Work,Nonwork, and Sleep (WNS): a Review and Conceptual Framework

The current paper expands on traditional views of the work-nonwork interface to incorporate the critical component of sleep. We integrate past theoretical and empirical work from the sleep and organizational science literatures to inform a novel framework that will facilitate research evaluating associations among work, nonwork, and sleep, the three major areas of life. We propose that attitudes, behaviors, and states emerging in work and nonwork domains cannot be fully understood without taking into account upstream and downstream sleep quantity and quality effects. Rather, periods of sleep bookend engagement in work and nonwork roles. Thus, we propose the work, nonwork, and sleep (WNS) conceptual framework and, in doing so, identify specific, underlying resource mechanisms (i.e., human energy and time) operating both intra-individually and inter-individually. We also discuss contextual factors that act as predictors and moderators of these relationships. We suggest that a unifying framework explaining connections and underlying processes among work, nonwork, and sleep is necessary for applied psychology and management disciplines to significantly contribute to future research, intervention development and dissemination, and ultimately policy change. We provide a number of avenues for future investigation, including relevant special populations and methodological approaches. Although a plethora of work-nonwork theoretical frameworks exist, none have incorporated the third major area of life: sleep. We call for the expansion and acknowledgement of sleep, an important source of variance in everyday attitudes, behaviors, and states, and ultimately in long-term organizational, family, and individual health and well-being.     

Incivility in Meetings: Predictors and Outcomes

Purpose

The purpose of this study is to provide a deeper understanding of uncivil meeting behaviors (UMBs) by exploring their frequency, potential predictors, and perceived impact on meeting outcomes. Five forms of UMBs were identified and examined. Key situational variables (meeting characteristics) and individual differences (Big Five factors and the Dark Triad of personality) were explored as potential predictors of UMBs.

Methodology

We collected data from two independent samples of meeting participants (N _s  = 345, 170) via two online surveys. We used confirmatory factor analysis, correlations, hierarchical multiple regressions, and relative weight analyses to analyze the data.

Findings

The findings demonstrated that attendees’ perceptions of UMBs were linked to lower ratings of meeting satisfaction and effectiveness. In particular, the ratings were most affected by the observation of attendees who did not participate actively and who showed inappropriate interpersonal behavior. Results further suggest situational variables (meeting purpose and meeting norms) and individual differences (narcissism, psychopathy, and agreeableness) as potential predictors of UMBs.

Implications

By showing the consequences of UMBs on meeting outcomes and by providing insights into potential causes of engagement in UMBs, this study offers valuable input for running and leading work meetings.

Originality/Value

No previous study has empirically examined how different forms of UMBs affect meeting outcomes. Additionally, the paper introduces situational and personality variables that may act as potential predictors of UMBs.

     

Friends and Family: The Role of Relationships in Community and Workplace Attachment

Purpose

Most work–life research focuses on the spillover of the nuclear family to the workplace, offering little insight into how other family relationships and friendships can spill over to affect employees’ organizational attachment. Past research has also overlooked the role of relationship quality and the mechanisms underlying these life-to-work spillover effects. Addressing these shortcomings, we integrate the systemic model of community attachment with job embeddedness theory to develop a model of community relational embeddedness and then use this model to examine how nonwork relationships connect people to their workplaces.

Design/Methodology/Approach

We used survey data from a national sample of 2025 accounting professionals and tested mediation hypotheses using structural equation modeling.

Findings

Employees’ relationships with friends and family predicted their attachment to their communities, which in turn predicted their workplace turnover intentions. Supporting our theoretical model, bonds with friends and family predicted moving intentions, and community fit and sacrifice mediated these effects. Community fit and sacrifice also predicted work turnover intentions indirectly through moving intentions. Tests also revealed that, surprisingly, friendships had a stronger impact on community attachment than family.

Implications

Employees are connected to their organizations through an array of close community relationships that extend beyond the nuclear family (i.e., spouse, children). Organizations can enhance employees’ workplace attachment by recognizing the role of friends and offering work–life programs that use a broad conceptualization of family (e.g., adult siblings, parents).

Originality/Value

Our study illustrates the importance of community relationships to workplace attachment, and the need to incorporate relational quality, nonnuclear family, and friendships in future research.

     

Moral Emotions Toward Others at Work and Implications for Employee Behavior: a Qualitative Analysis Using Critical Incidents

We propose a theoretical framework for and, via critical incidents, inductively investigate (a) the situations that trigger moral emotions toward others at work and (b) worker responses to these situations. Critical incidents were collected from a heterogeneous sample of 423 workers. Participants described an incident that caused each of four moral emotions (gratitude, anger, admiration, and contempt) and their response. Incidents and responses were coded, and frequencies, differences across the moral emotions, and associations between incidents and responses were analyzed. Several morally relevant situations at work were found to trigger the moral emotions. Participants responded in ways that had implications for their performance and their own well-being. The incidents largely align with moral foundations theory (Haidt and Graham in Social Justice Research, 20, 98–116, 2007). Responses also show evidence for social exchange, social learning, and rational expectancy-based processes and behavior. The incidents specify several practices for managers and organizations to encourage and avoid. This was the first qualitative study of moral emotions at work and one of the few workplace studies to examine these emotions empirically. Several understudied factors and behavioral responses emerged.     

Who Wants to Follow the Leader? Using Personality and Work Value Profiles to Predict Preferences for Charismatic,Ideological, and Pragmatic Styles of Leading

Despite the contributions of charismatic and transformational theories, their universal applicability has recently been called into question. Dovetailing this debate is a growing interest in followers. We contribute to these discussions by examining the impact of follower individual difference profiles on preferences for charismatic, ideological, and pragmatic styles of leading. Drawing on Weber’s (1924) taxonomy of managerial authority in its reconceptualized form as the charismatic-ideological-pragmatic (CIP) model, we conducted a vignette study in which 415 working adults first completed an online survey assessing their personality and work values. Eight weeks later, a second survey asked them to read a fictional scenario about an organization and three speeches depicting each leader’s style. Participants then indicated their leader preference, which we sought to predict using their personality and work values profiles. Results of discriminant function analyses indicated certain linear combinations of personality and work values variables discriminated between participants’ leader preferences.     

Differences in the Valuing of Power Among Team Members: a Contingency Approach Toward Examining the Effects of Power Values Diversity and Relationship Conflict

Purpose

The purpose of this study was to investigate the conditional effects of power values diversity and relationship conflict.

Design/Methodology/Approach

We utilized a time-lagged survey design and multilevel modeling to investigate 60 teams working on a project task over the course of 4 months.

Findings

When participative safety climate was high, the presence of high power values diversity was particularly helpful for reducing relationship conflict. In turn, decreased relationship conflict tended to increase team performance. Additionally, when workload sharing was low, high relationship conflict was especially harmful to team performance.

Implications

Results support the consideration of team participative safety climate to better understand the conditions under which power values diversity is likely to lessen relationship conflict and subsequently increase team performance. Findings also highlight the importance of avoiding low workload sharing, in the presence of prominent relationship conflict, to increase team performance.

Originality/Value

By examining relationship conflict as a mediator and participative safety climate as a moderator of power values diversity’s effects, we make a novel contribution to extant literature by helping to elucidate both how and under what conditions differences in power values, among team members, can influence team performance. Relatedly, we answer the call for more research that adopts a contingency approach toward examining the effects of values diversity and relationship conflict. In doing so, we help to identify the conditions under which power values diversity and relationship conflict are likely to differentially influence important team outcomes.

     

A Review of Best Practice Recommendations for Text Analysis in R (and a User-Friendly App)

In recent decades, the amount of text available for organizational science research has grown tremendously. Despite the availability of text and advances in text analysis methods, many of these techniques remain largely segmented by discipline. Moreover, there is an increasing number of open-source tools (R, Python) for text analysis, yet these tools are not easily taken advantage of by social science researchers who likely have limited programming knowledge and exposure to computational methods. In this article, we compare quantitative and qualitative text analysis methods used across social sciences. We describe basic terminology and the overlooked, but critically important, steps in pre-processing raw text (e.g., selection of stop words; stemming). Next, we provide an exploratory analysis of open-ended responses from a prototypical survey dataset using topic modeling with R. We provide a list of best practice recommendations for text analysis focused on (1) hypothesis and question formation, (2) design and data collection, (3) data pre-processing, and (4) topic modeling. We also discuss the creation of scale scores for more traditional correlation and regression analyses. All the data are available in an online repository for the interested reader to practice with, along with a reference list for additional reading, an R markdown file, and an open source interactive topic model tool (topicApp; see https://github.com/wesslen/topicApp, https://github.com/wesslen/text-analysis-org-science, https://dataverse.unc.edu/dataset.xhtml?persistentId=doi:10.15139/S3/R4W7ZS).     

Sparking Anger and Anxiety: Why Intense Leader Anger Displays Trigger Both More Deviance and Higher Work Effort in Followers

While previous research has assumed that intense leader anger displays result in negative consequences, researchers have recently started to outline their potential for prompting followers to improve their performance. We explain these conflicting positions by demonstrating that leaders’ anger intensity positively affects both deviance and work effort through triggering anger and anxiety in followers. We conducted two critical incident studies, replicating our results with different methodologies and controlling for potential alternative explanations. In line with theories on reciprocal emotions, supervisor-directed deviance became more likely with higher leader anger intensity because followers reacted with correspondingly more anger. However, in line with theories on complementary emotions, leaders’ anger intensity was also positively related to followers’ work effort due to followers’ anxiety. These results were replicated when taking leaders’ anger appropriateness into account as a potential moderator of the deviance-related path and when controlling for followers’ feelings of guilt (an alternative explanation for followers’ work effort). Our paper provides evidence that intense anger displays increase followers’ work effort but also cautions leaders to show these, as the work effort caused by them is based on followers’ intimidation and likely to be accompanied by deviant reactions. By considering the affective reactions triggered in followers, our paper integrates diverging theoretical perspectives on followers’ reactions to leaders’ anger intensity. Moreover, it is one of the first to disentangle the interpersonal effects that different expressions of the same emotion may have.     

The Impact of Chronic Health Conditions as an Underlying Challenge on Couple’s Wellbeing

Chronic health conditions affect over 100 million Americans (Cano and Leonard in J Clin Psychol 62(11):1409–1418, 2006). Many clinicians are not integrating chronic physical health symptoms into psychotherapy. There is a complexity of issues that arise within the context of chronic health conditions. Making more need for couple and family therapists, whose primary focus is on a systemic family perspective, to understand how chronic health conditions are impacting family systems when they present for therapy (Canavarro and Dattilio in Contemp Fam Ther 33:87–90, 2011; Poleshuck et al. in Prof Psychol 41(4):312–318, 2010). The correlation of chronic health conditions on marriages and relationships has received limited attention in clinical research. This secondary data analysis examines the differences in overall well-being and psychological distress of individuals and couples seeking therapy who report a presence of chronic health conditions. Original research on the relationship between chronic health conditions and well-being, as measured by comparison of means, will be presented. Few studies investigate how chronic health conditions, when not the primary reason for seeking therapy, influence wellbeing and distress upon entering therapy. This study included 2742 participants from a clinical sample of individuals and couple seeking therapy in a family therapy clinic at a university training clinic. Independent t-tests, as well as ANOVA, were run to compare well-being and psychological distress of individuals and couples in the sample. Results showed significant differences in both overall wellbeing and psychological distress for both individuals who reported chronic illness for themselves, or their partners, than those that reported no chronic illness. There were also significant differences between groups on both well-being and psychological distress [F (2, 2706)?=?47.55, p?=?.00, F (2, 2697)?=?54.59, p?=?.00]. This results showed significant differences in well-being when no member of the couple has chronic health conditions, one member, or both members, with both members decreasing wellbeing significantly. This study demonstrates that chronic health conditions impact both the individual diagnosed, their partners, and is especially impactful if both members of a couple are diagnosed with chronic health conditions. Study limitations and clinical implications are also discussed.     

Learning About Parenting Together: A Programme to Support Parents with Inter-generational Concerns in Pune,India

Rapid developments in the last few decades have brought about dramatic changes in Indian social life, particularly affecting new middle-class families. Inter-generational conflicts, high academic pressures, and modern anxieties lead to stress both in parents and in children. There is a need for parenting programmes that respond to these specific concerns, in order to reduce parenting stress and improve family well-being. This study aimed to develop and evaluate a parenting programme in Pune, India, based on a ‘theory of change’. In this pilot programme, parents were encouraged to learn in a group format about fostering autonomy in children, promoting academic potential in a stress-free manner and remaining in connection with adolescents. Facilitated by a psychologist, parents participated in four sessions involving ‘creativity and play’, ‘self-awareness and bonding’, and ‘communication’. The intervention was based on validated psychotherapeutic approaches and parenting methods to support parents in their learning. Some 16 in-depth interviews were conducted with parents before and eight interviews after the intervention to understand their learning experiences. Additional feedback was gathered from observation notes and debriefings after each session. The results show that the attention for playful quality time helped parents to (re)gain a more creative and flexible attitude towards spending time with their children. Second, parents learned to reflect on their frameworks of meaning (rooted in their own upbringing), listen attentively and communicate more mindful with their children. Furthermore, this study shows that an activity-based approach, connecting parents in co-creating new parenting paradigms, while supporting them with stress-reducing tools, is a useful way of engaging this target group. The study concludes by offering new perspectives for counsellors working with families in countries undergoing rapid change.