Lower-wage workers and work-family social support: a qualitative study

2021 Summer.Includes bibliographical references.Compared to research on professional-level workers (e.g., those colloquially referred to as having "white collar" jobs), limited studies on lower-wage workers exist, with even fewer focusing specifically on fast-food workers. However, fast-food workers represent a large portion of lower-wage workers in the United States and often experience a range of stressors including nontraditional work hours and financial instability, coupled with significant family demands. The current study answers calls from the work-family literature within industrial-organizational psychology to better understand the unique needs and experiences of this working population. Specifically, this study uses a qualitative, exploratory approach to better understand specific work-family stressors, as well as supervisor and coworker behaviors that are interpreted as most supportive of work and family, particularly as the workforce faces new and unprecedented challenges associated with COVID-19. Individual interviews were conducted with a sample of fast-food employees who provide at least five hours of dependent care per week. Results indicate a need to re-conceptualize certain notions of supervisor and coworker support to be specific and appropriate for the fast-food industry. Theoretical and practical implications for employees, supervisors, organizations, and future intervention work are discussed

Supervisor telepressure and work-family conflict: the moderating role of meaningful work

2018 Summer.Includes bibliographical references.Workplace telepressure, the preoccupation and urge to respond to incoming work-related messages, is an emerging construct in the organizational science literature. Relatively few studies have examined antecedents and outcomes of telepressure, in addition to conditions under which experiences of telepressure may be intensified. Using a cross-sectional sample, the present study evaluates supervisor experiences of telepressure, drawing on Kahn and Byosiere's (1992) elaboration of the Institute for Social Research (ISR) model of occupational stress. Specifically, telepressure is tested as a mediator of the hypothesized positive relationship between organizational after-hours response expectations and work-to-family conflict. Additionally, I propose that the meaningfulness of one's work may actually heighten feelings of telepressure. Therefore, this study also considers the potential "dark side" of meaningful work, and tests it as a moderator of the organizational after-hours response expectations–telepressure relationship. Results demonstrate support for three of the four hypotheses. Specifically, organizational response expectations positively related to feelings of telepressure, telepressure also positively related to all three dimensions of work-to-family conflict (i.e., time-based, strain-based, and behavior-based), and finally, telepressure mediated the relationship between response expectations and work-to-family conflict. This study did not find support for the moderating role of meaningful work. Theoretical and practical implications of this work are discussed

Is It My Job? Leaders\u27 Family-Supportive Role Perceptions

Purpose Despite a burgeoning literature on family-supportive supervisor behaviors (FSSB), it is unclear whether supervisors view these behaviors as in-role or discretionary. We proposed a new cognitive motivational construct, FSSB role perceptions (FSSB-RP; that is the extent to which supervisors perceive FSSB as an expected part of their job) and evaluated it as a mediator of the relationship between supervisors\u27 own work–family experiences and FSSB. Design/methodology/approach We used an online survey of 245 US based supervisors. Findings We find that FSSB role perceptions is a unique but related construct to FSSB, and that approximately half of our sample of 245 supervisors either do not believe that FSSB is a part of their job or are unsure as to whether it is. Path analyses revealed that supervisors\u27 own experiences of work–family conflict and enrichment are related to engaging in FSSB through role perceptions, especially when a reward system is in place that values FSSB. Practical implications These results may influence the design, implementation and dissemination of leader family-supportive training programs. Originality/value The factors that drive supervisors to engage in FSSB are relatively unknown, yet this study suggests the novel construct of FSSB role perceptions and supervisors\u27 own work–family experiences are important factors

Alert at Work? Perceptions of Alertness Testing and Recommendations for Practitioners

Around-the-clock, 24/7 operations are common in many industries, yet contribute to employee fatigue, which can have grave consequences for worker safety, public health, and the environment. Alertness testing is one option for identifying and mitigating issues related to fatigue at work. We review alertness testing options, including fatigue risk management systems and app-based tools, and share results from a study evaluating employee and manager perceptions of alertness testing. Despite a growing body of research on the validity of app-based alertness tests, it is also critical to understand how these tools are perceived by workers and management. To investigate perceptions of alertness testing, mixed-method data were collected from organizations across four safety-sensitive industries (i.e., a mining company, fire department, and two construction companies) that were in the process of implementing an alertness testing platform. Results suggest that employees and managers are open to and optimistic about implementing new alertness testing safety tools. Employees in work environments with strong managerial support for safety were particularly open-minded to alertness testing at work. However, some employees and managers expressed reluctance towards alertness tests. We provide recommendations for how occupational health and safety professionals can effectively select alertness tests and implement alertness testing. Ethical considerations related to identifying whether workplace alertness testing is needed, and how to protect employees and their data, are discussed