Shiftwork, burnout, and well-being: A study of canadian nurses

This study examined the relationship between shift-time and employees’ burnout, psychosomatic health, job satisfaction, skill use, intrinsic motivation, and absenteeism. Data were collected by means of a structured questionnaire from nurses (N=175) working in a psychiatric hospital in a large metropolitan city in eastern Canada. One-way ANOVA,t-tests, and two-way ANOVA were used to analyze the data. Shift-time was not related to burnout. However, nurses on rotating shifts and night shifts appeared to suffer more seriously than nurses on other shifts in terms of their well-being. Limited support for gender (males vs. females) as a moderator of shift-time and outcome variables was found. Results are discussed in light of the previous empirical evidence on shiftwork and employees’ well being. Implications for management and employees involved with shiftwork are highlighted.     

Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor

Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice and helping, we examined a wider range of mediators reflecting employees’ ability, motivation, and opportunity to expand their citizenship-based role definitions. Trust in the supervisor was also investigated as a boundary condition on the relationships in question. Multisource data, collected in 4 waves, from 208 supervisor–employee dyads showed that employees’ efficacy, instrumentality, and autonomy perceptions concerning voice mediated the association between employee-experienced HPWS and expanded role definition for voice. Instrumentality mediated the relationship between employee-experienced HPWS and expanded role definition for helping. The positive links between employee-experienced HPWS and both supervisor-rated helping and voice were mediated by employees’ role definitions. Trust in the supervisor positively moderated the mediated effects.     

Neural correlates of adaptive decision making for risky gains and losses

Do decisions about potential gains and potential losses require different neural structures for advantageous choices? In a lesion study, we used a new measure of adaptive decision making under risk to examine whether damage to neural structures subserving emotion affects an individual's ability to make adaptive decisions differentially for gains and losses. We found that individuals with lesions to the amygdala, an area responsible for processing emotional responses, displayed impaired decision making when considering potential gains, but not when considering potential losses. In contrast, patients with damage to the ventromedial prefrontal cortex, an area responsible for integrating cognitive and emotional information, showed deficits in both domains. We argue that this dissociation provides evidence that adaptive decision making for risks involving potential losses may be more difficult to disrupt than adaptive decision making for risks involving potential gains. This research further demonstrates the role of emotion in decision competence.     

Wolves in sheep’s clothing: How and when hypothetical questions influence behavior

How and when does responding to hypothetical questions shape future judgment and behavior? We identify knowledge accessibility as an implicit process through which hypothetical questions influence individuals, and examine moderators of accessibility that determine when these effects obtain. In an initial study, we show that hypothetical questions increase the accessibility of the specific positive or negative knowledge referenced by the question. In five subsequent studies, we manipulate factors known to enhance (consistency, elaboration) and attenuate (awareness, delay) accessibility, and show that these factors moderate the influence of hypothetical questions on individuals’ voting choices, legal decision-making, and consumption behavior.     

“To work,or not to work,that is the question” – Recent trends and avenues for research on presenteeism

ABSTRACT

This position paper brings together recent and emerging developments in the field of presenteeism. A critical synthesis of the evidence is needed due to persisting conceptual and methodological challenges as well as the increased volume of research in the field. This paper integrates emerging evidence and critical thinking into three areas: (1) concept, (2) measurement and methodological issues, and (3) the context of presenteeism. First, due to the variety of existing definitions, competing understandings, as well as the notion of positive presenteeism, it is important to reconsider the notion of presenteeism. Second, it is important to reflect on the measurement of the act of presenteeism and the productivity loss associated with that. Third, following the call to investigate presenteeism in specific contexts, it is important to explain the social, occupational, cross-cultural aspects, as well as the contemporary workplace changes. Based on this critical synthesis, we conclude by identifying recommendations for future research on presenteeism.