How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate

2021 ◽  
pp. 106907272110296
Author(s):  
Wenyuan Huang ◽  
Jie Shen ◽  
Chuqin Yuan
Keyword(s):  
Affective Commitment ◽  
Labor Relations ◽  
Psychological Safety ◽  
Underlying Mechanism ◽  
The United States ◽  
Full Time ◽  
Decent Work ◽  
Workplace Attitudes ◽  
Indirect Relationship ◽  
Psychology Of Working

This two-study research evaluates the validity of the decent work scale (DWS) developed by Duffy et al. (2017) in the United States and the effect of decent work on affective commitment among Chinese employees. Study 1 aims to validate the DWS and examine the predictability of decent work for psychological safety and affective commitment. Drawing from a sample of 307 full-time employees (149 females and 158 males), Study 1 reveals that the bifactor model of the DWS has valid application in the Chinese context, and that decent work is positively related to psychological safety and affective commitment. Study 2 seeks to explore the relationship between decent work and affective commitment, the underlying mechanism, and the boundary condition. With a new sample of 568 full-time employees (268 females and 300 males) collected at two time points, Study 2 demonstrates that decent work is directly and indirectly related to employee affective commitment through the mediation of psychological safety; this indirect relationship is moderated by labor relations climate. This research extends decent work research and psychology of working theory in relation to the DWS validation and predictability for employee workplace attitudes, psychological process, and boundary conditions in a non-Western context.

Proactive Personality and Decent Work Among Racially and Ethnically Diverse Working Adults

2019 ◽  
Vol 28 (3) ◽  
pp. 512-528
Author(s):  
Richard P. Douglass ◽  
Kelsey L. Autin ◽  
Aysenur Buyukgoze-Kavas ◽  
Nicholas P. Gensmer
Keyword(s):  
Structural Equation ◽  
Ethnically Diverse ◽  
The United States ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Decent Work ◽  
Work Volition ◽  
Psychology Of Working ◽  
Diverse Groups

Building from the psychology of working framework, we examined the moderating role of proactive personality in the attainment of decent work among a sample of racially and ethnically diverse employed adults in the United States ( N = 238). We tested our hypotheses using structural equation modeling and found experiences of marginalization and economic constraints to have indirect associations with decent work via work volition. We also found marginalization, work volition, and career adaptability to have direct associations with decent work but found no support for proactive personality as a moderating mechanism. Our findings contribute to the growing literature examining how contextual variables are associated with securing decent work among diverse groups. We discuss practical implications along with future directions for research related to the psychology of working.

Ignorance Is Bliss, or Is It? The Effects of Pay Transparency, Informational Justice and Distributive Justice on Pay Satisfaction and Affective Commitment

2018 ◽  
Vol 50 (2) ◽  
pp. 65-81 ◽  
Author(s):  
Eric M. Scheller ◽  
Wayne Harrison
Keyword(s):  
United States ◽  
Open Access ◽  
Distributive Justice ◽  
Affective Commitment ◽  
The United States ◽  
Pay Satisfaction ◽  
Full Time ◽  
Informational Justice ◽  
Main Effect ◽  
Main Effects

Pay transparency—open access to comparative wages—may help reduce wage discrepancies and otherwise benefit organizations. A 2 × 2 × 2 between-subjects factorial design was used to test the effects of pay transparency, informational justice and distributive justice on pay satisfaction and affective commitment. Case scenarios were developed to manipulate these variables and test main effect and interaction hypotheses. Full-time employees in the United States ( N = 293) were recruited from Amazon’s MTurk. Results showed main effects of pay transparency and distributive justice on both pay satisfaction and affective commitment; an informational justice effect was revealed on affective commitment. Pay transparency had a larger effect on pay satisfaction when distributive justice was low than when it was high. Exploratory analyses revealed an interaction between pay transparency, gender and race on pay satisfaction. This study confirmed positive consequences of pay transparency policies, which are proposed to be a component of informational justice.

The impacts of CEO leadership behaviors on employees' affective commitment and scouting behavior: the mediating role of symmetrical internal communication

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Jarim Kim
Keyword(s):  
Public Relations ◽  
Affective Commitment ◽  
Online Survey ◽  
The United States ◽  
Internal Communication ◽  
Full Time ◽  
Senior Leadership ◽  
Theoretical Understanding ◽  
Content Type ◽  
Symmetrical Communication

PurposeThis study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.Design/methodology/approachAn online survey was conducted with 417 full-time employees working in various industries in the United States.FindingsThe results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.Originality/valueThis study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.

Workplace fun and employee creativity: The mediating role of psychological safety

2020 ◽  
Vol 48 (11) ◽  
pp. 1-7
Author(s):  
Guodong Yang
Keyword(s):  
Work Environment ◽  
Psychological Safety ◽  
Employee Creativity ◽  
Mediating Role ◽  
Workplace Fun ◽  
Indirect Relationship ◽  
Positive Effect

I proposed a model to explain how workplace fun is effective in facilitating employee creativity, with a focus on the mediating role of psychological safety in this relationship. Participants comprised 269 employees of hotels in China. Results show that workplace fun had a direct, significantly positive effect on employee creativity, as well as an indirect relationship through the mediator of psychological safety. These findings show that a fun work environment helps to enhance employee creativity. Thus, it is beneficial for managers of organizations to create a fun work environment, and they should also consider employees' sense of psychological safety when allowing employees to have fun at work.

scholarly journals Thrombotic Thrombocytopenia after COVID-19 Vaccination: In Search of the Underlying Mechanism

Vaccines ◽  
2021 ◽  
Vol 9 (6) ◽  
pp. 559
Author(s):  
Piotr Rzymski ◽  
Bartłomiej Perek ◽  
Robert Flisiak
Keyword(s):  
Direct Interaction ◽  
Underlying Mechanism ◽  
The United States ◽  
Cross Reactivity ◽  
Spike Protein ◽  
Vaccine Hesitancy ◽  
Future Research ◽  
Platelet Factor ◽  
Precautionary Measures ◽  
Adenoviral Proteins

The rollout of COVID-19 vaccines brings hope for successful pandemic mitigation and getting the transmission of SARS-CoV-2 under control. The vaccines authorized in Europe displayed a good safety profile in the clinical trials. However, during their post-authorization use, unusual thrombotic events associated with thrombocytopenia have rarely been reported for vector vaccines. This led to the temporary suspension of the AZD1222 vaccine (Oxford/AstraZeneca) in various European countries and the Ad26.COV2 vaccine (Janssen/Johnson&Johnson) in the United States, with regulatory bodies launching investigations into potential causal associations. The thromboembolic reactions were also rarely reported after mRNA vaccines. The exact cause of these adverse effects remains to be elucidated. The present paper outlines the hypotheses on the mechanisms behind the very rare thrombotic thrombocytopenia reported after the COVID-19 vaccination, along with currently existing evidence and future research prospects. The following are discussed: (i) the role of antibodies against platelet factor 4 (PF4), (ii) the direct interaction between adenoviral vector and platelets, (iii) the cross-reactivity of antibodies against SARS-CoV-2 spike protein with PF4, (iv) cross-reactivity of anti-adenovirus antibodies and PF4, (v) interaction between spike protein and platelets, (vi) the platelet expression of spike protein and subsequent immune response, and (vii) the platelet expression of other adenoviral proteins and subsequent reactions. It is also plausible that thrombotic thrombocytopenia after the COVID-19 vaccine is multifactorial. The elucidation of the causes of these adverse events is pivotal in taking precautionary measures and managing vaccine hesitancy. It needs to be stressed, however, that the reported cases are currently sporadic and that the benefits of COVID-19 vaccines vastly outweigh their potential risks.

The Politics of Part-Time Work: Gender, Employment Status, and Preferences for Redistribution

2020 ◽  
pp. 1-38
Author(s):  
David S. Pedulla ◽  
Michael J. Donnelly
Keyword(s):  
Employment Status ◽  
General Social Survey ◽  
The United States ◽  
Limited Attention ◽  
Full Time ◽  
Cross Sectional ◽  
Preferences For Redistribution ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Abstract The social and economic forces that shape attitudes toward the welfare state are of central concern to social scientists. Scholarship in this area has paid limited attention to how working part-time, the employment status of nearly 20% of the U.S. workforce, affects redistribution preferences. In this article, we theoretically develop and empirically test an argument about the ways that part-time work, and its relationship to gender, shape redistribution preferences. We articulate two gender-differentiated pathways—one material and one about threats to social status—through which part-time work and gender may jointly shape individuals’ preferences for redistribution. We test our argument using cross-sectional and panel data from the General Social Survey in the United States. We find that the positive relationship between part-time employment, compared to full-time employment, and redistribution preferences is stronger for men than for women. Indeed, we do not detect a relationship between part-time work and redistribution preferences among women. Our results provide support for a gendered relationship between part-time employment and redistribution preferences and demonstrate that both material and status-based mechanisms shape this association.

Role Stress and Sense of Control Predict Using Food to Cope With Stress in Midlife Women

2021 ◽  
pp. 089826432110110
Author(s):  
Dana R. Riedy ◽  
Ashley MacPherson ◽  
Natalie D. Dautovich
Keyword(s):  
Work Stress ◽  
Underlying Mechanism ◽  
The United States ◽  
Role Stress ◽  
Work And Family ◽  
Midlife Women ◽  
Sense Of Control ◽  
Study Results ◽  
Using Data ◽  
Significant Mediator

Objective: The current study examined the association between role stress and using food to cope with stress in midlife women and examined sense of control as a potential underlying mechanism. Methods: An archival analysis was performed using data from 638 midlife women from the Midlife in the United States II study. Results: Hierarchical linear regression analyses demonstrated that work stress (β = .180, p < .001) and family stress (β = .138, p < .05) significantly predicted using food to cope with stress. Sense of control was a significant mediator between work stress and using food to cope with stress ( b = 0.02, 95% CI [.0014, .0314]). Discussion: Midlife women with higher role stress related to work and family are more likely to use food to cope with stress, and sense of control seems to be the link between work stress and using food to cope.

scholarly journals Does Person Organization Fit and Person-Job Fit Mediate the Relationship between Public Service Motivation and Work Stress among U.S. Federal Employees?

2021 ◽  
Vol 11 (2) ◽  
pp. 37
Author(s):  
Leonard Bright
Keyword(s):  
Work Stress ◽  
Public Service ◽  
High Stress ◽  
The United States ◽  
Public Organizations ◽  
Public Service Motivation ◽  
Public Employees ◽  
Federal Employees ◽  
Beneficial Effects ◽  
Indirect Relationship

A plethora of research has extolled the benefits of public service motivation (PSM) in public organizations. However, much less empirical attention has focused on its relationship to work stress. Even though it has been theorized that high levels of PSM causes individuals to be more resilient in stressful public service work environments, empirical research has failed to provide support. Only one study has been conducted which has revealed that high levels of PSM is directly associated with high levels of job stress among public employees, but that its beneficial effects are partially mediated by person-organization (PO) fit. That is, employees with high levels of PSM and high levels of fit to their organizations did not appear to suffer from high stress. This study sought to add to this limited body of research and explore the extent to which person-job (PJ) improves the field’s understanding of the relationships among PSM, PO fit, and work stress. Based on a sample of federal employees in the United States, this study challenged and confirmed the findings of existing research. For instance, PSM had no direct relationship to work stress. However, PSM maintained an indirect relationship to stress through PO fit. The respondents with high levels of PSM reported that they had high levels of fit to their organizations which was associated with significantly lower levels of work stress. Similarly, PSM was not directly related to PJ fit, but was indirectly related through its association with PO fit. PSM was associated with high levels of fit between employees and public organizations, which was subsequently associated with high levels of fit with public service jobs and lower work stress. Above all, this research clarifies the process of how PSM influences work stress among public employees, through PO fit and PJ fit.

A Nationwide Survey of COVID-19 Testing in LGBTQ+ Populations in the United States

2021 ◽  
pp. 003335492110181
Author(s):  
Richard J. Martino ◽  
Kristen D. Krause ◽  
Marybec Griffin ◽  
Caleb LoSchiavo ◽  
Camilla Comer-Carruthers ◽  
...  
Keyword(s):  
United States ◽  
Gay Men ◽  
Antibody Test ◽  
Nationwide Survey ◽  
The United States ◽  
Sociodemographic Characteristics ◽  
Full Time ◽  
Test Results ◽  
Antibody Testing ◽  
And Gender

Objectives Lesbian, gay, bisexual, transgender, or queer and questioning (LGBTQ+) people and populations face myriad health disparities that are likely to be evident during the COVID-19 pandemic. The objectives of our study were to describe patterns of COVID-19 testing among LGBTQ+ people and to differentiate rates of COVID-19 testing and test results by sociodemographic characteristics. Methods Participants residing in the United States and US territories (N = 1090) aged ≥18 completed an internet-based survey from May through July 2020 that assessed COVID-19 testing and test results and sociodemographic characteristics, including sexual orientation and gender identity (SOGI). We analyzed data on receipt and results of polymerase chain reaction (PCR) and antibody testing for SARS-CoV-2 and symptoms of COVID-19 in relation to sociodemographic characteristics. Results Of the 1090 participants, 182 (16.7%) received a PCR test; of these, 16 (8.8%) had a positive test result. Of the 124 (11.4%) who received an antibody test, 45 (36.3%) had antibodies. Rates of PCR testing were higher among participants who were non–US-born (25.4%) versus US-born (16.3%) and employed full-time or part-time (18.5%) versus unemployed (10.8%). Antibody testing rates were higher among gay cisgender men (17.2%) versus other SOGI groups, non–US-born (25.4%) versus US-born participants, employed (12.6%) versus unemployed participants, and participants residing in the Northeast (20.0%) versus other regions. Among SOGI groups with sufficient cell sizes (n > 10), positive PCR results were highest among cisgender gay men (16.1%). Conclusions The differential patterns of testing and positivity, particularly among gay men in our sample, confirm the need to create COVID-19 public health messaging and programming that attend to the LGBTQ+ population.

scholarly journals The Neoliberal University in Ireland: Institutional Bullying by Another Name?

Societies ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 52
Author(s):  
Margaret Hodgins ◽  
Patricia Mannix McNamara
Keyword(s):  
Higher Education ◽  
Public Management ◽  
New Public Management ◽  
Academic Staff ◽  
Well Being ◽  
The United States ◽  
Decent Work ◽  
New Public ◽  
The Impact ◽  
Health And Well Being

New managerialism and the pervasive neoliberalisation of universities is by now a well-established phenomenon. Commentaries explore the political and economic drivers and effects of neoliberal ideology, and critique the impact on higher education and academic work. The impact on the health and well-being of academic staff has had less attention, and it is to that we turn in this paper. Much academic interest in neoliberalism stems from the UK, Australia and the United States. We draw particularly on studies of public Irish universities, where neoliberalism, now well entrenched, but something of a late-comer to the new public management party, is making its presence felt. This conceptual paper explores the concept of neoliberalism in higher education, arguing that the policies and practices of new public management as exercised in universities are a form of bullying; what we term institutional bullying. The authors are researchers of workplace culture, workplace bullying and incivility. Irish universities are increasingly challenged in delivering the International Labour Organisation (ILO) principles of decent work, i.e., dignity, equity, fair income and safe working conditions. They have become exposed in terms of gender imbalance in senior positions, precariat workforce, excessive workload and diminishing levels of control. Irish universities are suffering in terms of both the health and well-being of staff and organisational vibrancy. The authors conclude by cautioning against potential neoliberal intensification as universities grapple with the economic fallout from the COVID-19 pandemic. This paper reviews neoliberalism in higher education and concludes with insight as to how the current pandemic could act as a necessary catalyst to stem the tide and ‘call out’ bullying at the institutional level.

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