Disparities in sleep duration and quality by industry of employment and occupational class among Native Hawaiian/Pacific Islanders and non-Hispanic Whites in the United States.

OBJECTIVE: To investigate disparities in the work-sleep relationship between Native Hawaiian/Pacific Islanders (NHPIs) and non-Hispanic (NH)-White populations. METHODS: Using data from a nationally representative sample of U.S. adults (n = 20,828) in the 2014 National Health Interview Survey, we estimated prevalence of short sleep duration (<7 hours) among NHPIs (10%) and NH-Whites for each of 7 employment industry categories and 3 occupational classes. Mean age was 41 ± 0.5years for NHPIs and 49 ± 0.2years for NH-Whites. Women comprised 52% of both groups. RESULTS: NHPIs were more likely than NH-Whites to report short sleep duration across all industry of employment categories (except for food and accommodation services) and occupational classes. The disparity was widest among NHPI and NH-White workers in the "professional/management" industry category, with NHPIs having higher prevalence of very short (<6 hours; 20% vs. 7%) and short sleep (30% vs. 22%) durations and lower prevalence of recommended sleep duration (45% vs. 68%) and waking up feeling rested (53% vs. 67%). Among the occupational classes, the NHPI-White disparity was widest among participants who held support service occupations. Although professionals had the lowest and laborers had the highest prevalence of short sleep among the three occupational classes in both NHPI and NH-White groups, short sleep duration prevalence was higher among NHPI professionals (35%) than NH-White laborers (33%). NH-White workers across industry and occupational classes had higher sleep medication use prevalence compared to NHPI workers. CONCLUSIONS: The work environment via occupation type may contribute to racial/ethnic disparities in short sleep. Further investigations are warranted.

Family-to-work conflict and instigated incivility: The role of negative affect and family supportive supervisor behaviours.

While prior research has extensively explored outcomes of family to-work conflict (FWC), our understanding of how FWC may impact employees' negative interpersonal behaviours at work such as workplace incivility is limited. Given the serious implications of workplace incivility, the current study seeks to understand the relationship between FWC and instigated incivility via the mediating role of negative affect. The moderating role of family supportive supervisor behaviours (FSSB) is also investigated. We collected data from 129 full-time employees over three waves with six weeks in between. Results revealed that FWC positively predicted instigated incivility, and negative affect mediated this relationship. In addition, the positive effect of FWC on negative affect as well as the indirect effect of FWC on instigated incivility through negative affect were weaker for individuals experiencing more FSSB, suggesting that family related support from supervisors may attenuate the effect of FWC on employees' negative affect and its indirect effect on instigated incivility via negative affect. Theoretical and practical implications are also discussed.

Effects of two-dimensional cyber incivility on employee well-being from a self-determination perspective.

The research attempts to explore the effects of two-dimensional cyber incivility on employee well-being. Based on self-determination theory and regulatory focus theory, we conducted two studies to examine the mediating role of intrinsic motivation and the moderating role of promotion focus between cyber incivility and emotional exhaustion. The results demonstrated that both active and passive cyber incivility predicted increased emotional exhaustion, with intrinsic motivation serving as a key mediator. There was no consistent conclusion of promotion focus's moderating role. High promotion focus might aggravate the negative effect of passive cyber incivility on intrinsic motivation. The present article provides deeper step towards understanding of cyber incivility, which also helps in the development of intervention strategies to lessen or avoid the negative impact of work-related stressful events on employee well-being.

How Work-Nonwork Conflict Affects Remote Workers' General Health in China: A Self-Regulation Theory Perspective.

Difficulty in balancing the demands of work and nonwork has been shown to be associated with lower physical and psychological health. Grounded on the self-regulation theory, we examined the effect of work-nonwork conflict on general health among employees who transitioned to remote work (remote workers), and we tested whether this association was mediated by impaired self-control capacity. The study further examined the perceived boundary control as a moderator of these associations. We collected two waves of questionnaire data with a one-month interval from 461 remote workers, and the results of regression-based analyses revealed that work-nonwork conflict was negatively related to remote workers' general health through increased self-control capacity impairment. In addition, this indirect effect was weaker for remote workers with higher perceived boundary control than those with lower perceived boundary control. These findings expand our understanding of remote workers' work-nonwork conflict and have practical implications for promoting the general health of remote workers who are experiencing work-nonwork conflict.

Job crafting and employee life satisfaction: A resource-gain-development perspective.

Job crafting has been shown to be associated with multiple positive work-related outcomes. However, whether and how it affects nonwork-related outcomes has been less examined. Grounded on the resource-gain-development perspective and conservation of resources theory, the present study investigated the effects of job crafting on employee life satisfaction via work-nonwork facilitation and work-nonwork conflict. Further, the present study examined the moderating roles of workload on these relationships. We collected two waves of data with a 1-month lag from 481 fulltime Chinese employees. The results of regression analyses revealed that job crafting was positively related to employee life satisfaction through higher work-nonwork facilitation and lower work-nonwork conflict. In addition, these indirect effects were stronger for employees with higher workload than those with lower workload. The results extend job crafting research by examining the effects of job crafting on employee life satisfaction and have clear applied value for employers who have high workload.

Browsing away from rude emails: Effects of daily active and passive email incivility on employee cyberloafing.

The increasing prevalence of information communication technologies (e.g., computers, smartphones, and the internet) has made the experience of email incivility and the engagement in cyberloafing more common in the workplace. In this present study, we examined how experiencing email incivility at work can positively predict employees' cyberloafing. Based on affective events theory, we examined negative emotions as a mediator and trait prevention focus and daily workload as moderators. With daily diary data collected twice per day over 10 workdays from 113 full-time employees, we found that morning passive email incivility positively predicted afternoon cyberloafing via midday negative emotions while morning active email incivility did not. Further, trait prevention focus significantly moderated the relationship between active email incivility and negative emotions while daily workload significantly moderated the relationship between passive email incivility and negative emotions. The findings of the present study contribute to a deeper understanding of how employees' negative experiences affect their deviant behaviors in the virtual world. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

How parents' psychological detachment from work affects their children via fatigue: The moderating role of gender.

Previous studies demonstrated that psychological detachment from work can impact employees' work and family lives. Based on conservation of resources theory and social role theory, the present study examined the process through which working parents' psychological detachment from work influences their children's perception of neglectful parenting (emotional warmth and rejection). Specifically, we examined the mediating role of parents' fatigue and the moderating role of parent gender in this process. Data were collected from working parents (n = 371) and their children in junior high school (n = 371, 10-13 years old) at two time points with a three-month interval. Our results showed that working parents' psychological detachment from work at Time 1 significantly predicted children's perception of parent emotional warmth and rejection at Time 2, and parents' fatigue at Time 2 mediated this relationship. Besides, parent gender moderated this mediated process such that the positive indirect effect of parent psychological detachment from work on emotional warmth via fatigue was stronger for working mothers than for working fathers. These findings contribute to the limited research on the effects of psychological detachment from work on family members and highlight the importance of parent gender in children's perceptions of working parents' behaviours.

Surface Acting, Emotional Exhaustion, and Employee Sabotage to Customers: Moderating Roles of Quality of Social Exchanges.

Using the conservation of resources theory and social exchange theory as our conceptual frameworks, the current study examined how employee surface acting relates to their sabotage to customers through the mediating role of emotional exhaustion and explored the moderating roles of coworker exchange (CWX) and leader-member exchange (LMX). We collected two-wave time-lagged data from 540 clinical nurses and found that emotional exhaustion mediated the positive relationship between surface acting and employee sabotage to customers. In addition, we found that CWX buffered the positive effect of surface acting on emotional exhaustion, while LMX buffered the positive effect of emotional exhaustion on employee sabotage to customers, such that the effects were weaker when CWX and LMX were higher, respectively. These findings shed light on the effect of surface acting on employee harmful behaviors, the potential underlying mechanism, and boundary conditions to mitigate the negative consequences of surface acting.

Political skill: A proactive inhibitor of workplace aggression exposure and an active buffer of the aggression-strain relationship.

In the current study we examined the role of 4 dimensions of political skill (social astuteness, interpersonal influence, networking ability, and apparent sincerity) in predicting subsequent workplace aggression exposure based on the proactive coping framework. Further, we investigated their buffering effects on the negative outcomes of experienced workplace aggression based on the transactional stress model. Data were collected from nurses at 3 time points: before graduation (Time 1, n = 346), approximately 6 months after graduation (Time 2, n = 214), and approximately 12 months after graduation (Time 3, n = 161). Results showed that Time 1 interpersonal influence and apparent sincerity predicted subsequent physical aggression exposure. Exposure to physical and/or psychological workplace aggression was related to increased anger and musculoskeletal injury, and decreased job satisfaction and career commitment. Further, all dimensions of political skill but networking ability buffered some negative effects of physical aggression, and all dimensions but social astuteness buffered some negative effects of psychological aggression.

Effect of workplace incivility on end-of-work negative affect: examining individual and organizational moderators in a daily diary study.

Although previous studies have linked workplace incivility with various negative outcomes, they mainly focused on the long-term effects of chronic exposure to workplace incivility, whereas targets' short-term reactions to incivility episodes have been largely neglected. Using a daily diary design, the current study examined effects of daily workplace incivility on end-of-work negative affect and explored potential individual and organizational moderators. Data collected from 76 full-time employees across 10 consecutive working days revealed that daily workplace incivility positively predicted end-of-work negative affect while controlling for before-work negative affect. Further, the relationship was stronger for people with low emotional stability, high hostile attribution bias, external locus of control, and people experiencing low chronic workload and more chronic organizational constraints, as compared with people with high emotional stability, low hostile attribution bias, internal locus of control, and people experiencing high chronic workload and fewer chronic organizational constraints, respectively. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Organizational justice, selection, optimization with compensation, and nurses' work ability.

OBJECTIVE: To explore associations between age, organizational justice, selection, optimization with compensation (SOC), and work ability. METHODS: Data for this study were collected in 2011 among 605 employees (mean age = 43.7, SD = 10.7, 86% women) working at a university hospital in Finland. RESULTS: Age and work ability were negatively associated. Those who experienced high organizational justice and used SOC behaviors at work reported better work ability. The SOC behaviors mediated the relationship between justice and work ability. This meant that high experiences of organizational justice facilitated the use of SOC and thus helped employees maintain their work ability. CONCLUSIONS: Organizational justice can help promote work ability in two ways--directly by supporting employees' mental resources and indirectly by facilitating the use of individual resource allocation strategies in the form of SOC behaviors.

Nurse exposure to physical and nonphysical violence, bullying, and sexual harassment: a quantitative review.

OBJECTIVES: This paper provides a quantitative review that estimates exposure rates by type of violence, setting, source, and world region. DESIGN: A quantitative review of the nursing violence literature was summarized. DATA SOURCES: A literature search was conducted using the CINAHL, Medline and PsycInfo data bases. Studies included had to report empirical results using a nursing sample, and include data on bullying, sexual harassment, and/or violence exposure rates. A total of 136 articles provided data on 151,347 nurses from 160 samples. PROCEDURE: Articles were identified through a database search and by consulting reference lists of review articles that were located. Relevant data were coded by the three authors. Categories depended on the availability of at least five studies. Exposure rates were coded as percentages of nurses in the sample who reported a given type of violence. Five types of violence were physical, nonphysical, bullying, sexual harassment, and combined (type of violence was not indicated). Setting, timeframe, country, and source of violence were coded. RESULTS: Overall violence exposure rates were 36.4% for physical violence, 66.9% for nonphysical violence, 39.7% for bullying, and 25% for sexual harassment, with 32.7% of nurses reporting having been physically injured in an assault. Rates of exposure varied by world region (Anglo, Asia, Europe and Middle East), with the highest rates for physical violence and sexual harassment in the Anglo region, and the highest rates of nonphysical violence and bullying in the Middle East. Regions also varied in the source of violence, with patients accounting for most of it in Anglo and European regions, whereas patents' families/friends were the most common source in the Middle East. CONCLUSIONS: About a third of nurses worldwide indicated exposure to physical violence and bullying, about a third reported injury, about a quarter experienced sexual harassment, and about two-thirds indicated nonphysical violence. Physical violence was most prevalent in emergency departments, geriatric, and psychiatric facilities. Physical violence and sexual harassment were most prevalent in Anglo countries, and nonphysical violence and bullying were most prevalent in the Middle East. Patients accounted for most physical violence in the Anglo region and Europe, and patient family and friends accounted for the most in the Middle East.