Wellbeing and Work Design in Brazilian Teleworkers.

Studies suggest that work characteristics may be related to workers' wellbeing. However, little is known about how these work characteristics may influence telework wellbeing in the face of the long period of social isolation and restrictions imposed by COVID-19. This study aimed to relate work characteristics in remote work to wellbeing using a two-stage multi-method approach. The general hypothesis is that different work characteristics will be organized into different groups and related to wellbeing. In Step 1, 108 teleworkers who participated in compulsory telework conditions answered the Work Design Questionnaire (WDQ) and Wellbeing at Work scale. A cluster analysis was conducted in which two clusters emerged based solely on their valence. The variables that contributed most to the cluster were: feedback from the job, social support, problem-solving, and decision and execution autonomy. Cluster 1 aggregated higher scores on work characteristics, and Cluster 2, lower scores. Cluster 1 presented significantly higher scores on wellbeing. In Step 2, 27 of these workers were blindly interviewed. Five classes of words emerged from the interviews: Class 1 - wellbeing, Class 2 - work dissatisfaction lexicon, Class 3 - role clarity, Class 4 - job demands, and Class 5 - job resources, including receiving feedback, conversations, praise, and support. Chi-square analysis suggests significant differences in classes 2, 3, 4, and 5. Cluster 1 appears more frequently in the role clarity class and less frequently in the work dissatisfaction and job demands classes. Cluster 2 is more frequent in the job dissatisfaction and job demands classes, however, less frequent in the job resources class. Class 1 shows no significant difference. These results partially support the general hypothesis that different work characteristics will be organized into different clusters and related to the teleworker's wellbeing, but in the sense that it prevents suffering but does not necessarily promote wellbeing. The results contribute to the understanding of the relationship between work characteristics and wellbeing during the pandemic by using a different methodological approach, describing that work feedback, social support, skill variety, and problem-solving are the most significant in differentiating the perception of the groups. Social support and feedback from the job differentiate cluster 1 from cluster 2, but social support is not able to increase wellbeing, unless buffering unwellness.

Presenteeism and Productivity: The Role of Biomarkers and Hormones.

PURPOSE: This study aimed to assess whether self-reported productivity despite presenteeism may be affected by biomarkers and hormones and how these physiological indicators can interact with each other to explain the presenteeism dimensions. METHODS: This pilot study included 180 healthy participants with a mean age of 41.22 years (SD = 13.58), 76.11% of whom were female. The dependent variable included a self-reported measure of productivity loss due to presenteeism: the Stanford Presenteeism Scale 6. This study also includes physiological indicators such as biomarkers (C-reactive protein (CRP) and blood glucose) and hormones (cortisol and TSH thyroid hormone). RESULTS: Multiple linear regression analyses revealed that CRP moderated the relationship between cortisol levels and productivity despite presenteeism. Moreover, the increase of TSH moderated the relationship between cortisol, glycemia, and employees' capacity to complete work tasks while sick. CONCLUSIONS: The results highlight TSH's moderating role in decreasing employees' capacity to fulfill tasks when these individuals have high levels of glycemia and cortisol in their blood. These findings have practical and theoretical implications based on a fuller understanding of how biomarkers and hormones explain productivity despite presenteeism.

Working conditions in hospitals revisited: A moderated-mediated model of job context and presenteeism.

This study examines whether the relationship between the employees' perceived job autonomy may be prone to the contextual influence of supervisor support and presenteeism climate in explaining the attendance behaviors of presenteeism-the employees' decision to attend work despite being ill or not feeling well. Does work context play a role on presenteeism climate and the specific act of presenteeism? This study includes 213 health care employees (e.g., nurses, doctors) working in one private hospital in Lebanon. We used the ordinary least squared (OLS) regressions path analytical framework and bootstrapping methods to estimate the hypothesized moderated-mediation models. Our findings indicate that healthcare job resources (job autonomy) is correlated with the presenteeism climate and the occurrence of presenteeism attendance behaviors. We also found that this relationship is mediated by presenteeism climate and that supervisor support moderates the observed indirect relationship. This study extends the organizational attendance research domain to presenteeism climate by explaining for both doctors and nurses how contextual variables explains the relationship between jobs resources and presenteeism attendance behaviors. Supervisor support plays an important role in encouraging task autonomy and thus allowing employees increase their perception of empowerment to manage their actions at work. Overall, healthcare managers should ensure that employees understand their roles and duties and have an up-to-date, clearly defined role (e.g., job description) so that they can meet their organizations' goals.

Consumo no Brasil: um teste etic da relação entre valores humanos, significado do produto e preferência de consumo em culturas coletivas / Consumption in Brazil: an etic test of the relationship between human values, product meaning and consumer choice in collectivist cultures

Quando se avalia o significado simbólico de um objeto, verifica-se que indivíduos prestam atenção aos valores que ele expressa, e esses valores devem relacionar-se com seus próprios valores. Alguns autores afirmam que a carne vermelha simboliza hierarquia em culturas que têm esse tipo de relação. Este estudo investiga o significado da carne no Brasil, explorando os valores endossados por compradores e como esses valores influenciam sua escolha. Participantes brasileiros preencheram escalas de valores, significado e julgamento, bem como de medida de comportamento relativa ao consumo de carne. Resultados indicaram que consumidores brasileiros usam seus valores verticais (hierarquia e iniqüidade) simbolizados pela carne vermelha para sua escolha. Sugere-se que a extensão dos valores humanos tem impacto na escolha de itens de alimentação.(AU)

When evaluating the symbolic meaning of an object, individuals pay attention to the values expressed by the object, whether these values match the human values most endorsed by them. Authors proposed is that read meat symbolizes hierarchy in cultures that have hierarchical relations. The present study investigated the symbolic meaning of meat in Brazil, by exploring the values endorsed by meat buyers and how these values influence food choice. Brazilian participants completed values, Meaning and Judgment, and Consumption Behavior scales. Results indicated that Brazilian consumers use their vertical values to evaluate the hierarchy and inequality values symbolized by red meat. It is suggested that examination of the extent to which human values have an impact on consumption of food items.(AU)