COVID-19 and Stressful Adjustment to Work: A Long-Term Prospective Study About Homeworking for Bank Employees in Italy

Incorporating gendered analysis and flexibility in heavy work investment studies: a systematic literature review

Introduction

Significant impacts of heavy work investment on employee well-being and organizational performance have prompted its increasing importance as a research topic. The findings about good or evil of these repercussions are nonetheless inconclusive. The intersection of Heavy Work Investment construct with gender has not been explicitly addressed by previous literature review and research. Besides, the relevance of flexibility for women, as one of the key factors for successful work-family balance management, still remains to be analyzed.

Methods

A literature review on Heavy Work Investment was conducted using the SPAR-4-SLR protocol, wherein 83 articles were selected from a pool of 208 previously identified works. Bibliometric and content analysis techniques were employed, including co-word analysis, to evaluate research production, impact, and trends in the gender perspective within Heavy Work Investment.

Results

As a result, a strategic diagram illustrates thematic topics, providing a clear understanding of the field's structure and evolution. Six thematic groups were identified, around work-family conflict as the central theme.

Discussion

The explicit consideration of a gender perspective in literature involves nuanced differences regarding the conclusions of studies with a broader focus. First, the emerging prominence of studies on China and Japan becomes clear with gender as the specific focus of the review, aiming to clarify the experiences women face in more traditional societies with a more decisive division of roles. Second, there is a shift in interest regarding the analysis of Job Demands and Job Resources. Despite the apparent decline in interest in the former, the focus in gender literature clearly shifts toward the side of Job Resources, showing potential for the future. It could be understood that in a context of talent war and employee retention efforts, priority is given to better understanding of facilitating individual and organizational factors for work-life balance, especially for women. Future research areas are identified, including gender differences in organizational support and the impact of flexible work on the work-life balance, providing valuable insights for academia, practitioners, and organizations. The need for more comprehensive cross-cultural and gender research is also made clear.

A new scale to assess technostress levels in an Italian banking context: the Work-Related Technostress Questionnaire

Introduction

Technostress (TS) represents a multidimensional phenomenon closely related to the pervasive use of information and communication technologies. This study aimed to validate a new psychometric tool for assessing TS in an Italian banking context, the Work-Related Technostress - Questionnaire (WRT-Q). Secondly, we analyzed the role of gender and age in modulating TS manifestations.

Methods

A sample of 2,586 bank employees (51% females; age: 47.26  ±  8.6) underwent an online survey. Reliability, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), ANCOVA, independent sample t-test, and correlation analyses were performed.

Results

The WRT-Q consisted of 17 items and a four-factor structure, supported by the following CFA indices: Comparative Fit Index (CFI)  =  0.985; Incremental Fit Index (IFI)  =  0.985; Goodness of Fit (GFI)  =  0.988; Root Mean Squared Error of Approximation (RMSEA)  =  0.071; and SRMR  =  0.062. A significant difference in TS levels between age classes emerged (p < 0.001) with higher levels in the over 55-year-old subgroup, while no statistically significant difference emerged for gender. Moreover, the whole sample found a significant positive association between age and TS (p < 0.001).

Discussion

The WRT-Q is a new instrument to measure TS in the workplace, it can contribute to highlighting adverse outcomes in individuals due to a dysfunctional interaction with ICT.

The Effect of Perceived Organizational and Supervisory Support on Employee Engagement During COVID-19 Crises: Mediating Effect of Work-Life Balance Policy

This article examines how organizational and supervisory supports, directly and indirectly, impact employee engagement in U.S. federal agencies during the COVID-19 pandemic. This study applies two analysis models for two different sample groups: federal workers who were required to be physically present at a worksite during the pandemic and those who were not required to do so. Drawing from the sampling frame comprised of "permanently employed, non-political, non-seasonal, full- or part-time federal employees" in pay status as of October 2019, the findings from the U.S. Federal Employment Viewpoint Survey 2020 indicate that organizational and supervisory supports directly impact employee engagement regardless of employees' work arrangements. However, work engagement is not increased by organizational and supervisory supports that actively encourage employees to use conventional incentives such as work-life balance policies. At the organizational level, this study suggests the need to redesign strategies to motivate public agents to engage in the agency's mission because conventional and systemic employee support may be ineffective as currently designed. Overall, this study sheds more light on existing studies of public human resource management by examining employee engagement according to work arrangements during the pandemic.

Remote and on-site work stress severity during the COVID-19 pandemic: comparison and selected conditions

OBJECTIVES

The aim of the present study was to explore whether remote and on-site work stress during the COVID-19 pandemic was experienced with different severity. The second goal was to investigate stress conditions at both working modes.

MATERIAL AND METHODS

The study involved 946 individuals working in the education system and BSS sector in different Polish organizations. The following tools were used: the Brief Scale of Vocational Stress by Dudek and Hauk, the Polish version of the scales to measure work-family conflicts by Grzywacz, Frone, Brewer and Kovner, Meyer and Allen's Affective, Continuance, and Normative Commitment Scales in the Polish adaptation by Bańka, Wołowska and Bazińska, the Satisfaction with Job Scale by Zalewska.

RESULTS

The analysis of intergroup differences revealed that remote work stress severity was significantly lower than on-site work stress severity. The regression analyses proved that work-family conflict and job satisfaction were significant predictors of remote and on-site work stress. Continuance commitment positively predicted on-site work stress. Both models turned out to be statistically significant. The variables included in the models explained 39% and 35% of the variability of the remote work and on-site work stress, respectively.

CONCLUSIONS

Remote work is associated with lower stress severity than on-site work. For both types of work, the higher the level of work-family conflict, the higher the level of stress severity, but the higher the job satisfaction, the lower the stress severity. Continuance commitment is positively related to on-site stress, which means that people who work for an organization and see no alternative feel more stressed. Such an effect was observed only in the case of on-site work. The study findings are discussed in light of previous research, and implications for organizational practice are considered. Int J Occup Med Environ Health. 2023;36(1):96-111.

Relationship Between Psychological Distress, Burnout and Work Engagement in Workers During the COVID-19 Pandemic: A Systematic Review

Objective: The psychological distress that the COVID-19 pandemic has produced has generated negative effects on workers, and in one way or another this has affected their work engagement within companies. The aim of this research was to assess the relationship between psychological distress, burnout and work engagement in workers during the COVID-19 pandemic. Methods: A systematic review was carried out following the PRISMA methodology, taking articles from the Scopus, Pubmed, and Web of Science databases from the beginning of the pandemic until November 2022. The methodological quality was assessed using the Joanna Briggs Institute (JBI) critical appraisal tools for non-randomised studies. Results: 24 articles were selected. All the articles found an association between psychological distress, burnout or other factors and work engagement. Conclusion: The COVID-19 pandemic has had an impact on work engagement and a negative relationship with psychological distress and burnout, hence the importance of companies taking measures to minimise levels of psychological distress and burnout.

Impact of COVID-19 pandemic on the mental health of university students in the United Arab Emirates: a cross-sectional study

BACKGROUND

The COVID-19 pandemic had a significant impact on the mental well-being of students worldwide. There is a scarcity of information on the mental health impact of the COVID-19 pandemic on university students in the United Arab Emirates (UAE). This study aimed to investigate the mental health impact of the COVID-19, including depression, anxiety and resilience among a sample of university students in the UAE.

METHODS

A cross-sectional study using an online survey was conducted from September to November 2021. The patient health questionnaire (PHQ-9), generalized anxiety disorder-7 (GAD-7) and Connor-Davidson Resilience Scale (CD-RISC-10) were used to assess depression, anxiety, and resilience. The COVID-19 impact was assessed using a list of questions.

RESULTS

Only, 798 students completed the survey and were analyzed for this study. Overall, 74.8% of the students were females, 91.2% were never married, and 66.3% were UAE-nationals. Based on PHQ-9 and GAD-7 cut-off scores (≥ 10), four out of ten of the students self-reported moderate to severe depression (40.9%) and anxiety (39.1%). Significantly higher mean PHQ-9 and GAD-7 scores were found among students who were impacted by COVID-19 than those non-impacted (mean PHQ-9 = 9.51 ± 6.39 and 6.80 ± 6.34; p = 0.001, respectively) and (mean GAD-7 = 9.03 ± 6.00 and 8.54 ± 6.02; respectively, p < 0.001). Female students who were impacted by COVID-19 had statistically significant higher depression and anxiety scores (mean PHQ-9 of 9.14 ± 5.86 vs. 6.83 ± 6.25, respectively; p < 0.001) than the non-impacted females (mean GAD-7 of 9.57 ± 6.32 vs. 5.15 ± 3.88, respectively; p = 0.005). Never married students had significantly higher PHQ-9 and GAD-7 scores than ever-married (9.31 ± 6.37 vs. 6.93 ± 5.47, P = 0.003) and (8.89 ± 6.11 vs. 7.13 ± 5.49, respectively; p = 0.017).

CONCLUSIONS

The results of this study demonstrate that the COVID-19 pandemic has negatively impacted the mental health of this sample of university students in terms of depression and anxiety. The results highlight the need to adopt culturally appropriate interventions for university students and focus on vulnerable groups.

Using a Socio-Ecological Framework to Understand Romantic Relationship Satisfaction Among Emerging Adults During the COVID-19 Pandemic

The formation and maintenance of satisfying romantic relationships, a developmental milestone for many emerging adults, has been challenged by the negative impact of the COVID-19 pandemic. Yet, the impact of COVID-19 stress on relationship satisfaction has not been explored within the context of individual and relationship factors. Guided by a socio-ecological framework, this study used a longitudinal design to investigate the impact of individual-level (i.e., growth beliefs, destiny beliefs), couple-level (i.e., daily criticism), and societal-level (i.e., COVID-19 stress) factors on relationship satisfaction during Fall 2021. We also explored the moderating effects of destiny beliefs and growth beliefs. Results revealed relationship satisfaction was negatively associated with daily criticism, but not directly associated with destiny beliefs, growth beliefs, or COVID-19 stress. However, growth beliefs buffered against the negative impact of criticism on relationship satisfaction. These findings are consistent with the notion that growth beliefs may play a protective role in relationship processes.

Sleep quality among workers in the health sector exposed to the COVID-19 pandemic

The ongoing pandemic of coronavirus disease (COVID-19) is a global health crisis that has posed enormous pressure on workers in the health sector (WHS), having a massive impact on their mental health. In this study, we aimed to evaluate the sleep quality of WHS during the pandemic and compare frontline WHS to those who are not directly engaged in the care of COVID-19 patients. This cross-sectional, self-reported online survey assessed the sleep quality of WHS in Austria using the Pittsburgh Sleep Quality Index (PSQI). The same questionnaire was sent out two times. Due to the unequal sample and anonymity of the study participants, we analyzed the data of each time point separate from each other. The first study was conducted in April/May 2020, during the first lockdown in Austria (Study1), and the second study was conducted in July/August 2020, when the social restrictions were loosened (Study2). T-test was used to compare the mean values of PSQI scores between frontline vs. non-frontline WHS, while two two-way ANCOVAs were used to analyze differences in the PSQI mean scores (controlled for age) for male vs. female between frontline vs. non-frontline WHS. During the first lockdown in Austria (Study1) we identified a shorter sleep duration of frontline WHS compared to the non-frontline group, however the difference in global PSQI score between these groups was statistically not significant. In the period after loosened restrictions (Study2) the sleep quality, sleep latency, sleep duration, sleep efficiency and global PSQI score was worse in frontline WHS compared to the non-frontline WHS. Furthermore, female WHS scored higher in the PSQI indicating a worse sleep than male WHS. In addition, nurses and nursing assistants had a higher prevalence of poor sleep quality than other occupational groups. Our results indicate that the COVID-19 pandemic negatively impacts the sleep of WHS, affecting particularly frontline WHS. Preventive interventions aiming to promote good sleep quality in WHS during a healthcare crisis like this pandemic are essential to enhance resilience and mitigate the vulnerability of this specific population.

Work stress, mental health, and employee performance

The COVID-19 pandemic outbreak-as a typical emergency event-significantly has impacted employees' psychological status and thus has negatively affected their performance. Hence, along with focusing on the mechanisms and solutions to alleviate the impact of work stress on employee performance, we also examine the relationship between work stress, mental health, and employee performance. Furthermore, we analyzed the moderating role of servant leadership in the relationship between work stress and mental health, but the result was not significant. The results contribute to providing practical guidance for enterprises to improve employee performance in the context of major emergencies.

A New Look on Long-COVID Effects: The Functional Brain Fog Syndrome

Epidemiological data and etiopathogenesis of brain fog are very heterogeneous in the literature, preventing adequate diagnosis and treatment. Our study aimed to explore the relationship between brain fog, neuropsychiatric and cognitive symptoms in the general population. A sample of 441 subjects underwent a web-based survey, including the PANAS, the DASS-21, the IES-R, the Beck Cognitive Insight Scale, and a questionnaire investigating demographic information, brain fog, subjective cognitive impairments (Scc) and sleep disorders. ANOVA, ANCOVA, correlation and multiple stepwise regression analyses were performed. In our sample, 33% of participants were defined as Healthy Subjects (HS; no brain fog, no Scc), 27% as Probable Brain Fog (PBF; brain fog or Scc), and 40% as Functional Brain Fog (FBF; brain fog plus Scc). PBF and FBF showed higher levels of neuropsychiatric symptoms than HS, and FBF showed the worst psychological outcome. Moreover, worse cognitive symptoms were related to the female gender, greater neuropsychiatric symptoms, sleep disorders, and rumination/indecision. Being a woman and more severe neuropsychiatric symptoms were predictors of FBF severity. Our data pointed out a high prevalence and various levels of severity and impairments of brain fog, suggesting a classificatory proposal and a multifaceted etiopathogenic model, thus facilitating adequate diagnostic and therapeutic approaches.

Associations of Work-Family Conflict with Family-Specific, Work-Specific, and Well-Being-Related Variables in a Sample of Polish and Ukrainian Adults during the Second Wave of the COVID-19 Pandemic: A Cross-Sectional Study

The conflict between work and family demands increased during the COVID-19 pandemic due to changes in lifestyle related to the lockdown. This study examines the associations between work-family conflict (WFC) and family-work conflict (FWC) with work-specific, family-specific, and well-being-related variables during the second wave of the COVID-19 pandemic. The results may be used in practice to improve the well-being of employees by adjusting home-based work and family areas of life to dynamic changes during the pandemic. The sample of 736 adults from Poland (53.26%) and Ukraine (46.74%), aged between 19 and 72 (M = 39.40; SD = 10.80), participated in the study. The cross-sectional study was performed using an online survey, including sociodemographic variables, measures of WFC, time pressure, remote work assessment (RWAS), physical health (GSRH), life satisfaction (SWLS), perceived stress (PSS-10), anxiety (GAD-7), and depression (PHQ-9). This study showed numerous inter-group differences in all variables across the country, gender, relationship status, parenthood, caring for children under 12, and remote working status. A high WFC is more likely among Polish workers (than Ukrainian workers), people with a low level of self-perceived time pressure, and high symptoms of stress. Caring for children under 12, low self-perceived time pressure, and high stress can predict FWC. Various paths lead from perceived stress via WFC and FWC, physical health, anxiety, and depression to life satisfaction, as suggested by the structural equation modeling analysis. Parents of children under 12 and women are the most vulnerable groups for increased WFC, FWC, and worse mental health and well-being. Prevention programs should focus on reducing stress, anxiety, and work demands in these adult populations. A unique contribution to the existing knowledge revealed patterns of associations between WFC and FWC in relation to well-being dimensions in a cross-cultural context during the pandemic.

Effect of Working from Home on the Association between Job Demands and Psychological Distress

Limited information is available regarding the association between workplace psychosocial factors and general mental health status among workers during the coronavirus disease 2019 pandemic. This study examined how working from home affected the association between job demands and psychological distress (PD). A cross-sectional online survey was conducted in December 2020 (N = 27,036). The dependent variable (PD) was assessed using the Kessler Psychological Distress Scale. Job demands were assessed using the Job Content Questionnaire. Working from home was determined by participants’ responses to the question, “Do you currently work from home?” We used a two-level regression analysis adjusted for prefecture. Each individual-level variable at Level 1 was nested into each prefecture at Level 2, stratified by working from home or not. Overall, 21.3% of participants worked from home. The interaction between working from home and job demands was significant. Job demands were positively associated with PD. The stratified analysis indicated that the associations were weaker among employees who worked from home compared with those among employees who did not. The association between job demands and PD may be weakened by working from home.