The Role of Support for Transgender and Nonbinary Employees:Perceived Co-Worker and Organizational Support's Associations With Job Attitudes and Work Behavior

The development of diverse and inclusive workforces is increasingly being prioritized by organizations. However, organizations often struggle to adequately address the unique issues faced by transgender and nonbinary (TNB) people, and this can result in workplace discrimination, with deleterious consequences on employees' job attitudes and behavior, and their well-being. Co-worker and organizational support may play an important role for TNB employees' job attitudes and behavior. In an online survey with 225 TNB employees, we investigated how perceived co-worker support relates to job attitudes and work behavior, specifically job satisfaction, affective commitment, turnover intentions, job anxiety, and counterproductive work behavior. We also investigated whether these relationships were mediated by perceived organizational support. We found significant associations between perceived co-worker support and all job attitudes and work behavior. We also found that all of these relationships were mediated by the extent to which the organization was considered supportive. The findings thus suggest that companies should focus on supporting TNB employees at both the organizational and interpersonal level.Public Significance Statement Perceived organizational and co-worker support interact and jointly promote positive job attitudes and work behavior in TNB employees, namely more job satisfaction and affective commitment, and less turnover intentions, job anxiety, and counterproductive work behavior. Companies should thus focus on supporting TNB employees at both the organizational and interpersonal level

Do Goal Setting and Implementation Intentions Affect Detachment and Next-Day Fatigue?

Several types of interventions to help people detach from work have been tested, but so far, no tests of different types of planning have been conducted. This field experiment tested the effects of goal setting combined with making implementation intentions on psychological detachment in the evening, and its effect on fatigue the next day, compared to an only goal setting condition and a control group without an intervention. The effects of the interventions were measured by means of a daily diary for a period of two weeks. We hypothesized a stronger effect on detachment in the evening and fatigue the next day of the implementation intention intervention for those not habitually planning. Contrary to our expectation, neither intervention had a positive effect in comparison to the control group. The daily effects on psychological detachment of the combined goal-setting implementation intention condition were negative for individuals who had a high general tendency to plan, as shown by the significant cross-level interactions of the moderated mediation model. We discuss these results in light of future interventions

Do Goal Setting and Implementation Intentions Affect Detachment and Next-Day Fatigue?

Several types of interventions to help people detach from work have been tested, but so far, no tests of different types of planning have been conducted. This field experiment tested the effects of goal setting combined with making implementation intentions on psychological detachment in the evening, and its effect on fatigue the next day, compared to an only goal setting condition and a control group without an intervention. The effects of the interventions were measured by means of a daily diary for a period of two weeks. We hypothesized a stronger effect on detachment in the evening and fatigue the next day of the implementation intention intervention for those not habitually planning. Contrary to our expectation, neither intervention had a positive effect in comparison to the control group. The daily effects on psychological detachment of the combined goal-setting implementation intention condition were negative for individuals who had a high general tendency to plan, as shown by the significant cross-level interactions of the moderated mediation model. We discuss these results in light of future interventions

Stop the Spin: The Role of Mindfulness Practices in Reducing Affect Spin

Affect spin refers to shifts in emotional states over time; it captures people's reactivity to affective events. Recent evidence suggests that affect spin has costs for both organizations and for employees, yet little is known about the antecedents of affect spin and possibilities to reduce it. The present study builds on existing research by examining mindfulness as an antecedent of affect spin in employees. Specifically, we hypothesized that mindfulness practice reduces affect spin over time. We also expected that levels of affect spin are positively related to emotional exhaustion and negatively to job satisfaction, both at the between- and the within-person level of analysis. Finally, we hypothesized that decreases in affect spin due to mindfulness practice are associated with lower levels of emotional exhaustion and higher levels of job satisfaction. To examine trajectories of affect spin over time, we tested our hypotheses in a randomized controlled mindfulness intervention study (with a wait-list control group; total N = 173 individuals) using experience sampling methods over the course of a month. Results revealed that mindfulness practice led to gradual decreases in affect spin over the course of the study. As expected, between-person differences in affect spin were positively related to emotional exhaustion and negatively to job satisfaction. However, affect spin was not related to well-being outcomes at the within-person level and decreases in affect spin over time were also not associated with levels of emotional exhaustion and job satisfaction

Stop the Spin:The Role of Mindfulness Practices in Reducing Affect Spin

Affect spin refers to shifts in emotional states over time; it captures people's reactivity to affective events. Recent evidence suggests that affect spin has costs for both organizations and for employees, yet little is known about the antecedents of affect spin and possibilities to reduce it. The present study builds on existing research by examining mindfulness as an antecedent of affect spin in employees. Specifically, we hypothesized that mindfulness practice reduces affect spin over time. We also expected that levels of affect spin are positively related to emotional exhaustion and negatively to job satisfaction, both at the between- and the within-person level of analysis. Finally, we hypothesized that decreases in affect spin due to mindfulness practice are associated with lower levels of emotional exhaustion and higher levels of job satisfaction. To examine trajectories of affect spin over time, we tested our hypotheses in a randomized controlled mindfulness intervention study (with a wait-list control group; total N = 173 individuals) using experience sampling methods over the course of a month. Results revealed that mindfulness practice led to gradual decreases in affect spin over the course of the study. As expected, between-person differences in affect spin were positively related to emotional exhaustion and negatively to job satisfaction. However, affect spin was not related to well-being outcomes at the within-person level and decreases in affect spin over time were also not associated with levels of emotional exhaustion and job satisfaction