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Semujanga B, Parent-Rocheleau X. Time-Based Stress and Procedural Justice: Can Transparency Mitigate the Effects of Algorithmic Compensation in Gig Work? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2024; 21:86. [PMID: 38248549 PMCID: PMC10815495 DOI: 10.3390/ijerph21010086] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/01/2023] [Revised: 01/02/2024] [Accepted: 01/09/2024] [Indexed: 01/23/2024]
Abstract
The gig economy has led to a new management style, using algorithms to automate managerial decisions. Algorithmic management has aroused the interest of researchers, particularly regarding the prevalence of precarious working conditions and the health issues related to gig work. Despite algorithmically driven remuneration mechanisms' influence on work conditions, few studies have focused on the compensation dimension of algorithmic management. We investigate the effects of algorithmic compensation on gig workers in relation to perceptions of procedural justice and time-based stress, two important predictors of work-related health problems. Also, this study examines the moderating effect of algorithmic transparency in these relationships. Survey data were collected from 962 gig workers via a research panel. The results of hierarchical multiple regression analysis show that the degree of exposure to algorithmic compensation is positively related to time-based stress. However, contrary to our expectations, algorithmic compensation is also positively associated with procedural justice perceptions and our results indicate that this relation is enhanced at higher levels of perceived algorithmic transparency. Furthermore, transparency does not play a role in the relationship between algorithmic compensation and time-based stress. These findings suggest that perceived algorithmic transparency makes algorithmic compensation even fairer but does not appear to make it less stressful.
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Affiliation(s)
- Benjamin Semujanga
- Department of Human Resources Management, HEC Montréal, 3000 Côte Ste-Catherine, Montréal, QC H3T 2A7, Canada;
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Petitta L, Probst TM, Ghezzi V, Barbaranelli C. The impact of emotional contagion on workplace safety: Investigating the roles of sleep, health, and production pressure. CURRENT PSYCHOLOGY 2023; 42:2362-2376. [PMID: 33758486 PMCID: PMC7972334 DOI: 10.1007/s12144-021-01616-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/10/2021] [Indexed: 12/01/2022]
Abstract
Using emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of production pressure (i.e., a contextual demand) on the relationship between emotional contagion and employee poor sleep and health. Data from 1000 employees in Italy showed that the conditional indirect effects of contagion of anger, but not of joy, on accidents and injuries via sleep and health problems were intensified as levels of production pressure increased. Furthermore, contagion of anger was positively associated with both sleep disturbances and health problems whereas contagion of joy was negatively related to only sleep disturbances. These findings suggest that the effect of anger that employees absorb during social interactions at work likely persists when coming at home and represents an emotional demand that impairs the physiological functions that regulate restorative sleep and energies recharging; and, this effect is even stronger among employees who perceived higher levels of organizational production pressure.
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Affiliation(s)
- Laura Petitta
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Tahira M. Probst
- Washington State University Vancouver, 14204 NE Salmon Creek Avenue, Vancouver, WA 98686-9600 USA
| | - Valerio Ghezzi
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Claudio Barbaranelli
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
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Palumbo R, Petrolo D, Manesh MF. Stressed at work and distressed out of work: Unveiling the implications of time-related work stress on work climate in the nonprofit sector. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221140729] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
Time-related work stress is prevailing in today’s society. This is especially true in the nonprofit sector, where people are willing to self-sacrifice in order to contribute to organizational performance. Although literature highlights the shortcomings of time-related work stress, little is still known on its negative impact on work climate. The article contributes to fill this gap, shedding light on the consequences of time-related work stress on work climate in a large sample of people employed in the nonprofit sector. Secondary data were obtained from the latest wave of the European Working Condition Survey. Conditional process analysis was used to investigate the effects of time-related stress on work climate, considering the mediating role of work-life conflicts and work engagement. Stress caused by time constraints did not have direct implications on work climate. However, it expanded exposure to work-life conflicts and impaired work engagement, thus indirectly impoverishing work climate. Since it is hard to escape time pressures in modern work environments, precautions should be taken to protect employees against the backlash of time-related stress on work climate. Alongside empowering people to cope with work-related stress, tailored human resource management practices should be designed to address the sources of time pressures in the workplace.
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Affiliation(s)
- Rocco Palumbo
- Department of Management & Law, University Rome “Tor Vergata”, Rome, Italy
| | - Damiano Petrolo
- Dipartimento per lo Sviluppo Sostenibile e la Transizione Ecologica, University of Eastern Piedmont, Vercelli, Italy
| | - Mohammad F. Manesh
- Department of Management, Lincoln International Business School, University of Lincoln, Lincoln, United Kingdom
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Jia H, Shang P, Gao S, Cao P, Yu J, Yu X. Work Stress, Health Status and Presenteeism in Relation to Task Performance Among Chinese Medical Staff During COVID-19 Pandemic. Front Public Health 2022; 10:836113. [PMID: 35570903 PMCID: PMC9092281 DOI: 10.3389/fpubh.2022.836113] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2021] [Accepted: 03/22/2022] [Indexed: 11/13/2022] Open
Abstract
Objectives This study aims to evaluate the direct effects of work stress, health status and presenteeism on task performance, and further explore the mediating effects of health status and presenteeism, hoping to provide theoretical basis for improving the performance of medical staff. Methods A cross-sectional study was conducted among medical staff in Jilin Province, Northeast China. The Challenge and Hindrance-Related Self-Reported Stress scale, Short Form-8 Health Survey scale, Stanford Presenteeism Scale and Task Performance Scale were adopted to assess the work stress, health status, presenteeism and task performance of medical staff. Results A total of 4,347 questionnaires were distributed among medical staff, and 4261 were valid, for an effective rate of 98.02%. The mean scores for work stress, health status, presenteeism and task performance were 2.05 ± 0.84, 4.18 ± 0.68, 2.15 ± 0.79 and 4.49 ± 0.64, respectively. The ANOVA results showed that there were significant differences in the task performance scores between different genders, ages, marital statuses, professional titles, departments and work years (P < 0.05). Work stress (β = −0.136, P < 0.001) and presenteeism (β = −0.171, P < 0.001) were negative predictors of task performance. Health status (β = 0.10; P < 0.001) was positive predictor of task performance. Health status (β = −0.070; P < −0.001) and presenteeism (β = −0.064; P < 0.001) mediated the relationship between work stress and task performance (P < 0.001). Presenteeism mediated the relationship between health status and task performance (β = 0.07; P < 0.001). Conclusion Work stress and presenteeism had significant negative impact on the task performance of medical staff; health status had a significant positive effect on task performance. Meanwhile, health status and presenteeism played a mediating role in the relationship between work stress and task performance, and presenteeism played a mediating role in the relationship between health status and task performance. Reasonable assignment of tasks can reduce the work stress, but to improve the performance of medical staff, we should pay more attention on improving health, such as making health-related safeguard measures, raising awareness, building a platform, etc.
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Affiliation(s)
- Huanhuan Jia
- School of Public Health, Jilin University, Changchun, China
| | - Panpan Shang
- School of Public Health, Jilin University, Changchun, China
| | - Shang Gao
- School of Public Health, Jilin University, Changchun, China
| | - Peng Cao
- School of Public Health, Jilin University, Changchun, China
| | - Jianxing Yu
- School of Public Health, Jilin University, Changchun, China
| | - Xihe Yu
- School of Public Health, Jilin University, Changchun, China
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Cai W, Xu C, Yu S, Gong X. Research on the Impact of Challenge-Hindrance Stress on Employees' Innovation Performance: A Chain Mediation Model. Front Psychol 2022; 13:745259. [PMID: 35478733 PMCID: PMC9037286 DOI: 10.3389/fpsyg.2022.745259] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/21/2021] [Accepted: 03/04/2022] [Indexed: 11/13/2022] Open
Abstract
Based on the transaction theory of stress and the theory of resource conservation, which introduces knowledge acquisition and intrinsic motivation as mediating variables, a chain mediating model for the influence of challenge-hindrance stress on innovation performance is constructed. Data of 295 samples collected in three stages were used to testify hypothesis. The results confirmed a positive relationship between challenge stress and innovation performance, and a negative relationship between hindrance stress and innovation performance. Intrinsic motivation and knowledge acquisition play a parallel and chain mediating role in the relationship between challenge-hindrance stress and innovation performance. These findings contribute to a deeper understanding of how challenge -hindrance stress affects innovation performance and provide important practical guidance for improving innovation performance.
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Affiliation(s)
- Wei Cai
- Faculty of Education, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - Chao Xu
- School of Finance, Hubei University of Economics, Wuhan, China
| | - Shengxian Yu
- School of Business Administration, South China University of Technology, Guangzhou, China
| | - Xiaoxiao Gong
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
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Nagi AH, Asad M, Khalid Z, Bibi A. The effect of performance appraisal politics on deviant work behavior: The mediating role of job satisfaction. HUMAN SYSTEMS MANAGEMENT 2022. [DOI: 10.3233/hsm-211565] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: Performance management is pivotal in determining employee outcomes. Firms may face undesired consequences in the absence of an impartial and fair performance appraisal system. Organizational justice theory predicts the negative outcomes of performance appraisal politics that the study examines in the form of mediating and outcome variables. OBJECTIVES: There is a paucity of research regarding the impact of justice/fairness perceptions on employee outcomes in the performance appraisal context. Therefore, the study examines the effect of performance appraisal politics on deviant work behavior with the mediating role of job satisfaction. METHODS: Survey data were collected from 309 employees of banks through a likert type scale questionnaire. Structural equation modeling was used to test the model. RESULTS: The results show that performance appraisal politics is positively related to deviant work behaviors. The mediating role of job satisfaction in the relationship is also substantiated. CONCLUSIONS: The findings confirm the view of organizational justice theory regarding the negative impact of performance appraisal politics. The findings also highlight the need to design effective interventions to mitigate the negative effects of such politics. The study provides fresh insight into the dynamics of the interplay between performance appraisal politics, job satisfaction and deviant work behaviors.
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Affiliation(s)
- Arsalan Haider Nagi
- Balochistan Public Procurement Regulatory Authority, Quetta, Balochistan, Pakistan
| | - Muhammad Asad
- Balochistan University of Information Technology, Engineering & Management Sciences, Quetta, Balochistan, Pakistan
| | - Zeeshan Khalid
- Balochistan University of Information Technology, Engineering & Management Sciences, Quetta, Balochistan, Pakistan
| | - Asia Bibi
- Balochistan University of Information Technology, Engineering & Management Sciences, Quetta, Balochistan, Pakistan
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Huhtala M, Geurts S, Mauno S, Feldt T. Intensified job demands in healthcare and their consequences for employee well-being and patient satisfaction: A multilevel approach. J Adv Nurs 2021; 77:3718-3732. [PMID: 34048606 DOI: 10.1111/jan.14861] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2020] [Revised: 02/22/2021] [Accepted: 03/30/2021] [Indexed: 01/21/2023]
Abstract
AIMS Intensified job demands (IJDs) and their effects on employee burnout, work engagement and patient satisfaction were investigated across different work units and occupational groups in a healthcare setting. DESIGN A multilevel study. METHODS One thousand twenty-four healthcare employees responded to a survey in 2019 and rated their experiences of IJDs, burnout and work engagement. Nine hundred fifty-one patients rated their satisfaction with care received from healthcare staff. RESULTS Work units and occupational groups who shared more experiences of increased time pressure and multitasking reported higher exhaustion. Shared perceptions of increased planning and performing one's work autonomously correlated with higher exhaustion and lower patient satisfaction at the work-unit level. Moreover, work intensification was found to be highest in emergency care and among nurses, while job-related planning demands were highest in leadership services. CONCLUSION IJDs are a shared risk to employee well-being among heterogeneous healthcare staff and relate negatively to customer-rated patient satisfaction. We found that high time-pressure demands increase the shared risk of burnout-especially among nurses and healthcare staff working in emergency care. Furthermore, increased independence and self-determination in planning and executing work tasks also increase the shared risk of burnout especially among those in leadership services. This can lead to lower customer/care satisfaction among patients. IMPACT With the accelerating pace of socio-economic change, the pace of work is also getting faster. Our findings help understand how IJDs are experienced among heterogeneous healthcare staff. Because different occupational groups and work units had different demands, this research shows that attempts to mitigate the negative effects of IJDs need to be planned and implemented in a context-specific way. It seems crucial to pay more attention especially to adequate nurse staffing so that the adverse effects of IJDs could be mitigated among them.
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Affiliation(s)
- Mari Huhtala
- Department of Psychology, University of Jyväskylä, Jyväskylä, Finland.,School of Business, JAMK University of Applied Sciences, Jyväskylä, Finland
| | - Sabine Geurts
- Faculty of Social Sciences, Radboud University, Nijmegen, The Netherlands
| | - Saija Mauno
- Department of Psychology, University of Jyväskylä, Jyväskylä, Finland.,Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Taru Feldt
- Department of Psychology, University of Jyväskylä, Jyväskylä, Finland
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Hauff S, Felfe J, Klug K. High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2020.1841819] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Sven Hauff
- Department of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
| | - Jörg Felfe
- Department of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
| | - Katharina Klug
- Department of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
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Greulich B, Debus ME, Kleinmann M, König CJ. Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1812580] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
| | - Maike E. Debus
- Friedrich-Alexander-Universität Erlangen-Nürnberg, Germany
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Meyer SC, Tisch A, Hünefeld L. Arbeitsintensivierung und Handlungsspielraum in digitalisierten Arbeitswelten – Herausforderung für das Wohlbefinden von Beschäftigten? ACTA ACUST UNITED AC 2019. [DOI: 10.3224/indbez.v26i2.06] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Ziel dieses Beitrages ist es zu untersuchen, wie die Einführung neuer Technologien mit der Arbeitsintensität, der Autonomie und den monotonen Aufgaben von Beschäftigten zusammenhängt. Weiterhin wird untersucht, ob und inwieweit der empirisch gut dokumentierte Zusammenhang zwischen diesen Arbeitsbedingungen und dem Wohlbefinden der Beschäftigten durch die Einführung neuer Technologien moderiert wird. Die Analysen basieren auf der BIBB/BAuA-Erwerbstätigenbefragung 2006, 2012 und 2018, die es ermöglicht, zwischen neu eingeführten Computerprogrammen und neu eingeführten Fertigungs- oder Verfahrenstechnologien zu unterscheiden. OLS-Ergebnisse deuten darauf hin, dass die Einführung neuer Technologien mit einer erhöhten Arbeitsintensität verbunden ist. Hinsichtlich der Autonomie und monotonen Tätigkeiten gibt es Unterschiede je nach Art der eingesetzten Technologie. Die Analysen zeigen ferner, dass die Einführung neuer Computerprogramme den Zusammenhang zwischen Arbeitsbedingungen und Arbeitsunzufriedenheit bzw. psychosomatischen Gesundheitsbeschwerden teilweise moderiert. Zusammenfassend zeigen die Ergebnisse, dass die Einführung neuer Technologien mit Chancen und Risiken sowohl für die Arbeitssituation als auch für das Wohlbefinden der Mitarbeiter verbunden ist und in den Aushandlungsprozessen der Sozialpartner stärker berücksichtigt werden sollten.
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Gossiping about outsiders: How time-related work stress among collectivistic employees hinders job performance. JOURNAL OF MANAGEMENT & ORGANIZATION 2019. [DOI: 10.1017/jmo.2019.56] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
AbstractThis study investigates the connection between employees’ experience of time-related work stress and their job performance, with a particular focus on the mediating role of their propensity to engage in negative gossip and the moderating role of their collectivistic orientation. The results based on multisource, three-wave data from employees, their peers, and supervisors in Pakistani organizations show that an important reason that time-related work stress might diminish job performance is that employees expend significant energy discussing their negative evaluations of other organizational members with peers, possibly as a way to protect their self-esteem resources. This mediating role of gossip is also invigorated by employees’ collectivistic orientation. For organizations, this study identifies a key mechanism – informal conversations with peers about the flaws of others in the organization – by which time-related stress prevents employees from allocating sufficient energy to completing their job tasks, and it reveals that this process is more likely among collectivistic employees.
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Zito M, Emanuel F, Molino M, Cortese CG, Ghislieri C, Colombo L. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PLoS One 2018; 13:e0192126. [PMID: 29401507 PMCID: PMC5798826 DOI: 10.1371/journal.pone.0192126] [Citation(s) in RCA: 30] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/29/2016] [Accepted: 01/18/2018] [Indexed: 01/09/2023] Open
Abstract
BACKGROUND Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. METHOD The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. RESULTS Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. CONCLUSION This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.
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Affiliation(s)
| | | | - Monica Molino
- Department of Psychology, University of Turin, Turin, Italy
| | | | | | - Lara Colombo
- Department of Psychology, University of Turin, Turin, Italy
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Di Marco D, López-Cabrera R, Arenas A, Giorgi G, Arcangeli G, Mucci N. Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health. Front Psychol 2016; 7:1313. [PMID: 27625625 PMCID: PMC5003878 DOI: 10.3389/fpsyg.2016.01313] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/13/2016] [Accepted: 08/17/2016] [Indexed: 11/13/2022] Open
Abstract
Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees' health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees' health. This relationship is partially mediated by job satisfaction (R (2) = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers' health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.
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Affiliation(s)
| | | | - Alicia Arenas
- Department of Social Psychology, University of Seville Seville, Spain
| | - Gabriele Giorgi
- Department of Psychology, European University of Rome Rome, Italy
| | - Giulio Arcangeli
- Department of Experimental and Clinical Medicine, University of Florence Florence, Italy
| | - Nicola Mucci
- Department of Experimental and Clinical Medicine, University of Florence Florence, Italy
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Wu CH. Personality change via work: A job demand–control model of Big-five personality changes. JOURNAL OF VOCATIONAL BEHAVIOR 2016. [DOI: 10.1016/j.jvb.2015.12.001] [Citation(s) in RCA: 46] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Debus ME, König CJ, Kleinmann M, Werner CS. Examining the effects of negative affectivity on self- and supervisor ratings of job stressors: the role of stressor observability. WORK AND STRESS 2015. [DOI: 10.1080/02678373.2015.1075233] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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