Researching employee experiences and behavior in times of crisis: Theoretical and methodological considerations and implications for human resource management

Over the past 2 years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodological considerations when researching employee experiences and behavior in times of crisis more generally. These insights may be useful when developing conceptual models, designing empirical studies, and managing people in the context of future crises. We first review theoretical approaches that could be applied to explain changes in employee experiences and behavior in times of crisis, including stress theories, theories of adjustment to work-related changes, career construction theory, event system theory, transition-adaptation theories, the crisis management and resilience framework, and the social identity model of identity change. Second, we outline methodological considerations and best practices regarding the research design of quantitative empirical studies, sampling, measurement, and analytic strategies. Throughout, we highlight empirical studies on employee experiences and behavior during the COVID-19 pandemic that have adopted these theoretical approaches and methodological best practices. We conclude with several suggestions for future theory development and empirical studies on employee experiences and behavior as well as human resource management in times of crisis

Chapter 7 Integrating Lifespan Development Theories

"Research on age(ing) and work often draws upon lifespan development perspectives to explain how adults “age successfully,” managing developmental gains and losses and maintaining well-being and functioning over time. There are a multitude of similar theories to consider to this end, which is both a blessing and a curse for researchers. In this chapter, we introduce a conceptual integration of predominant lifespan theories used in work and aging research, organized in terms of overlapping mechanisms, predictions, and guiding principles. Then, we present the specific aspects and core characteristics of commonly used lifespan development theories, particularly those related to our integration. We conclude with recommendations for applying our integration to new research areas and approaches in the work context, highlighting the ways in which more synthesis and codification can mutually improve the study of age(ing) and work.

The Case for Comparative Contribution in Florida

This article examines the recently enacted Uniform Contribution Among Tortfeasors Act in Florida. After briefly discussing the common law doctrine of no contribution and efforts to alleviate such a harsh rule, the authors focus on the serious conflicts between the new statute and the underlying equitable principles of Hoffman v. Jones. In particular, the pro rata sharing of liability, the settlement, and the release provisions of the statute are criticized as not allocating the ultimate liability of the tortfeasors based on their relative degrees of fault. The authors suggest that a legislative change regarding these provisions is warranted so as to maintain a consistent and equitable apportionment system for everyone

Editorial: Advances in Research on Age in the Workplace and Retirement

The Editorial on the Research Topic. Advances in Research on Age in theWorkplace and Retirement

An Exploratory Model of the Antecedent Factors Contributing to Fan Support/Attendance at HBCU Basketball Games

The factors that impact attendance at sporting events in general and at small college sporting events in particular have been widely examined by sports marketing academicians. Among the various factors emerging over two decades has been attendance based on identity with individual teams and players, to idiosyncratic factors such as the environment and the entertainment value of the sporting event itself. Less is known, however, about what creates and promotes the desire to attend sporting events associated with historically black colleges and universities (HBCU’s). HBCU’s, like their other small college athletic departments, are now facing financial difficulties because of dwindling administrator support ensuing from declining state budgets, forcing the athletic directors of these schools to come up with innovative methods to bolster attendance---the primary source of revenue at small colleges. The authors develop and then test a 33 item scale that includes 11 potential factors explaining attendance at HBCU sporting events. Results and conclusions are then reported. As the authors note, the unique role sports plays in the life of the HBCU fan is ripe for further investigation, and practically speaking, is a valuable area of research for those interested in helping preserve the rich heritage of these programs

Employee Green Behavior as the Core of Environmentally Sustainable Organizations

Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or employee green behavior (EGB). We argue that, to advance this literature and to inform effective interventions, research should investigate how EGB, as a compound performance domain, is associated with antecedents and consequences at multiple levels (i.e., individual, team, work context, organization, society). Accordingly, we pursue three interrelated goals with this review. We first present a comprehensive review of research on EGB, including definitions, theoretical frameworks, methodological approaches, and empirical findings. Second, we develop an integrative conceptual model of EGB as the core of organizational environmental sustainability. Third, we conclude with recommendations for future theory development and methodological improvements, as well as practical implications for employees, leaders, and human resource management

Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis

How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-19 pandemic in Germany (1st lockdown; March to May 2020), with subsequent recovery to initial job satisfaction levels. Based on role theory and social-psychological theories of hierarchical differentiation, we argue that, due to the profound work-related changes, individuals with higher (vs. lower) occupational status are more negatively affected in realizing their work goals and, thus, experience decreasing levels of job satisfaction. To test these predictions, we investigated trajectories of job satisfaction between December 2019 and August 2020 (7 measurement waves; N = 1583). Results of piece-wise growth curve models showed that individuals with higher occupational status showed a steeper decline in job satisfaction (followed by recovery) over time, whereas individuals with medium and lower occupational status did not experience a significant change in job satisfaction. In addition, we show that the decline in job satisfaction is moderated by perceived constraints at work associated with the pandemic among individuals with higher occupational status. Overall, these findings contribute to our understanding of the link between occupational status and job satisfaction in times of crisis

α-Conotoxin Decontamination Protocol Evaluation: What Works and What Doesn’t

Nine publically available biosafety protocols for safely handling conotoxin peptides were tested to evaluate their decontamination efficacy. Circular dichroism (CD) spectroscopy and mass spectrometry (MS) were used to assess the effect of each chemical treatment on the secondary and primary structure of α-CTx MII (L10V, E11A). Of the nine decontamination methods tested, treatment with 1% (m/v) solution of the enzymatic detergent Contrex™ EZ resulted in a 76.8% decrease in α-helical content as assessed by the mean residue ellipticity at 222 nm, and partial peptide digestion was demonstrated using high performance liquid chromatography mass spectrometry (HPLC-MS). Additionally, treatment with 6% sodium hypochlorite (m/v) resulted in 80.5% decrease in α-helical content and complete digestion of the peptide. The Contrex™ EZ treatment was repeated with three additional α-conotoxins (α-CTxs), α-CTxs LvIA, ImI and PeIA, which verified the decontamination method was reasonably robust. These results support the use of either 1% Contrex™ EZ solution or 6% sodium hypochlorite in biosafety protocols for the decontamination of α-CTxs in research laboratories