, destacando las limitaciones teóricas y metodológicas que aún existen. Se concluye que de mantenerse las bases actuales para la inserción de trabajadoras(es) sin protección social y laboral, el futuro será de expansión del trabajo precario. Por lo tanto, evidenciar las relaciones causales entre trabajo precario y salud es desafío contemporáneo de la agenda de investigación y de políticas públicas que se impone en la sociedad, con destaque para servicios de salud del trabajador.

Novice nurse practitioners' employment decisions and role transition experiences during COVID-19.

BACKGROUND: While it is known how the COVID-19 pandemic affected providers already employed and working in health care settings, there is little data about the effect it may have had on novice nurse practitioners (NPs). PURPOSE: The purpose of this study was to describe novice NPs' employment decisions and role transition experiences during the COVID-19 pandemic. METHOD: Via an online survey, novice NPs were asked open-ended questions about how the pandemic influenced the decision to take their first position and their role transition experience, as well as what employers did well or could have done better to facilitate this transition. FINDINGS: Participants described employment challenges that included a difficult job market with limited employment opportunities, decreased pay and benefits, fewer onboarding and mentorship opportunities, and less primary care experience. However, NPs reported the pandemic positively influenced their role transition experiences with decreased patient workload and greater use of telehealth. CONCLUSION: Novice NPs were impacted by the COVID-19 pandemic in making employment decisions and transitioning into the NP role.

Furloughed Employees' Voluntary Turnover: The Role of Procedural Justice, Job Insecurity, and Job Embeddedness.

During the COVID-19 lockdown period, several employers used furloughs, that is, temporary layoffs or unpaid leave, to sustain their businesses and retain their employees. While furloughs allow employers to reduce payroll costs, they are challenging for employees and increase voluntary turnover. This study uses a two-wave model (Time 1: n = 639/Time 2: n = 379) and confirms that furloughed employees' perceived justice in furlough management and job insecurity (measured at Time 1) explain their decision to quit their employer (measured at Time 2). In addition, our results confirm that furloughed employees' job embeddedness (measured at Time 1) has a positive mediator effect on the relationship between their perceived procedural justice in furlough management (measured at Time 1) and their turnover decision (Time 2). We discuss the contribution of this study to the fields of knowledge and practice related to turnover and furlough management to reduce their financial, human, and social costs.

Employees' support strategies for mental wellbeing during and beyond the COVID-19 pandemic: Recommendations for employers in the UK workforce.

Throughout the COVID-19 pandemic, and beyond for many businesses, employees have had to adapt to new ways of working due to disruptions in traditional practices. It is therefore crucial to understand the new challenges that employees are facing when it comes to taking care of their mental wellbeing at work. To that end, we distributed a survey to full-time UK employees (N = 451) to explore how supported they felt throughout the pandemic, and to identify whether there are any additional types of support they would like to receive. We also compared employees' intentions to seek help before versus during the COVID-19 pandemic, and assessed their current attitudes toward mental health. Based on direct employee feedback, our results show remote workers felt more supported throughout the pandemic compared to hybrid workers. We also found that employees who had previously experienced an episode of anxiety or depression were significantly more likely to want extra support at work compared to those who had not. Furthermore, employees were significantly more likely to seek help for their mental health during the pandemic compared to before. Interestingly, the largest increase in intentions to seek help during the pandemic compared to before was with digital health solutions. Finally, we found that the strategies managers have adopted to better support their employees, an employee's mental health history, and their attitude to mental health all contributed to significantly increasing the likelihood that an employee would disclose a mental health concern to their line manager. We provide recommendations that encourage organisations to make changes to better support their employees, and we highlight the importance of mental health awareness training for both managers and employees. This work is of particular interest to organisations who are looking to tailor their current employee wellbeing offer to a post-pandemic world.

Behavioral Reactions to Job Insecurity Climate Perceptions: Exit, Voice, Loyalty, and Neglect.

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one's situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.

Daily relationships between job insecurity and emotional labor amid COVID-19: Mediation of ego depletion and moderation of off-job control and work-related smartphone use.

The economic recession in the service sector during the COVID-19 pandemic has jeopardized service employees' job security. While the daily fluctuations of perceived job insecurity may have implications for service employees' emotional labor, the day-to-day relationship between these two variables and their mediating and moderating mechanisms in the pandemic context remain unknown. To fill this gap, our research examined the day-level relationship between job insecurity perceptions, ego depletion, and emotional labor, as well as the moderating effects of overnight off-job control and work-related smartphone use. To assess these relationships, we conducted two daily studies during the COVID-19 pandemic. In study 1 (March-April 2020), 135 service employees responded to morning and evening online surveys for five workdays. In study 2 (June 2022), which administered morning and evening online surveys to 90 flight attendants for five workdays, work-related COVID-19 exposure risk was controlled in the analyses. The results of the two studies demonstrated that on a day when service employees perceived a high level of job insecurity, they felt ego-depleted, which, in turn, was associated with decreased deep acting and increased surface acting. Post hoc findings indicated a significant three-way interaction between off-job control, off-job work-related smartphone use, and daily job insecurity, such that the job insecurity-ego depletion-emotional labor was most pronounced when off-job control was low and off-job work-related smartphone use was high. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Racial and ethnic disparities in excess mortality among U.S. veterans during the COVID-19 pandemic.

OBJECTIVE: The COVID-19 pandemic disproportionately affected racial and ethnic minorities among the general population in the United States; however, little is known regarding its impact on U.S. military Veterans. In this study, our objectives were to identify the extent to which Veterans experienced increased all-cause mortality during the COVID-19 pandemic, stratified by race and ethnicity. DATA SOURCES: Administrative data from the Veterans Health Administration's Corporate Data Warehouse. STUDY DESIGN: We use pre-pandemic data to estimate mortality risk models using five-fold cross-validation and quasi-Poisson regression. Models were stratified by a combined race-ethnicity variable and included controls for major comorbidities, demographic characteristics, and county fixed effects. DATA COLLECTION: We queried data for all Veterans residing in the 50 states plus Washington D.C. during 2016-2020. Veterans were excluded from analyses if they were missing county of residence or race-ethnicity data. Data were then aggregated to the county-year level and stratified by race-ethnicity. PRINCIPAL FINDINGS: Overall, Veterans' mortality rates were 16% above normal during March-December 2020 which equates to 42,348 excess deaths. However, there was substantial variation by racial and ethnic group. Non-Hispanic White Veterans experienced the smallest relative increase in mortality (17%, 95% CI 11%-24%), while Native American Veterans had the highest increase (40%, 95% CI 17%-73%). Black Veterans (32%, 95% CI 27%-39%) and Hispanic Veterans (26%, 95% CI 17%-36%) had somewhat lower excess mortality, although these changes were significantly higher compared to White Veterans. Disparities were smaller than in the general population. CONCLUSIONS: Minoritized Veterans experienced higher rates excess of mortality during the COVID-19 pandemic compared to White Veterans, though with smaller differences than the general population. This is likely due in part to the long-standing history of structural racism in the United States that has negatively affected the health of minoritized communities via several pathways including health care access, economic, and occupational inequities.

Long COVID Linked With Unemployment in New Analysis.

This Medical News article discusses new research on the association between long COVID and employment status.

Job insecurity during the COVID-19 pandemic and counterproductive work behavior: The sequential mediation effects of job stress and organizational identification and the buffering role of corporate social responsibility.

Swift social and economic environmental changes such as those associated with the COVID-19 pandemic have led to decreased job security. Although numerous previous studies have examined the influence of job insecurity on employee perceptions, attitudes, and behaviors, the link between job insecurity and negative behavior and its underlying or intermediating mechanisms remain underexplored. The significance of an organization's positive behaviors, which fall under the umbrella of corporate social responsibility (CSR), also deserves more attention. To address these gaps, we examined both the mediator and the moderator in the association between job insecurity and negative employee behavior by establishing a moderated sequential mediation model. We hypothesized that the levels of employee job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior as a representative negative behavior. We also hypothesized that CSR activities play a buffering role that moderates the influence of job insecurity on job stress. We used three-wave time-lagged data collected from 348 employees in South Korean organizations to demonstrate that job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior, and that CSR activities function as a buffering factor that decreases the influence of job insecurity on job stress. The results of this research suggest that the levels of job stress and organizational identification (as sequential mediators) as well as CSR activities (as a moderator) are underlying mechanisms in the link between job insecurity and counterproductive work behavior.