Effective employee strategies for remote working::An online self-training intervention

This paper examines whether employees' strategies to recognize (through self-recognition) and regulate (through job crafting, work-family management, and recovery) their internal and external demands and resources help them retain their well-being and performance during the COVID-19 pandemic. It also examines whether an online self-training intervention can stimulate the use of these strategies. A randomized control trial with a waitlist control group and pre-post measure (N intervention group = 62, N control group = 77) was executed, consisting of four modules with videos, exercises, and three assignments. Participants of the intervention group reported improved self-recognition (noticing, self-focused emotional intelligence), job crafting (seeking resources and challenges), recovery (psychological detachment and relaxation), and reduced work-family conflict. Moreover, the intervention group reported reduced fatigue and increased happiness with life and task performance after the intervention. Improvements in self-focused emotional intelligence, relaxation, and reduced work-family conflict could explain the progress of these distal outcomes. This study reveals the strategies that can help employees to maintain high levels of well-being and performance while working from home and how to improve them using an evidence-based self-training intervention

Supplier sustainability: A comprehensive review and future research directions

Sustainability is not a one-player task. Organizations have started to realize that their supply chains have a significant social and environmental impact, usually greater than their own operations, and managing sustainability at suppliers is crucial for supply chain-wide sustainability. Supplier sustainability management (SSM) research is fast evolving across multiple disciplines but lacks an interdisciplinary review to guage the progress made, and to decide the path forward. Heightened global focus on sustainability compels us to explore research avenues in SSM for meaningful progress. In this paper, we provide a comprehensive review of SSM research including the most recent work. We propose the Motivation-Measure-Analyze-Improve-Govern (MMAIG) framework for supplier sustainability, identify the limitations of current SSM research in enabling this framework, and propose future research directions. Our key observations are that (a) current SSM research is heavily focused on measuring and monitoring supplier sustainability, and (b) supplier sustainability improvement/development research is limited and the majority of it is about sustainable supplier selection. The future research directions that we propose are centered around (a) optimizing the investments towards supplier sustainability through collaboration, proposing mechanisms that consider risks, liabilities, and gains of all parties, and (b) considering behavioral aspects to overcome SSM implementation issues. Organizations can achieve efficient improvement in supplier sustainability by using a collaborative approach that is data-driven and trust-based. We discuss several mechanisms within our MMAIG framework that can help organizations in their collaborative approach

Predictive maintenance for industry 5.0:behavioural inquiries from a work system perspective

Predictive Maintenance (PdM) solutions assist decision-makers by predicting equipment health and scheduling maintenance actions, but their implementation in industry remains problematic. Specifically, prior research repeatedly indicates that decision-makers often refuse to adopt the data-driven, system-generated advice in their working procedures. In this paper, we address these acceptance issues by studying how PdM implementation changes the nature of decision-makers’ work and how these changes affect their acceptance of PdM systems. We build on the human-centric Smith-Carayon Work System model to synthesise literature from research areas where system acceptance has been explored in more detail. Consequently, we expand the maintenance literature by investigating the human-, task-, and organisational characteristics of PdM implementation. Following the literature review, we distil ten propositions regarding decision-making behaviour in PdM settings. Next, we verify each proposition’s relevance through in-depth interviews with experts from both academia and industry. Based on the propositions and interviews, we identify four factors that facilitate PdM adoption: trust between decision-maker and model (maker), control in the decision-making process, availability of sufficient cognitive resources, and proper organisational allocation of decision-making. Our results contribute to a fundamental understanding of acceptance behaviour in a PdM context and provide recommendations to increase the effectiveness of PdM implementations.</p

How work-self conflict/facilitation influences exhaustion and task performance: A three-wave study on the role of personal resources

Although work and family are undoubtedly important life domains, individuals are also active in other life roles which are also important to them (like pursuing personal interests). Building on identity theory and the resource perspective on work-home interface, we examined whether there is an indirect effect of work-self-conflict/facilitation on exhaustion and task performance over time through personal resources (i.e. self-efficacy and optimism). The sample was composed of 368 Dutch police officers. Results of the three-wave longitudinal study confirmed that work-self-conflict was related to lower levels of self-efficacy, whereas work-self-facilitation was related to improved optimism over time. In turn, self-efficacy was related to higher task performance, whereas optimism was related to diminished levels of exhaustion over time. Further analysis supported the negative, indirect effect of work-self-facilitation on exhaustion through optimism over time, and only a few reversed causal effects emerged. The study contributes to the literature on inter-role management by showing the role of personal resources in the process of conflict or facilitation over time

Team boosting behaviours:Development and validation of a new concept and scale

In teams, some people are truly noticed when present, and sorely missed when absent. Often they are described as the “life of the party”, but in a formal team context, we refer to their behaviors as “team boosting behavior”. These behaviors have the potential to affect the team’s processes. In three consecutive studies, we conceptualized these behaviors and developed and validated a questionnaire to measure them. In Study 1, we defined team boosting behaviors as the extent to which team members exhibit mood-enhancing, energizing, and uniting behaviors, directed towards team members. In Study 2, we developed and validated an instrument to measure team boosting behaviors using a sample of team members in work and sports teams (N = 385). Results supported a three-factor structure and indicated positive relationships with conceptually similar constructs. In Study 3, we cross-validated the three-factor structure among the members of 120 work teams and offer evidence for convergent and criterion validity of the Team Boosting behavior scale. The behaviors related positively to a positive team climate, team work engagement, and leader-rated team performance. The scale provides a useful tool for future empirical research to study the role of individual team boosting behaviors in shaping team processes and outcomes

Compensating need satisfaction across life boundaries: A daily study

Self-determination theory suggests that satisfaction of an individual’s basic psychological needs (for competence, autonomy, and relatedness) is key for wellbeing. This has gained empirical support in multiple life domains, but little is known about the way that need satisfaction interacts between work and home. Drawing from ideas of work-home compensation, we expect that the benefits of need satisfaction in the home domain are reduced when needs are satisfied in the work domain. We tested this hypothesis with a daily diary study involving 91 workers. Results showed that individuals particularly benefit from satisfaction of their need for competence in the home domain when it is not satisfied during the working day. No such interactions were found between the needs for autonomy or relatedness. Our study highlights that the interaction of need satisfaction across domains represents a boundary condition for the beneficial effects of need satisfactio

Positive Experiences at Work and Daily Recovery: Effects on Couple’s Well-Being

The present diary study investigates, at the within-person level, how job satisfaction mediates the relationship between self-rated job performance and recovery experiences (i.e., psychological detachment from work and relaxation) during off-job time. Furthermore, we explore the effects of these two recovery experiences on couple´s well-being. Data were collected from 145 dual-earner couples (N = 290 participants; N = 1450 occasions) with a daily diary design (five consecutive working days). Multilevel analyses showed that daily job performance positively predicted psychological detachment and relaxation, and that daily job satisfaction partially mediated this relationship. In addition, we found that psychological detachment and relaxation have positive effects on own and partner´s indicators of well-being (i.e., relationship satisfaction and positive emotions). The benefits of recovery go beyond the individual and affect their partner´s level of well-being

Employable until retirement:How inclusive leadership and HR practices can foster sustainable employability through strengths use

Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE

In Their Shoes: A Structured Analysis of Job Demands, Resources, Work Experiences, and Platform Commitment of Crowdworkers in China

Despite the growing interest in crowdsourcing, this new labor model has recently received severe criticism. The most important point of this criticism is that crowdworkers are often underpaid and overworked. This severely affects job satisfaction and productivity. Although there is a growing body of evidence exploring the work experiences of crowdworkers in various countries, there have been a very limited number of studies to the best of our knowledge exploring the work experiences of Chinese crowdworkers. In this paper we aim to address this gap. Based on a framework of well-established approaches, namely the Job Demands-Resources model, the Work Design Questionnaire, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale, and the Organizational Commitment Questionnaire, we systematically study the work experiences of 289 crowdworkers who work for ZBJ.com - the most popular Chinese crowdsourcing platform. Our study examines these crowdworker experiences along four dimensions: (1) crowdsourcing job demands, (2) job resources available to the workers, (3) crowdwork experiences, and (4) platform commitment. Our results indicate significant differences across the four dimensions based on crowdworkers\u27 gender, education, income, job nature, and health condition. Further, they illustrate that different crowdworkers have different needs and threshold of demands and resources and that this plays a significant role in terms of moderating the crowdwork experience and platform commitment. Overall, our study sheds light to the work experiences of the Chinese crowdworkers and at the same time contributes to furthering understandings related to the work experiences of crowdworkers

Spillover of interpersonal conflicts from work into nonwork: A daily diary study

This study among a heterogeneous sample of employees expands the Job-Demands (JD-R) theory by examining how interpersonal conflicts at work -task and relationship conflictspillover into the non-work domain on a daily basis. We hypothesized that daily personal resources can buffer the daily negative spillover of interpersonal conflicts from work into the non-work domain. A total of 113 employees (N = 565 occasions) filled in a daily diary questionnaire in the evening before bedtime over five consecutive working days. Results of multi-level analysis showed that the presence of daily personal resources is essential in order to buffer the spillover of interpersonal conflict at work to the non-work domain. Specifically, on days that employees were not very optimistic or resilient, interpersonal conflicts resulted in higher strain-based work-life conflict experiences. These findings contribute to the JD-R theory and show how the unfavorable effects of daily interpersonal conflicts in the work domain may be avoided in the non-work domain through enhancing personal resources. We discuss the implications for theory and practice