RESUMO
Workaholism literature has been so far focused on individual differences in workaholic tendencies, considering the construct as a stable individual trait and highlighting its health and well-being consequences. Only recently, research has started inspecting the daily dynamics and potential consequences of state workaholism. In this preregistered study, we aimed at systematically investigating the within-individual fluctuations in workaholism levels and their potential short-term and delayed psychophysiological responses as captured by ambulatory assessment integrating subjective and objective data. Using an intensive longitudinal design over 10 workdays with 114 workers from various occupations (2,534 measurement occasions), we found higher systolic and diastolic blood pressure, emotional exhaustion, and sleep disturbances in workdays characterized by higher-than-usual workaholism symptoms. Moreover, the reactivity to state workaholism, as indexed by afternoon blood pressure, was found as a mediator of the subsequent prolonged activation indexed by bedtime blood pressure. Finally, we found evidence of a buffering effect of evening psychological detachment on the relationship between state workaholism and sleep disturbances. Overall, our results support the conceptualization of workaholism as a multilevel phenomenon that acts as an internal job-related demand by showing the typical strain reactions triggered by well-characterized external demands. This study contributes to the literature by highlighting that transient workaholism symptoms can result in significant short-term stress responses at different levels, providing new, robust, and multisource evidence that underlies the importance of effectively preventing and managing dysfunctional work investment since its early manifestation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
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Pressão Sanguínea , Transtornos do Sono-Vigília , Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Estudos Longitudinais , Transtornos do Sono-Vigília/psicologia , Comportamento Aditivo/psicologia , Esgotamento Profissional/psicologia , Adulto Jovem , Inquéritos e Questionários , Emoções , Exaustão EmocionalRESUMO
The "Management Competencies to Prevent and Reduce Stress at Work" (MCPARS) approach focuses on identifying the stress-preventive managers' competencies able to optimise the employees' well-being through the management of the psychosocial work environment. Considering leadership as contextualised in complex social dynamics, the self-other agreement (SOA) investigation of the MCPARS may enhance previous findings, as it allows for exploring the manager-team perceptions' (dis)agreement and its potential implications. However, no studies have tested the MCPARS using the SOA and multisource data. Grounded in Yammarino and Atwater's SOA reference theory, we conducted an in-depth investigation on the MCPARS's theoretical framework by examining the implications of manager-team (dis)agreement, regarding managers' competencies, on employees' psychosocial environment (H1-H2) and affective well-being (H3). Data from 36 managers and 475 employees were analysed by performing several polynomial regressions, response surface, and mediation analyses. The results reveal a significant relationship between SOA on MCPARS and employees' perceptions of the psychosocial environment (H1). Employees report better perceptions when supervised by in-agreement good or under-estimator managers, while lower ratings occur under over-estimator or in-agreement poor managers (H2). Moreover, the psychosocial environment significantly mediated the relationship between SOA on MCPARS and employees' well-being (H3). The MCPARS theoretical model's soundness is supported, and its implications are discussed.
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Estresse Ocupacional , Local de Trabalho , Humanos , Feminino , Masculino , Local de Trabalho/psicologia , Adulto , Pessoa de Meia-Idade , Estresse Ocupacional/psicologia , Estresse Ocupacional/prevenção & controle , Inquéritos e Questionários , Estresse Psicológico/prevenção & controle , Estresse Psicológico/psicologia , Saúde Ocupacional , Condições de TrabalhoRESUMO
Population aging, reduced economic capacity, and neglecting the treatments for oral pathologies, are the main causal factors for about 3 billion individuals who are suffering from partial/total edentulism or alveolar bone resorption: thus, the demand for dental implants is increasingly growing. To achieve a good prognosis for implant-supported restorations, adequate peri-implant bone volume is mandatory. The Guided Bone Regeneration (GBR) technique is one of the most applied methods for alveolar bone reconstruction and treatment of peri-implant bone deficiencies. This technique involves the use of different types of membranes in association with some bone substitutes (autologous, homologous, or heterologous). However, time for bone regeneration is often too long and the bone quality is not simply predictable. This study aims at engineering and evaluating the efficacy of modified barrier membranes, enhancing their bioactivity for improved alveolar bone tissue regeneration. We investigated membranes functionalized with chitosan (CS) and chitosan combined with the peptide GBMP1α (CS + GBMP1α), to improve bone growth. OsseoGuard® membranes, derived from bovine Achilles tendon type I collagen crosslinked with formaldehyde, were modified using CS and CS + GBMP1α. The functionalization, carried out with 1-ethyl-3-(3 dimethylaminopropyl)carbodiimide and sulfo-N-Hydroxysuccinimide (EDC/sulfo-NHS), was assessed through FT-IR and XPS analyses. Biological assays were performed by directly seeding human osteoblasts onto the materials to assess cell proliferation, mineralization, gene expression of Secreted Phosphoprotein 1 (SPP1) and Runt-Related Transcription Factor 2 (Runx2), and antibacterial properties. Both CS and CS + GBMP1α functionalizations significantly enhanced human osteoblast proliferation, mineralization, gene expression, and antibacterial activity compared to commercial membranes. The CS + GBMP1α functionalization exhibited superior outcomes in all biological assays. Mechanical tests showed no significant alterations of membrane biomechanical properties post-functionalization. The engineered membranes, especially those functionalized with CS + GBMP1α, are suitable for GBR applications thanks to their ability to enhance osteoblast activity and promote bone tissue regeneration. These findings suggest a potential advancement in the treatment of oral cavity problems requiring bone regeneration.
Assuntos
Quitosana , Membranas Artificiais , Humanos , Animais , Quitosana/química , Bovinos , Osteoblastos/metabolismo , Osteoblastos/citologia , Regeneração Óssea/efeitos dos fármacos , Procedimentos Cirúrgicos Bucais , Cirurgia Bucal/métodosRESUMO
Chitosan (CS) is a polysaccharide obtainable by the deacetylation of chitin, which is highly available in nature and is consequently low-cost. Chitosan is already used in the biomedical field (e.g., guides for nerve reconstruction) and has been proposed as a biomaterial for tissue regeneration in different body districts, including bone tissue. The interest in chitosan as a biomaterial stems from its ease of functionalization due to the presence of reactive groups, its antibacterial properties, its ease of processing to obtain porous matrices, and its inherent similarity to polysaccharides that constitute the human extracellular matrix, such as hyaluronic acid (HA). Here, chitosan was made to react with succinic anhydride to develop a negatively charged chitosan (SCS) that better mimics HA. FT-IR and NMR analyses confirmed the presence of the carboxylic groups in the modified polymer. Four different electrospun matrices were prepared: CS, SCS, a layer-by-layer matrix (LBL), and a matrix with both CS and SCS simultaneously electrospun (HYB). All the matrices containing SCS showed increased human osteoblast proliferation, mineralization, and gene expression, with the best results obtained with HYB compared to the control (CS). Moreover, the antibacterial potential of CS was preserved in all the SCS-containing matrices, and the pure SCS matrix demonstrated a significant reduction in bacterial proliferation of both S. aureus and E. coli.
Assuntos
Quitosana , Humanos , Quitosana/farmacologia , Quitosana/química , Alicerces Teciduais/química , Espectroscopia de Infravermelho com Transformada de Fourier , Escherichia coli , Staphylococcus aureus , Engenharia Tecidual/métodos , Materiais Biocompatíveis/farmacologia , Materiais Biocompatíveis/química , Polissacarídeos , Antibacterianos/farmacologiaRESUMO
Wearable sleep trackers are increasingly used in applied psychology. Particularly, the recent boom in the fitness tracking industry has resulted in a number of relatively inexpensive consumer-oriented devices that further enlarge the potential applications of ambulatory sleep monitoring. While being largely positioned as wellness tools, wearable sleep trackers could be considered useful health devices supported by a growing number of independent peer-reviewed studies evaluating their accuracy. The inclusion of sensors that monitor cardiorespiratory physiology, diurnal activity data, and other environmental signals allows for a comprehensive and multidimensional approach to sleep health and its impact on psychological well-being. Moreover, the increasingly common combination of wearable trackers and experience sampling methods has the potential to uncover within-individual processes linking sleep to daily experiences, behaviors, and other psychosocial factors. Here, we provide a concise overview of the state-of-the-art, challenges, and opportunities of using wearable sleep-tracking technology in applied psychology. Specifically, we review key device profiles, capabilities, and limitations. By providing representative examples, we highlight how scholars and practitioners can fully exploit the potential of wearable sleep trackers while being aware of the most critical pitfalls characterizing these devices. Overall, consumer wearable sleep trackers are increasingly recognized as a valuable method to investigate, assess, and improve sleep health. Incorporating such devices in research and professional practice might significantly improve the quantity and quality of the collected information while opening the possibility of involving large samples over representative time periods. However, a rigorous and informed approach to their use is necessary.
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Monitores de Aptidão Física , Dispositivos Eletrônicos Vestíveis , Humanos , Sono , Exercício Físico/psicologiaRESUMO
Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.
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Violência no Trabalho , Humanos , Local de Trabalho/psicologia , Inquéritos e Questionários , Condições de Trabalho , Pessoal de SaúdeRESUMO
Most studies on workplace bullying have adopted a between-person approach, neglecting the potential within-individual fluctuations in the experience of bullying behaviors. However, investigating such fluctuations may prove useful for uncovering processes and mechanisms associated with bullying and its antecedents and consequences as they unfold over time. In the present study, based on recent discoveries on traumatic experiences and posttraumatic stress (PTS), we hypothesized that even short-term exposure to bullying behaviors-such as the exposure that characterizes an individual when the time window considered is a working week-may already have a substantial psychological impact at the within-individual level, as indicated by the experience of PTS symptoms. Additionally, we hypothesized that the development of workplace phobia may act as a mechanism linking the exposure to bullying behaviors during the week and the reported PTS symptomatology, and that person-level vulnerability factors to PTS (e.g., a recent trauma and female gender) accentuate the within-individual relationships. We tested the proposed hypotheses on a sample of 158 workers that were followed for 6 consecutive working weeks for a total of 860 observations. In line with other recent within-individual investigations, we found that exposure to bullying behaviors shows substantial week-level fluctuations. We also found overall support for the hypotheses, including evidence of a within-level lagged impact of bullying behaviors on workplace phobia, suggesting that even nonpersistent exposure to such behaviors is related to potentially nonignorable psychological suffering and PTS symptoms. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
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Bullying , Transtornos Fóbicos , Transtornos de Estresse Pós-Traumáticos , Local de Trabalho , Humanos , Bullying/psicologia , Feminino , Masculino , Adulto , Local de Trabalho/psicologia , Transtornos de Estresse Pós-Traumáticos/psicologia , Transtornos Fóbicos/psicologia , Pessoa de Meia-Idade , Diários como Assunto , Inquéritos e QuestionáriosRESUMO
In the current study we replicated and extended the validation of the Multidimensional Workaholism Scale through: 1) the examination of the relationship between the MWS and the Bergen Work Addiction Scale; 2) the test of measurement invariance of the U.S. and the Italian versions; and 3) the analysis of predictive validity of the MWS through a series of cross-lagged panel models on a two-wave Italian sample (N = 304), including work-family conflict and emotional exhaustion. Configural, metric and partial scalar invariance was achieved on a sample of 591 Italian and 313 U.S. workers. Results supported convergent, discriminant, and predictive validity of the Italian version. Evidence of the predictive role of workaholism was found in relation to work-family conflict and emotional exhaustion. Finally, the different dimensions demonstrated some incremental validity in the prediction of specific outcomes over and above other dimensions of the MWS. In sum, we provided additional evidence of the validity of the MWS, which represents a tool for researchers and practitioners, validating its use in Italy to better understand the workaholism phenomenon.
Assuntos
Comportamento Aditivo , Exaustão Emocional , Humanos , Itália , Comportamento Aditivo/diagnóstico , Comportamento Aditivo/psicologia , Reprodutibilidade dos Testes , Psicometria , Inquéritos e QuestionáriosRESUMO
This retrospective observational study on hospital staff requesting an "application visit" (from 2017 to 2022) at the Occupational Medicine department aimed at comparing a "pre-COVID group" (2017-2019) with a "COVID group" (2020-2022) regarding (a) sociodemographic data (i.e., age, sex, occupation, years of employment at the hospital), (b) rate and type of psychiatric diagnoses in both groups and rate of psychiatric diagnoses per subject, and (c) rate of drug/psychotherapeutic prescriptions. Two hundred and five healthcare workers (F = 73.7%; mean age = 50.7 ± 10.33) were visited. Compared with the pre-COVID group, healthcare workers evaluated during COVID-19 were significantly younger and reported fewer years of employment at the hospital. Although rates of primary psychiatric diagnoses were similar in both samples, an increased number of psychopathologies per subject and associated treatment prescriptions in the COVID group was observed. In the COVID group, 61% had one psychiatric diagnosis, and 28% had 2+ psychiatric diagnoses, compared with 83.8% and 6.7% of pre-COVID. Furthermore, 56.2%/1.9% in pre-COVID and 73%/6% in the COVID group were prescribed drugs/psychotherapy, respectively. The findings of the present study highlighted an increase in both younger workers' requests and psychiatric comorbidities during the pandemic, representing a burden on the Italian healthcare system. It is thus relevant to address the mental health challenges of healthcare workers accordingly.
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COVID-19 , Pessoal de Saúde , Transtornos Mentais , Adulto , Humanos , Pessoa de Meia-Idade , COVID-19/epidemiologia , Prescrições de Medicamentos , Pessoal de Saúde/psicologia , Transtornos Mentais/epidemiologia , Pandemias , Recursos Humanos em HospitalRESUMO
Workaholism is a current issue in modern organizations with well-characterized implications for individual health and well-being. Yet, the affective experience of workaholics at work and their emotional reactivity to job stressors have been poorly investigated, with the few available studies being cross-sectional or based on retrospective reports obtained outside the working time. Here, we conducted an experience sampling study to characterize workaholics' affective experience during work and their emotional reactivity to workday accumulation and momentary workload. A total of 139 full-time back-office workers participated in a 3-day protocol by reporting on their hedonic tone and momentary workload up to six times per workday. Multilevel modeling was used to investigate the relationship between trait workaholism and job-related hedonic tone as well as the cross-level interactions between workaholism and both workday accumulation and momentary workload. As expected, our results showed lower job-related hedonic tone for individuals with higher workaholic tendencies, with workaholism interacting with the two investigated job stressors. However, contrary to our hypotheses, we found that workaholism weakened, rather than strengthening, the negative trend of hedonic tone over the levels of both predictors, a result possibly explained by a blunted reactivity condition due to chronic job strain. Moreover, we corroborated previous findings suggesting worse outcomes in workaholic women compared to workaholic men. Organizations should consider taking action to monitor and manage the workaholism levels in the workforce and to create a psychosocial work environment that discourages the enactment of workaholic tendencies. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
Assuntos
Avaliação Momentânea Ecológica , Emprego , Masculino , Humanos , Feminino , Estudos Transversais , Estudos Retrospectivos , Emprego/psicologia , Carga de Trabalho/psicologiaRESUMO
Finite element analysis is used in this study to investigate the effect of media inhomogeneity on the electric field distribution in a sample composed of cells and their extracellular matrix. The sample is supposed to be subjected to very high pulsed electric field. Numerically computed electric field distribution and transmembrane potential at the cell membrane in electroporation conditions are considered in order to study cell behavior at different degrees of inhomogeneity. The different inhomogeneity grade is locally obtained using a representative model of fixed volume with cell-cell distance varying in the range of 1-283 um. The conductivity of the extracellular medium was varied between plain collagen and a gel-like myxoid matrix through combinations of the two, i.e., collagen and myxoid. An increase in the transmembrane potential was shown in the case of higher aggregate. The results obtained in this study show the effect of the presence of the cell aggregates and collagen on the transmembrane potential. In particular, by increasing the cell aggregation in the two cases, the transmembrane potential increased. Finally, the simulation results were compared to experimental data obtained by culturing HCC1954 cells in a hyaluronic acid-based scaffold. The experimental validation confirmed the behavior of the transmembrane potential in presence of the collagen: an increase in electroporation at a lower electric field intensity was found for the cells cultured in the scaffolds where there is the formation of collagen areas.
RESUMO
OBJECTIVE: To test the hypothesis that psychosocial working conditions are more strongly associated with subsequent work-related emotional exhaustion (core component of burnout) than with depressive symptoms at follow-up. METHODS: A 5-year cohort study (2011/2012-2017), based on a random sample of persons in employment subject to payment of social contributions aged 31-60 years (Study on Mental Health at Work; S-MGA; N = 1949), included self-reported measures of organisational demands (organisational layoffs and restructuring), task-level demands (work pace and amount of work) and job resources (influence at work, possibilities for development, control over working time, role clarity), all taken from the COPSOQ, except the organisational demands that were single-item measures. Work-related emotional exhaustion and depressive symptoms were measured with the Oldenburg Burnout Inventory and the Patient Health Questionnaire-9, respectively. RESULTS: Cochrane Q tests revealed stronger associations between psychosocial working conditions and work-related emotional exhaustion only for the amount of work (p = 0.013) and control over working time (p = 0.027). No differences were observed for the Demands and Resources Indexes, capturing overall exposure to psychosocial working conditions. The same differences were observed in a subsample including only participants who remained at the same employer from baseline to follow-up, although more psychosocial working conditions were associated with work-related emotional exhaustion than with depressive symptoms. Supplementary analyses employing dichotomous measures of work-related emotional exhaustion and depressive symptoms confirmed these results. CONCLUSIONS: Overall, the findings provide limited evidence supporting the hypothesis that psychosocial working conditions are more strongly associated with work-related emotional exhaustion than with depressive symptoms.
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Esgotamento Profissional , Depressão , Humanos , Estudos Prospectivos , Depressão/epidemiologia , Depressão/psicologia , Estudos de Coortes , Condições de Trabalho , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Alemanha/epidemiologia , Inquéritos e QuestionáriosRESUMO
Research has explored numerous consequences of workplace bullying, including a recent link to the exhibition of post-traumatic stress disorder (PTSD) symptomology. Role conflict as a workplace stressor may contribute to instances of bullying from a passive perspective, which may lead to PTSD symptomology in victims. What remains less explored is if role conflict has a direct relationship to PTSD symptomology and how personality traits such as neuroticism and workplace factors such as managerial competencies may moderate the stress brought on by role conflict. Hence the present study seeks to examine this gap in the literature. This study utilizes a between-subjects, cross-sectional design with 159 participants, 39.6% male and 60.4% female. Most participants (60%) were Italian workers of a large social cooperative organization. Confirmatory factor analysis indicated that the measurement model was valid and had an adequate model fit. Results from two separate moderated mediation analyses found a positive, full mediation between the independent variable of role conflict, the mediator of exposure to bullying, and the dependent variable of PTSD symptomology. Furthermore, in this study, neuroticism strengthened the indirect effect while managerial competencies weakened it. The results highlight the importance of training competent managers and providing resources for more vulnerable employees to moderate employee work stress and its negative outcomes.
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Bullying , Estresse Ocupacional , Transtornos de Estresse Pós-Traumáticos , Estudos Transversais , Feminino , Humanos , Masculino , Neuroticismo , Local de TrabalhoRESUMO
This retrospective observational study investigated hospital staff requests for job fitness visits, addressed to occupational medicine. Specific objectives were to analyze: (1) health workers' requests, sociodemographic characteristics, psychiatric diagnoses, assigned doctor's fit notes, and (orthopedic, psychiatric) limitations; (2) associations between psychiatric diagnoses, sociodemographic (sex, age), and work-related (job, department) characteristics; (3) associations between the same psychiatric diagnoses/orthopedic limitations, fit notes, and/or psychiatric limitations. Data of St. Orsola-Malpighi Polyclinic health workers (N = 149; F = 73.8%; mean age = 48 ± 9.6 years), visited by both the occupational medicine physician and psychiatrist (January 2016−May 2019), were analyzed. 83.2% of the sample presented with at least one psychiatric diagnosis, including mood (47%), anxiety (13.4%), and anxious-depressive (10.7%) disorders. Significant differences between psychiatric diagnoses according to sex and fit notes (both p < 0.01) have been found, whereas no significant associations based on age and work-related characteristics have been observed. Analysis of frequencies of participants with the same psychiatric diagnosis (orthopedic limitation being equal), according to doctor's fit notes and psychiatric work limitations, showed a high heterogeneity of assignments. The current occupational medicine procedure for fit notes/job limitations assignments does not allow taking into consideration clinical factors possibly associated with more specific assignments. To standardize the procedure and translate the psychiatrist's clinical judgment into practice, further studies to test the usefulness of clinimetrics, which might represent a reliable approach in considering different fit notes and job limitations, are needed.
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Transtornos Mentais , Medicina do Trabalho , Adulto , Ansiedade , Humanos , Transtornos Mentais/epidemiologia , Pessoa de Meia-Idade , Recursos Humanos em Hospital , Estudos RetrospectivosRESUMO
OBJECTIVES: The aim was to investigate workplace bullying as a risk factor for five-year occurrence of long-term sickness absence (LTSA) in a representative cohort of employees in Germany. METHODS: In the German Study on Mental Health at Work (S-MGA) (n = 2476), episodes of long-term sickness absence (LTSA) between baseline and follow-up were assessed in the follow-up interview. Workplace bullying was measured in the baseline interview using a hybrid approach, which combines the behavioural experience and self-labelling methods. Through binomial regressions, the association of baseline level of workplace bullying with first-episode LTSA during follow-up was estimated, adjusting for baseline age, gender, occupational level, smoking status and physical demands at work. RESULTS: Severe bullying heightened the risk for LTSA by approximately 50% (Rate ratio-RR: 1.48, 95% Confidence interval-CI: 1.05; 2.19), while occasional bullying heightened the risk by 15% (RR: 1.15, CI: 0.85; 1.55). When excluding LTSA events occurring in the first 2 years, the associations between bullying and LTSA increased by approximately one third. CONCLUSIONS: Workplace bullying seems to be a risk factor for LTSA even when controlling for occupational level, smoking and physical demands at work and when taking possible reverse causality into account. We suggest to investigate effects of LTSA in more settings, to distinguish between occasional and severe bullying and employ longer follow-up intervals.
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Bullying , Estresse Ocupacional , Seguimentos , Alemanha/epidemiologia , Humanos , Licença Médica , Local de Trabalho/psicologiaRESUMO
The present study answers the call for more studies to investigate the age diversity climate's effect on individual-level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old (M = 46.10, SD = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job-related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job-related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate's predictive value for turnover intentions and job-related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies.
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Satisfação no Emprego , Reorganização de Recursos Humanos , Adolescente , Adulto , Humanos , Intenção , Pessoa de Meia-Idade , Inquéritos e Questionários , Engajamento no Trabalho , Adulto JovemRESUMO
Despite the fact that workaholism and workplace aggressive behavior share many correlates, such as neuroticism, hostility, and negative affectivity, little is known about their relationship, with most evidence on both phenomena coming from cross-sectional studies. In the present study, we contributed to a better understanding of the antecedents of enacted workplace bullying behavior (i.e., perpetration of bullying), and the potential interpersonal implications of workaholism, by investigating their cross-lagged relationship. Data from a two-wave one-year panel study conducted with 235 employees in a national healthcare service organization showed substantial cross-sectional and cross-lagged positive relationships between workaholism and enacted workplace bullying. Whereas Time 1 workaholism was a significant predictor of Time 2 enacted workplace bullying, reversed causation was not supported. To shed light on the role of a potential mechanism explaining the link between workaholism and enactment of bullying, we examined whether job-related negative affect (e.g., anger) mediated their longitudinal relationship. However, whereas increased negative affect from T1 to T2 was positively associated with T2 enacted workplace bullying, the relationship between T1 workaholism and increased job-related negative affect was not significant, contrary to the hypothesized mediation. Taken together, our findings suggest that workaholism may be an important antecedent of enacted workplace bullying. Study limitations and future perspectives are discussed.
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Bullying , Estudos Transversais , Hostilidade , Inquéritos e Questionários , Local de TrabalhoRESUMO
OBJECTIVES: The aim of the present study was to examine the long-term association of job demands and job resources with self-reported exposure to workplace bullying in a representative sample of employees in Germany. METHODS: We analysed a nation-wide representative cohort of employees working in the same workplace with a 5-year follow-up (S-MGA; N = 1637). The study contained self-reported measures of psychosocial working conditions, including work pace, amount of work, influence at work, role clarity and quality of leadership, and workplace bullying, and of organisational factors, including organisational restructuring and layoffs. RESULTS: After controlling for bullying and occupational level at baseline, higher baseline levels of organisational restructuring (OR 1.73; 95% CI 1.10-2.70), work pace (1.30; 95% CI 1.01-1.66), and amount of work (1.55; 95% CI 1.21-1.99), and lower baseline levels of influence at work (0.70; 95% CI 0.55-0.90) and quality of leadership (0.64; 95% CI 0.50-0.82), were associated with an elevated risk of workplace bullying at follow-up. In all, 90% of cases of self-reported workplace bullying could be attributed to these factors. CONCLUSIONS: The study suggests that employees reporting higher demands and lower resources, as well as organisational factors such as restructuring, are at a higher long-term risk of being targets of workplace bullying. Interventions aimed at preventing workplace bullying could benefit from a focus on psychosocial working conditions and organisational factors.
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Bullying , Alemanha , Humanos , Liderança , Inquéritos e Questionários , Local de TrabalhoRESUMO
The COVID-19 pandemic significantly impacted the labor market and multiple aspects of work and workers' life. The present rapid review analyzes this impact considering the effects that COVID-19 pandemic had on employment and work-related aspects across different age groups. A comprehensive literature search was performed on scientific contributions published between 2019 and March 2021, resulting in 36 papers pertinent to the scope of this review. Findings were grouped according to different topics, all linked to age: occupational risk, implications on the labor market (i.e., job loss and reemployment, job insecurity, turnover intentions and retirement, and healthcare workers' return-to-work phase), remote work, and key individual and organizational resources and strategies. Overall, the review revealed variability across age groups in the impact this pandemic had on employment and several work-related aspects (i.e., occupational risk, remote work). Findings supported an age-differential effect of normative history-graded events such as the current pandemic, highlighting different responses and consequences depending on workers' age.
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COVID-19 , Pandemias , Emprego , Humanos , Reorganização de Recursos Humanos , SARS-CoV-2RESUMO
The routine assessment of workplace stress is mostly based on standardized self-report tools, including generic psychosocial risk indicators (G-PRIs) designed to fit very heterogeneous occupational sectors. However, the use "by default" of such indicators might be inadequate when they fail to characterize the specificity of the work environment; hence, the inclusion of more contextualized indicators (C-PRIs) has been recommended. We aimed at evaluating the additional contribution of three C-PRIs (Work-Family Conflict, Emotional Demands, and Excessive Demands from Patients) in predicting individual outcomes (Emotional Exhaustion, Turnover Intentions) compared to commonly used G-PRIs (e.g., Demand, Control, Support), in a sample of 787 healthcare workers involved in a routine workplace stress assessment. Multilevel hierarchical regression supported the additional contributions of C-PRIs in predicting both outcomes over G-PRIs, sex, age and shift work. More robust and consistent evidence emerged for Emotional Exhaustion, which was significantly predicted by all C-PRIs, whereas Turnover Intentions was only predicted by the C-PRI Emotional Demands. Importantly, not all G-PRIs showed a relationship with the two outcomes. Taken together, our results support the importance of including C-PRIs in workplace stress assessment carried out by organizations, which should be selected based on literature search and discussion with the stakeholders.