Work-Life Programs; Teams;
Stress/Burnout; Job Design & Stress
Reduction
Christina Iverson, Chi Bao Nguyen, Kellie Phan, Lourdes
Rodriguez, Joseph Suarez
Are Anxious Workers Less Productive
Workers? It Depends on the Quality of
Social Exchange
Kellie Phan
Key Terms
Workplace Anxiety
Emotional Exhaustion
Job Performance
Social Exchange
Social Exchange as Moderators
Coworker Exchange (CWX)
Leader-Member Exchange (LMX)
Results
Take-Home Message
Conduct mandatory meeting solely for leaders
Offer formal training for both employees and leaders
Keep a journal, writing everything they feel important
Identification and Occupational Stress:
A Stress-Buffering Perspective
Joseph Suarez
Key Terms
Organizational Identification (OI)
Social Identity Theory (SIT)
Work unit
Role Overload
Method
Purpose of this study is whether there is a difference in moderating potential
different types of identifications in the stressor-employee adjustment
Participants: human services domain (deaf services, aged care, disability service)
conducted survey for full-time, part-time employees across hierarchical levels
337 Respondents
Hypothesis
1.
Less favorable levels of work stressors will be related to a less favorable
job-related attitude and lower level of psychological health
2.
Higher Levels of work-unit identification will mitigate the negative effects
of work stressors on work unit commitment and psychological health.
Results
Take Home Message
Have effective management that promotes employee health, positive job related attitudes, promote any
work-life programs and have team building workshops.
A hiring manager has to consider the applicant and whether or not they are able to handle sudden
changes and ensure that they can handle a fast pace environment
When hiring someone make sure you that they are good fit for the organization
Does Family Life Help To Be A Better
Leader? A Closer Look At Crossover
Processes From Leaders To Followers
Chi Bao Nguyen
Key Terms
Family-to-work conflict (FWC)
Family-to-work enrichment (FWE)
Crossover Processes
Affective Crossover
Behavioral Crossover
Method
Data collected from 260 New Zealand Organizations
Targeted managers and their subordinates
Study divided to 3 parts:
Leaders completed a survey on their FWC and FWE
One month after → Followed up with a matched survey (leaders)
One week after → Followers completed a survey
Hypothesis
1 - the leader’s FWC will be positively related to followers’ burnout through
enhanced leader’s burnout
2 - the leader’s FWE will be positively related to followers’ work engagement
through enhanced leader’s work engagement
Results
High levels of FWC → Leaders felt more exhausted and cynical at work
Burned-out leaders reported more negative moods. After a week followers
adopted these affective states. Followers felt more burned-out as well.
High levels of FWE → Leaders were more enthusiastic, inspiring, and dedicated
at work
Engaged leaders showed more positive moods.These feelings reverberated
in the follower reports one week later, and followers felt more engaged at
work.
Take-Home Message
Create work-life balance programs that can help limit the stress
Implement effective employee wellness programs
Employee Assistance Programs and stress management workshops
Flexible work arrangements
Have a flexible work schedule to seek support for leaders’ family tasks like
assistance with household chores.
Family Incivility and Job Performance:
A moderated Mediation Model of
Psychological Distress and Core SelfEvaluation
Lourdes Rodriguez
Key Terms
Incivility
Family incivility
Core Self-Evaluation (CSE)
Psychological distress
Method
Two waves of data from employees of a large nonprofit organization in
Singapore
First wave: 397 employees; online survey containing measures of family incivility,
psychological distress, CSE and control variables
Second wave: 353 employees; 2 months later obtaining job performance ratings
from supervisors of each respondent
Hypothesis
1. Family incivility is positively related to psychological distress
2. Psychological distress is negatively related to job performance
3. Psychological distress mediates the relationship between family incivility and
job performance
4. CSE moderates the strength of the mediated relationship between family
incivility and job performance via psychological distress such that both the
path between family incivility and psychological distress and the path between
psychological distress and performance are weaker when CSE is high rather
than low.
Proposed moderated mediation model
Results
Six self-reported scales= family incivility, psychological distress, CSE, job stress,
family-to-work conflict and work-to-family conflict
Mediation model: indicated that family incivility was positively associated with
psychological distress and psychological distress was negatively associated
with job performance (Supporting hypotheses 1 & 2)
Moderated mediation: family incivility with CSE was significant in predicting
psychological distress
Interaction of psychological distress with CSE did not predict job performance
Results
Take home message
Family events at work
Kindness challenge
Those that have low self-esteem, managers are encouraged to celebrate the
employee's accomplishments, express their gratitude and appreciation
towards them.
Personality and Charismatic
Leadership in Context: The
Moderating Role of Situational Stress
Christina Iverson
The Basics (Key Terms)
- Behavioral Activation System (BAS)
- Behavioral Inhibition System (BIS)
- Situational Stress
Hypothesis
#1 Low-stress conditions: The positive relationship between extraversion and leaders’
charismatic behaviors will be stronger.
#2 Low-stress conditions: The positive relationship between openness to experience
and leaders’ charismatic behaviors will be stronger.
#3 Stress will lower the strength of the relationship between stimulation values and
leaders’ charismatic behaviors (and vice versa).
Methods
Lab Study (721 participants, 201 groups)
- Desert Simulation
Field Study (256 participants, 71 executives)
- Work Environment
Results (Study 1)
Results (Study 2)
Take-Home Message
Organizations
Evaluate Selection Processes
Manage Levels of Workplace Stress
Train Leaders
Group Take-Home Message
Have managers that effectively promote work-life programs and encourage time
to unplug from work
Train managers to detect early signs of stress in an employee and engage with
employees to help reduce their level of stress