Optimism as a protective factor against the psychological impact of COVID-19 pandemic through its effects on perceived stress and infection stress anticipation.

The 2019 coronavirus disease (COVID-19) and the recommended social isolation presented a challenge to people's mental health status. Optimism is a psychological factor that plays a key role in the evaluation of stressful situations. The purpose of this study was to investigate the mediating role of perceived stress and Covid-19-related stress anticipation in the relationship between optimism and post-traumatic stress symptoms. Our sample included 1015 participants ranging in age from 18 to 79 years, 80% of whom were Spaniards. At the beginning of the worldwide pandemic, participants were confined to their homes for at least seven days and completed an online survey measuring various sociodemographic and psychological variables. We found an indirect effect of optimism on intrusion and hyperarousal through perceived stress and stress anticipation. In addition, we observed an indirect effect of optimism on avoidance through perceived stress. Finally, the results showed a significant indirect effect of optimism on the total post-traumatic stress symptoms score through perceived stress and stress anticipation. Our results indicate that positive beliefs inherent to optimism are related to less psychological impact of the COVID-19 outbreak.

The Relationship Between Coping Strategies and Sleep Problems: The Role of Depressive Symptoms.

BACKGROUND: Several studies have proposed that coping strategies are a key predictor of sleep problems. Furthermore, some authors have suggested that depressive symptoms, a factor that is related to both coping strategies and sleep, may play a critical role in this relationship. However, this preliminary research has shown mixed results. PURPOSE: The aim of this research was to study the relationship between coping strategies (i.e., emotion-focused and problem-focused coping) and sleep, and investigate whether this relationship is direct or mediated by depressive symptoms. METHODS: Using a cross-sectional design, we tested this idea in a sample of 723 participants from the Midlife in the United States 2 study (mean age = 54.22 years, age range = 25-74 years, 54.40% females, 95.1% had at least a high school education). We applied mediation analyses with bootstrapped bias-corrected 95% confidence intervals to test total, direct, and indirect effects. Coping and depression were assessed using questionnaires. Objective and subjective sleep quantity and quality were measured using the Pittsburgh Sleep Quality Index, sleep diaries, and actigraphy. RESULTS: The results show that low emotion-focused coping and high problem-focused coping are associated with lower depressive symptoms, which, in turn, are associated with better objective and subjective sleep quality. Moreover, greater use of emotion-focused coping is related to more perceived sleep time. CONCLUSIONS: This study sheds light on the process of the development of sleep problems in people who use different coping strategies. It offers explanations for the association between emotion-focused and problem-focused coping and sleep problems, via depressive symptoms.

Start-up conflict and hair cortisol.

Hair cortisol concentration (HCC) can be a biomarker of long-term exposure to work stress. However, research shows no consistent associations between HCC and self-reported stress. This may be due to stress being treated as a general category, without distinguishing between specific types of sources of stress, and because of a limited use of more elaborate stress assessment techniques involving intensive longitudinal designs. In this study, we analyze the relationship between perceived start-up team conflict over 11 weeks and HCC in 63 start-up team members. The results show that the level of perceived conflict is positively associated to HCC. These results draw attention to the importance of interpersonal conflict as one type of work stressors and raise awareness of its physiological effects over longer time periods in start-up teams.

From Happiness Orientations to Work Performance: The Mediating Role of Hedonic and Eudaimonic Experiences.

In organizations, psychologists have often tried to promote employees' well-being and performance, and this can be achieved through different pathways. The happy-productive worker thesis states that 'happy' workers perform better than 'unhappy' ones. However, most studies have focused on hedonic well-being at the expense of the person's eudaimonic experience. This study examines whether orientations to happiness (i.e., life of pleasure/meaning) are related to hedonic (i.e., perception of comfort) and eudaimonic (i.e., activity worthwhileness) experiences that, in turn, improve performance. We applied multilevel structural equation modeling to diary data (68 office workers; n = 471 timepoints). We obtained significant effects of: life of pleasure on self-rated performance through activity worthwhileness, life of meaning on performance (self-rated, rated by the supervisor) through activity worthwhileness, and life of meaning on performance rated by the supervisor through perception of comfort. Results show more significant paths from/or through eudaimonia to performance than from/or through hedonia. The results suggest that the pursuit and/or experience of eudaimonic happiness is more beneficial for work performance than the pursuit and/or experience of hedonic happiness. Theoretical and practical implications for organizations are discussed.

Happy-Productive Teams and Work Units: A Systematic Review of the 'Happy-Productive Worker Thesis'.

The happy-productive worker thesis (HPWT) assumes that happy employees perform better. Given the relevance of teams and work-units in organizations, our aim is to analyze the state of the art on happy-productive work-units (HPWU) through a systematic review and integrate existing research on different collective well-being constructs and collective performance. Research on HPWU (30 studies, 2001-2018) has developed through different constructs of well-being (hedonic: team satisfaction, group affect; and eudaimonic: team engagement) and diverse operationalizations of performance (self-rated team performance, leader-rated team performance, customers' satisfaction, and objective indicators), thus creating a disintegrated body of knowledge about HPWU. The theoretical frameworks to explain the HPWU relationship are attitude-behavior models, broaden-and-build theory, and the job-demands-resources model. Research models include a variety of antecedents, mediators, and moderating third variables. Most studies are cross-sectional, all propose a causal happy-productive relationship (not the reverse), and generally find positive significant relationships. Scarce but interesting time-lagged evidence supports a causal chain in which collective well-being leads to team performance (organizational citizenship behavior or team creativity), which then leads to objective work-unit performance. To conclude, we identify common issues and challenges across the studies on HPWU, and set out an agenda for future research.

Daily eudaimonic well-being as a predictor of daily performance: A dynamic lens.

Sustaining employees' well-being and high performance at work is a challenge for organizations in today's highly competitive environment. This study examines the dynamic reciprocal relationship between the variability in office workers' eudaimonic well-being (i.e., activity worthwhileness) and their extra-role performance. Eighty-three white-collar employees filled in a diary questionnaire twice a day, once in the morning and once in the afternoon, on four consecutive working days. The results show that eudaimonic well-being displays clear variability in a short time frame. In addition, Bayesian Multilevel Structural Equation Models (MSEMs) reveal a significant positive relationship between the levels of state eudaimonic well-being in the afternoon and the increase in the levels of state extra-role performance from that afternoon to the next morning. Moreover, the overall levels of self-reported state eudaimonic well-being across the diary measurements are significantly and positively related to the overall levels of extra-role performance assessed by the supervisor during the diary measurement. Finally, there is a significant negative relationship between the amount of intra-individual variability in state eudaimonic well-being during the week and the overall levels of self-rated state extra-role performance during the same week. These findings shed light on the dynamic nature of both the eudaimonic component of well-being and performance, highlighting the importance of eudaimonic well-being for extra-role performance and expanding the happy-productive worker thesis. The results suggest that the daily eudaimonic experience of meaning at work should complement the experience of hedonic well-being because it is an important factor in achieving better and more sustainable employee performance on a daily basis.

Decoupling Office Energy Efficiency From Employees' Well-Being and Performance: A Systematic Review.

Energy efficiency (i.e., the ratio of output of performance to input of energy) in office buildings can reduce energy costs and CO2 emissions, but there are barriers to widespread adoption of energy efficient solutions in offices because they are often perceived as a potential threat to perceived comfort, well-being, and performance of office users. However, the links between offices' energy efficiency and users' performance and well-being through their moderators are neither necessary nor empirically confirmed. The purpose of this study is to carry out a systematic review to identify the existing empirical evidence regarding the relationships between energy-efficient solutions in sustainable office buildings and the perceptions of employees' productivity and well-being. Additionally, we aim to identify relevant boundary conditions for these relationships to occur. A systematic literature search of online databases for energy efficiency literature (e.g., Environment Complete, GreenFILE), employee literature (e.g., PsycINFO, Business Source Complete) and general social science literature (e.g., Academic Search Complete) yielded 34 empirical studies. Also, inclusion and exclusion criteria were set. The results suggest that it is possible to decouple energy costs from organizational outcomes such as employee well-being and performance. Also, they indicate the existence of moderators and mediators in the relationship between green office building solutions and well-being/performance. Directions for future research and the implications for practice considering different stakeholders interested in implementing green building solutions, adopting energy-saving measures in offices, and improving employees' functioning are suggested.

The Happy-Productive Worker Model and Beyond: Patterns of Wellbeing and Performance at Work.

According to the happy-productive worker thesis (HPWT), "happy" workers perform better than "less happy" ones. This study aimed to explore the different patterns of relationships between performance and wellbeing, synergistic (i.e., unhappy-unproductive and happy-productive) and antagonistic (i.e., happy-unproductive and unhappy-productive), taking into account different operationalizations of wellbeing (i.e., hedonic vs. eudaimonic) and performance (i.e., self-rated vs. supervisors' ratings). It also explored different demographic variables as antecedents of these patterns. We applied two-step cluster analysis to the data of 1647 employees. The results indicate four different patterns-happy-productive, unhappy-unproductive, happy-unproductive, and unhappy-productive-when performance is self-assessed, and three when it is assessed by supervisors. On average, over half of the respondents are unhappy-productive or happy-unproductive. We used multidimensional logistic regression to explain cluster membership based on demographic covariates. This study addresses the limitations of the HPWT by including both the hedonic and eudaimonic aspects of wellbeing and considering different dimensions and sources of evaluation. The "antagonistic" patterns identify employees with profiles not explicitly considered by the HPWT.

Mediating role of job satisfaction, affective well-being, and health in the relationship between indoor environment and absenteeism: Work patterns matter!

BACKGROUND: Office workers spend long hours in their workplace, and these environments impact their well-being and performance. This relationship can involve different mediation chains. The degree of complexity of this relationship can vary depending on different types of office work (work patterns) employees carry out. OBJECTIVE: To analyze the relationship between indoor environment and absenteeism, and the mediating role of job satisfaction, affective well-being, and health, in different work patterns. METHOD: 1306 office workers from different European countries were classified into work patterns depending on: task complexity and interactivity. RESULTS: Job satisfaction, affective well-being, and health mediate the relationship between indoor environment and absenteeism. However, differences in the mediation paths were found for different work patterns. The paths through which indoor environment can affect absenteeism increased as the work patterns increased in complexity and interactivity. CONCLUSION: Work patterns play a role in the relationship between indoor environment, health, well-being, and absenteeism. This study highlights the mechanisms through which an improved indoor environment can protect employees' well-being, and decrease absenteeism in different work patterns. It also points out workers especially at risk of a detrimental impact of poor indoor environment and it suggests ways to prevent them.

From Office Environmental Stressors to Work Performance: The Role of Work Patterns.

Background: Different studies have shown a relationship between office environmental stressors and performance. However, studying environmental stress in the workplace requires analyzing more specific patterns to generate knowledge about the type of employees who are more or less vulnerable to environmental stressors. The present study analyzes the mediating role of health symptoms and negative emotions in the relationship between stressors and performance in different work patterns (task complexity and interactivity). Methods: There were 83 office workers (n = 603 time points) that took part in a diary study with multilevel design. Results: The appraisal of the environmental stressors is positively related to health-related symptoms, which in turn increase negative emotions, and then decrease the performance of workers who perform complex tasks and interact frequently with other people at work. This mediation is not significant when office workers do not interact frequently with other people at work and/or perform simple, rather than complex tasks. Conclusions: Work patterns play an important role when studying the mediating role of health-related symptoms and negative emotions in the relationship between the appraisal of environmental stressors and performance in office workers. In other words, employees in the 'interactive and complex' pattern are more vulnerable to the negative effects of office stressors on performance.

The moderating role of meaning in life in the relationship between perceived stress and diurnal cortisol.

Previous studies have suggested that meaning in life may buffer the negative effects of stress. This study is the first to investigate the moderating role of meaning in life in the relationship between the perception of stress and diurnal cortisol in two independent samples of healthy adults. In study 1 (n = 172, men = 82, women = 90, age range = 21-55 years, mean age = 37.58 years), the results of moderated regression analyses revealed that there was a significant positive relationship between overall perceived stress in the past month and both diurnal cortisol levels (area-under-the-curve with respect to the ground; AUCg) and the diurnal cortisol slope (DCS) only in individuals with low levels of meaning in life conceptualized as the degree to which one engages in activities that are personally valued and important. In study 2 (n = 259, men = 125, women = 134, age range = 18-54 years, mean age = 29.06 years), we found a non-significant interaction term between meaning in life conceptualized as having goals and a sense of excitement regarding one's future and perception of stress in a model of both adjusted AUCg and DCS. The results were independent of age, sex, body mass index, education, and race. The results shed light on the importance and the complexity of the construct of meaning in life and offer a possible explanation for why some people who face stressors may be more vulnerable than others to developing stress-related health problems.