Work Role Stress and Employee Outcomes

Work Stress is taking its toll on the working adults and the evidence of its detrimental effects is building in India as in United States and other developed countries. Research has shown that the work stress can lead to physical and psychological disorders that reduce job performance and negatively affect other employee outcomes. The purpose of the study was to examine the direct effect of work role stress on job satisfaction and two dimensions of employee outcomes i.e., organizational citizenship behaviour (OCB) and turnover intention in the Indian organizations. The study further aimed to investigate the mediating role of job satisfaction in the relationship between work role stress and two employee outcomes, i.e., organizational citizenship behaviour and turnover intentions. Data, using a structured questionnaire comprising the standard scales for work role stress, job satisfaction, organizational citizenship behaviour and turnover intentions, was collected from a diverse range of organizations in Delhi and NCR.

Is COVID-19 Vaccination Rate Among Healthcare Personnel Reflective of their Respective Community? An Evaluation of a Multistate Healthcare System

COVID-19 vaccination rates of a large health system reflected their respective service areas but varied by work role. Nurse vaccination rates were higher (56.9%) while nursing support personnel were lower (38.6%) than their communities (51.7%; P<0.001). Physician vaccination rates were highest (71.6%) and not associated with community vaccination levels.

Grundtvigian Folk High Schools and Their “grassroots work” of Civil Society Participation

We will discuss about the role of Grundtvigian folk high schools and their contemporary meanings in two contexts. The first one will be the revision of its sources in the Scandinavian countries (especially in Denmark) and in Poland. The second one will be an attempt to find a connection between building a civil society based on the strong foundation of Grundtvigian schools in the Scandinavian countries and its constant “corruption” is Poland. We would like to get that institution (undervalued in Poland though still functioning in Scandinavia and in many other countries) out of the past and to show its timeless “grassroots work” role in building civic attitudes.

Impact of soft TQM practices on employee work role performance: role of innovative work behaviour and initiative climate

PurposeThe purpose of this paper is to investigate the effect of soft total quality management (TQM) practices on employee work role performance in the manufacturing sector of United Arab Emirates. It also examined the indirect effect of innovative work behaviour and initiative climate.Design/methodology/approachThe study is based on a conclusive research design and survey data was collected from 290 employees working in non-managerial positions across various manufacturing companies in UAE. The hypotheses of the empirical study are tested using structural equation modelling. The indirect effects created through moderated mediation are analysed using Hayes Process Macro.FindingsThe results show that soft TQM practices have a positive influence on work role performance. Employee innovative work behaviour acts as a partial mediator and initiative climate moderates the relationship.Research limitations/implicationsThe study adopted a cross-sectional analysis and single informants are used, so it is advised that the interpretation of the results is made with enough caution.Practical implicationsPractitioners must bear in mind that when the employees are adequately trained, empowered, involved and organized as team, it would result in employee innovative behaviour and improved work role performance. The top management should be persuaded to be more committed to the above-mentioned activities for more positive employee-level outcomes.Originality/valueVery few studies have conducted an empirical validation at the intersection of human resource management (HRM) and TQM. This is one of the first studies to examine the relationship between soft TQM and employee work role performance.

SARS-CoV-2 sero-prevalence in the workforces of three large workplaces in South Wales: a sero-epidemiological study

BackgroundSero-prevalence studies quantify the proportion of a population that has antibodies against SARS-CoV-2, and can be used to identify the extent of the COVID-19 pandemic at a population level. The aim of the study was to assess the sero-prevalence of SARS-CoV-2 antibodies in the workforce at three workplaces. Methods993 participants were recruited from three workplaces in South Wales: a food factory, a non-food factory and a call centre. Participants completed a questionnaire and received lateral flow point-of-care SARS-CoV-2 antibody tests. The data were analysed using multivariable logistic regression, both using complete records only and following multiple imputation. ResultsThe sero-prevalence of SARS-CoV-2 antibodies ranged from 4% (n=17/402) in the non-food factory to 10% (n=28/281) in the food factory (OR 2.93; 95% CI 1.26 to 6.81). After taking account of confounding factors evidence of a difference remained (cOR comparing food factory to call centre (2.93; 95% CI 1.26 to 6.81) and non-food factory (3.99; 95% CI 1.97 to 8.08) respectively). The SARS-CoV-2 antibody prevalence also varied between roles within workplaces. People working in office based roles had a 2.23 times greater conditional odds (95% CI 1.02 to 4.87) of being positive for SARS-CoV-2 antibodies than those working on the factory floor.ConclusionThe sero-prevalence of SARS-CoV-2 antibodies varied by workplace and work role. Whilst it is not possible to state whether these differences are due to COVID-19 transmission within the workplaces, it highlights the importance of considering COVID-19 transmission in a range of workplaces and work roles.

EXPRESS: Expatriate Work Role Engagement and the Work-Family Interface: A Conditional Crossover and Spillover Perspective

How intertwined are expatriates with their families? And what makes some expatriates better than others at leveraging positive or compensating for negative influences from their family life? Drawing on conservation of resources, crossover and spillover theories, we examine when partner family role adjustment influences expatriates’ family experiences, and how and when these experiences translate into expatriate work role engagement. Using data from 105 expatriate-partner dyads at two time points, we establish the key personal resource of general self-efficacy as a boundary condition for crossover and spillover. We find that expatriates with high self-efficacy experience no crossover between partner family role adjustment and expatriate family role adjustment, and positive spillover between their family role engagement and their work role engagement. By contrast, expatriates with low self-efficacy experience strong crossover between partner family role adjustment and expatriate family role adjustment, and negative spillover between their family role engagement and work role engagement. Our results suggest that the way in which the family domain influences expatriate work role engagement depends on general self-efficacy. We contribute to conservation of resources, crossover and spillover theories, and the work-family interface during expatriation. Our results also pinpoint organizational interventions to improve expatriates’ work role engagement.

Uji Validitas Konstruk Work Role Performance pada Karyawan di Indonesia

Employee performance is critical to the overall success of the company. In achieving their goals, companies will face many challenges. This can be overcome in several ways, one of which is by improving employee performance. Therefore, it is important to measure the role performance of employee in Indonesia. Work role performance scale was first delevoped in Australia in 2007 and have not been adapted for Indonesian population. This study intends to evaluate the validity and the reliability of the Indonesian version of work role performance scale. Aiken’s V formula was used to evaluate the content validity of the scale. Both CTT and Rasch analysis were employed to evaluate the reliability of the scale. Participants in this study were employees, with a total of 370 (n = 370), collected by using accidental sampling techniques. The results showed Aiken’s V of 0.87 to 0.91 shows that items of the adapted scale were relevant to measure the construct. The adapted scale was found reliable with Cronbach’s alpha of 0.936 and Rasch’s person and item reliability were 0.87 and 0.98. In CFA results, the model fit was acceptable (RMSEA=0.08 and CFI=0.96) shows that the data fit the hypoteshized model.

Give a Man a Fish or Teach a Man to Fish: A Cross-Level Moderated Mediation Model of Cognitive and Performance Responses of Team Members to Help of Team Leaders

Drawing upon theoretical lenses of social cognitive theory, this study explores whether, when, why, and how the helping behaviors of team leaders influence individual work role performance of team members (in terms of individual task proficiency, task adaptivity, and task proactivity) through self-efficacy of team members. The consequences of different types of help of leaders are uncovered in this study. By proposing a cross-level moderated mediation model and using multisource and multistage data from 303 team members in 39 work teams, autonomy-oriented help of leaders was found to have a differential effect on individual work role performance of members via the self-efficacy of the latter when controlling for dependency-oriented help of leaders. Moreover, the multilevel analysis of moderation uncovered that leader–member exchange relationship at the team level engendered a boundary condition for the mediating role of member self-efficacy in the relationship between autonomy-oriented help of leaders and individual work role performance of members in this model.