Employee psychological well-being during the COVID-19 pandemic in Germany: A longitudinal study of demands, resources, and exhaustion.

Many governments react to the current coronavirus/COVID-19 pandemic by restricting daily (work) life. On the basis of theories from occupational health, we propose that the duration of the pandemic, its demands (e.g., having to work from home, closing of childcare facilities, job insecurity, work-privacy conflicts, privacy-work conflicts) and personal- and job-related resources (co-worker social support, job autonomy, partner support and corona self-efficacy) interact in their effect on employee exhaustion. We test the hypotheses with a three-wave sample of German employees during the pandemic from April to June 2020 (Nw1  = 2900, Nw12  = 1237, Nw123  = 789). Our findings show a curvilinear effect of pandemic duration on working women's exhaustion. The data also show that the introduction and the easing of lockdown measures affect exhaustion, and that women with children who work from home while childcare is unavailable are especially exhausted. Job autonomy and partner support mitigated some of these effects. In sum, women's psychological health was more strongly affected by the pandemic than men's. We discuss implications for occupational health theories and that interventions targeted at mitigating the psychological consequences of the COVID-19 pandemic should target women specifically.

Promoting Inclusion Via Cross-Group Friendship: The Mediating Role of Change in Trust and Sympathy.

To understand the conditions fostering positive outcomes of inclusive schooling, this two-wave study examined the role of individual change in trust and sympathy for adolescents' cross-group friendships and inclusive attitudes toward students with low academic achievement. Cross-group friendships, intergroup trust, intergroup sympathy, and inclusive attitudes were obtained from surveys completed by 1,122 Swiss adolescents (Mage T1  = 11.54 years, Mage T2  = 12.58 years) from 61 school classes. Results from a parallel latent change score model revealed that the number of cross-group friendships positively related to individual change in trust and sympathy; this growing trust and sympathy in turn predicted adolescents' inclusive attitudes. These findings are discussed regarding theories of intergroup contact and inclusive schooling.

The impact of bionic prostheses on users' self-perceptions: A qualitative study.

Bionic devices for reestablishing or augmenting users' capabilities (e.g., bionic prostheses or exoskeletons) are becoming increasingly common. While prior research examined how such devices affect others' perceptions of their users, little is known about how these devices affect users' self-image and -perception, and the corresponding theory is scarce. To account for this gap, we conducted semi-structured interviews with users of bionic upper limb prostheses to obtain insights into their self- and meta-perceptions. Results of our qualitative analysis indicate that using bionic prostheses influences the social (self-) perception of bionics users in multiple ways, such that users describe themselves as being seen as more competent by others and treated differently after receiving the bionic prosthesis in comparison to simpler models. Results imply a somewhat complex dual identity among users in the sense that the bionic device instills competence, but disability-related feelings of stigma are present simultaneously. Despite being exploratory, our findings thus indicate that using bionic devices affects users' self-perception, stereotypes, and interpersonal perceptions. The ongoing proliferation of restoring devices and the introduction of augmenting technologies in future work contexts, for example, might thus have unintended social consequences that need to be accounted for.

The role of self-endangering cognitions between long-term care nurses' altruistic job motives and exhaustion.

Background: Due to demographic change and staff shortages nurses suffer under high work strain. As a consequence, caregivers' absenteeism due to mental stress, in particular burnout, is high. To explain the development of nurses' burnout more research is needed on nurses' individual resources and coping strategies. Self-endangering is a potentially harmful coping strategy. Objective: To expand the perspective of the Job Demand-Resources Model by including caregivers' intraindividual resources and the coping construct of self-endangering as a mediator between personal resources and nurses' emotional exhaustion. Methods: A longitudinal questionnaire survey was conducted between July 2020-March 2021 among nurses in long-term care in Germany. The final analysis sample consisted of wave 1 = 416 and wave 1,2 = 50. Data were analysed by a multiverse analytic strategy using regression analysis with measurement repetition and cross-lagged-panel design for waves one and two. Variables used for regression analysis and cross-lagged-panel were: Independent variables: An altruistic job motivation, team identification and self-esteem, dependent variables: Exhaustion and disengagement, and mediators: Self-endangering cognitions and behavior tendencies. Results: A highly altruistic job motivation leads to more self-endangering cognitions and to more self-endangering behavior tendencies. Mixed model analysis and cross-sectional path analysis confirmed mediation effects from altruism over self-endangering to exhaustion. Conclusion: Our findings are at odds with some research findings about altruism in nursing, such that too much altruism can lead to harmful self-endangering. We also introduce a new instrument to capture self-endangering in nursing care. Future research should investigate various facets of self-endangering in nursing. We assume that leadership behavior could have influence on self-endangering. New health policy structures are needed to improve working conditions in nursing and thus prevent self-endangering.

Self-endangering: A qualitative study on psychological mechanisms underlying nurses' burnout in long-term care.

OBJECTIVES: To develop a more specific understanding of psychological mechanisms in the development of burnout in long-term care as a basis for potential new intervention strategies aiming at improving nurses' mental health. METHODS: Two qualitative studies with thematic analysis were conducted. In Study 1, we conducted eight group interviews with 110 nurses from May-July 2019 in the context of workshops at eight nursing homes in Germany. In Study 2, we supplemented these with semi-structured interviews with 14 executives at German nursing homes in December 2019. RESULTS: The thematic analysis in Study 1 identified three main themes: causes of challenges, employees' opportunities for change, and organisational opportunities for change. Thematic analysis in Study 2 identified three main themes: job motives, reasons for filling in for others, and employee self-care. Further, our results show that the need to stand in for colleagues, in particular, is one of the greatest challenges for geriatric caregivers. In dealing with these challenges we found that self-endangering behaviour-a diminished ability to say no when asked to fill in or to do work overtime-was an important antecedent of nurses' burnout. Further, high levels of altruistic motivation and identification with the team or organisation were associated with self-endangering behaviour in the presence of adverse working conditions. Low levels of self-worth are a further risk factor for self-endangering. CONCLUSIONS: Our findings are at odds with some core tenets of classic models of job demands and burnout that construe motivation and identification as resources. Our results show the need of a holistic intervention program in nursing including individual coaching, team-based interventions and organisational development processes. Employees themselves should be sensitized to this issue and supported in the long term, and politicians should create structures that do not encourage this behaviour any further.

(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs.

We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform those who are attributed less competence. We further argue that pro-diversity beliefs may prevent this self-fulfilling tendency of stereotypes by inhibiting individuals' stereotype-confirming behavior. Hypotheses were tested with 97 gender-heterogeneous four-person student teams working on stereotypically masculine- or feminine-typed problems. Team members estimated each other's competence prior to collaboration. Diversity beliefs were manipulated to be either pro-diversity or pro-similarity and dominance was observed with behavioral coding. Multilevel path modeling showed that competence attributions mediated the effects of stereotypical gender-task fit on individual dominance behavior and performance under pro-similarity beliefs but not under pro-diversity beliefs. Our study thus shows that the self-fulfilling tendencies of gender stereotypes in teams can be mitigated by instituting pro-diversity beliefs. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

How does team diversity relate to the willingness to collaborate with asylum seekers? It depends on the diversity dimensions investigated and boundary conditions.

The successful integration of asylum seekers into the labor market is among the most pressing issues of refugee-receiving countries. We construe co-workers' willingness to collaborate with asylum seekers as a crucial factor for integration and investigate its antecedents. Linking Allport's contact theory with team diversity theories, we propose that a work team's diversity affects team members' willingness to collaborate with asylum seekers. We thus investigated the effects of different facets of objective (national, migration background, age, and gender) and perceived diversity in work teams on team members' willingness to collaborate with asylum seekers. In doing so, we also tested whether asylum seekers' status in the team hierarchy (superior vs. colleague), task interdependence, and pro-diversity team norms moderate these effects. Multi-level regression analyses based on 470 participants nested in 106 teams showed that, overall, team diversity played a small role in explaining the willingness to collaborate with asylum seekers. Age diversity was negatively associated with the willingness to collaborate with asylum seekers, especially when asylum seekers were considered to take a post as a superior rather than a colleague. In teams with high task interdependence, migration background diversity and willingness to collaborate with asylum seekers were positively associated. Pro-diversity norms did not moderate team diversity effects. Overall, our findings demonstrate that team diversity can have beneficial, harmful, and no substantial consequences for the willingness to work with asylum seekers, depending on the considered type of diversity and boundary conditions.

Embodied Digital Technologies: First Insights in the Social and Legal Perception of Robots and Users of Prostheses.

New bionic technologies and robots are becoming increasingly common in workspaces and private spheres. It is thus crucial to understand concerns regarding their use in social and legal terms and the qualities they should possess to be accepted as 'co-workers'. Previous research in these areas used the Stereotype Content Model to investigate, for example, attributions of Warmth and Competence towards people who use bionic prostheses, cyborgs, and robots. In the present study, we propose to differentiate the Warmth dimension into the dimensions of Sociability and Morality to gain deeper insight into how people with or without bionic prostheses are perceived. In addition, we extend our research to the perception of robots. Since legal aspects need to be considered if robots are expected to be 'co-workers', for the first time, we also evaluated current perceptions of robots in terms of legal aspects. We conducted two studies: In Study 1, participants rated visual stimuli of individuals with or without disabilities and low- or high-tech prostheses, and robots of different levels of Anthropomorphism in terms of perceived Competence, Sociability, and Morality. In Study 2, participants rated robots of different levels of Anthropomorphism in terms of perceived Competence, Sociability, and Morality, and additionally, Legal Personality, and Decision-Making Authority. We also controlled for participants' personality. Results showed that attributions of Competence and Morality varied as a function of the technical sophistication of the prostheses. For robots, Competence attributions were negatively related to Anthropomorphism. Perception of Sociability, Morality, Legal Personality, and Decision-Making Authority varied as functions of Anthropomorphism. Overall, this study contributes to technological design, which aims to ensure high acceptance and minimal undesirable side effects, both with regard to the application of bionic instruments and robotics. Additionally, first insights into whether more anthropomorphized robots will need to be considered differently in terms of legal practice are given.

Subgroup Splits in Diverse Work Teams: Subgroup Perceptions but Not Demographic Faultlines Affect Team Identification and Emotional Exhaustion.

We investigate the relationship between (hypothetical) subgroup splits (i.e., faultlines), subjectively perceived subgroups, and team identification and emotional exhaustion. Based on the job demands-resources model and on self-categorization theory, we propose that faultline strength and perceived subgroups negatively affect emotional exhaustion, mediated by team identification. We further propose that subgroup identification moderates the mediation such that subgroup identification compensates low levels of team identification. We tested our hypotheses with a two-wave questionnaire study in a sample of 105 participants from 48 teams from various contexts. We found an effect of perceived subgroups on emotional exhaustion mediated by team identification, but no direct or indirect effect of faultline strength on emotional exhaustion. We also could not find that subgroup identification moderates the effect of team identification on emotional exhaustion. We discuss the need for further research on the link of subgroup splits in work teams and the rise of psychological health issues and derive that measures to prevent burnout should primarily focus on avoiding or reducing subgroup perception whereas affecting the actual demographic composition of work team should be of lower priority.

Linking Diversity and Mental Health: Task Conflict Mediates Between Perceived Subgroups and Emotional Exhaustion.

Diversity and psychological health issues at the workplace are pressing issues in today's organizations. However, research linking two fields is scant. To bridge this gap, drawing from team faultline research, social categorization theory, and the job-demands resources model, we propose that perceiving one's team as fragmented into subgroups increases strain. We further argue that this relationship is mediated by task conflict and relationship conflict and that it is moderated by psychological empowerment and task interdependence. Multilevel structural equation models on a two-wave sample consisting of 536 participants from 107 work teams across various industries and work contexts partially supported the hypotheses: task conflict did indeed mediate the positive relationships between perceived subgroups and emotional exhaustion while relationship conflict did not; effects on stress symptoms were absent. Moreover, contrary to our expectations, neither empowerment, nor task interdependence moderated the mediation. Results indicate that team diversity can constitute a job demand that can affect psychological health. Focusing on the mediating role of task conflict, we offer a preliminary process model to guide future research at the crossroads of diversity and psychological health at work.

Disabled or Cyborg? How Bionics Affect Stereotypes Toward People With Physical Disabilities.

According to the Stereotype Content Model that construes attributions of warmth and competence as the core dimensions of stereotypes, people with physical disabilities are generally perceived as warm-but-incompetent, i.e., are faced with paternalistic stereotypes. We argue that the increasing proliferation of bionic technologies (e.g., bionic arm and leg prostheses, exo-skeletons, retina implants, etc.) has the potential to change stereotypes toward people with physical disabilities: The portrayal of people who use such devices in the media and popular culture is typically characterized by portraying them as competent - sometimes even more competent than able-bodied individuals. We thus propose that people with physical disabilities who use bionic prostheses are perceived as more competent than people with physical disabilities in general. We also propose that they can be seen as more competent than able-bodied individuals. We further propose that this increase in perceived competence may be associated with a decrease in warmth such that people who use bionic prostheses are perceived as less warm than people with physical disabilities in general and as able-bodied people. Based on labeling theory, we also propose that using the label "cyborg" for people who use bionic prostheses exacerbates these effects and that they are driven by the technicality of the bionic devices. The first of two online studies (n = 314) revealed mixed support for the hypotheses: People with physical disabilities who use bionic prostheses are seen as more competent than people with physical disabilities in general, but not as more competent than able-bodied individuals. They are perceived as even warmer than able-bodied individuals. On the contrary, cyborgs were perceived as competent-but cold, i.e., as threatening. With the second study (n = 87), we tested whether the perceived technicality of bionic technology drives some of the observed effects. Technicality only had marginal effects on competence perceptions and no effects on perceptions of warmth. We discuss potential implications and highlight that despite being somewhat mixed, these findings show that technology can affect stereotypes and interpersonal perceptions.

If it doesn't help, it doesn't hurt? Information elaboration harms the performance of gender-diverse teams when attributions of competence are inaccurate.

Information elaboration-the act of exchanging, discussing, and integrating information and perspectives through verbal communication-tends to be considered as the silver bullet that drives the performance of diverse teams. We challenge this notion by proposing that the effect of information elaboration on team performance depends on the accuracy of within-group competence attributions, i.e. the extent to which attributions of task competence among team members correspond with members' actual task competence. We argue that information elaboration may actually harm performance when within-group competence attributions are inaccurate, given that in such teams decisions are likely to be based on suggestions from members who have much influence but little competence. We conducted an experiment with 97 gender-heterogeneous teams working on gender-typical problems and coded their interactions. Our findings support our hypotheses that members who are perceived as more competent are more influential in the information elaboration process, and that information elaboration harms performance when competence attributions are not accurate. In contrast to our expectations, pro-diversity beliefs did not mitigate this negative effect of inaccurate competence attributions. We argue that this speaks to the robustness of our findings regarding the detrimental effects of information elaboration when competence attributions are inaccurate.

Assessment of structural knowledge as a training outcome in process control environments.

OBJECTIVE: The objective of the present studies was to apply a novel method for structural knowledge assessment to process control to assess the potential of its measures as a training outcome. BACKGROUND: Traditionally, knowledge is assessed by verbal achievement tests on the subject matter. However, traditional methods are regarded as limited in their ability to assess higher-order learning or understanding. METHOD: Two experiments (Experiment 1, N= 41; Experiment 2, N= 50) were conducted in which participants were given a 4-hr training session on a simulated process control task. At a later testing session, participants worked on the task for 70 min and completed knowledge tests on declarative, procedural, and structural knowledge. Structural knowledge was measured with the computer-based Association Structure Test (AST), which combines an association task and Pathfinder network on the basis of relatedness ratings. RESULTS: In both studies, structural knowledge was significantly related to diagnostic performance, and evidence was found for internal consistency as well as convergent and predictive validity. CONCLUSION: Findings indicate that structural assessment with the AST shows promise as a training outcome in process control. APPLICATION: Potential applications of this research include the improvement of training design, delivery, and evaluation.