Search Results (8)

The COVID-19 pandemic scenario has witnessed a rise in remote working arrangements, moving away from traditional office settings, which increasingly calls into question employees’ sense of belongingness as a top human capital issue in order to favor both workers’ productivity and well-being. Organizational belongingness refers to employees’ sense of personal connectedness with the organization, which makes them feel they are an integral part of the organizational system. This study examines the effects of organizational belongingness on workplace stressors (i.e., organizational constraints, interpersonal conflict, work–family conflict) and subsequent employee productivity (i.e., cognitive failures, performance) and well-being (i.e., mental health, exhaustion). Using a multilevel multigroup design with anonymous survey data collected from a sample of 1449 in-person and 514 flexible (i.e., remote and hybrid) workers from 205 organizations, the structural invariance analyses performed in this study suggested a similar pattern of results for in-person and flexible workers. Specifically, belongingness negatively predicted employees’ perception of organizational constraints, interpersonal conflict, and work–family conflict. Moreover, while belongingness positively predicted performance and mental health, it negatively predicted cognitive failures and exhaustion, both directly and indirectly through work stressors. Finally, organizational constraints, interpersonal conflict, and work–family conflict positively predicted cognitive failures and exhaustion, whereas organizational constraints and work–family conflict did not predict performance. Additionally, work–family conflict and interpersonal conflict negatively predicted mental health, whereas organizational constraints negatively predicted mental health. The theoretical and practical implications of these findings are discussed in light of the globally widespread use of flexible work options and costs related to workers’ productivity and well-being. Full article

In the construction industry, risk governance stems from the standardization of safety policies and procedures. Safety governance is typically communicated and enforced through a top-down, command-and-control approach. Procedures and policies are created at the top level and cascaded down to the work. Individual discretion in the workplace permits a choice for worker adherence to safety procedures. Through a literature review, this study identified risk perception as a significant variable in regulatory compliance and fidelity. Individual hazard assessments and risk behaviors are often based on subjective cognitive risk perceptions rather than organizational governance policy. In the current governance system, there is a misalignment of risk perceptions and failure in trust between the workforce and the regulatory process. This study examines the impact of risk perceptions on safety compliance and promotes a more participative risk governance process for sustainable construction practices. A participative framework model is proposed to help align worker risk perceptions with organizational governance through policy creation, policy compliance and stakeholder participation and feedback. Utilizing proper discourse and cyclical communication, the proposed framework aims to increase safety fidelity, compliance, and trust in the construction industry through a more inclusive and collaborative governance strategy. Full article

Heart failure (HF) is a growing epidemic, affecting millions of people worldwide, and is a major cause of mortality, morbidity, and impaired quality of life. Traditional cardiac rehabilitation is a valuable approach to the physical and quality-of-life recovery of patients with cardiovascular disease. The innovative approach of remote monitoring through telemedicine offers a solution based on modern technologies, enabling continuous collection of health data outside the hospital environment. Remote monitoring devices present challenges that could adversely affect patient adherence, resulting in the risk of dropout. By applying a cognitive-behavioral model, we aim to identify the antecedents of dropout behavior among patients adhering to traditional cardiac rehabilitation programs and remote monitoring in order to improve the latter. Our study was conducted from October 2023 to January 2024. In the first stage, we used data from literature consultation. Subsequently, data were collected from the direct experience of 49 health workers related to both remote monitoring and traditional treatment, recruited from the authors’ workplace. Results indicate that patients with cardiovascular disease tend to abandon remote monitoring programs more frequently than traditional cardiac rehabilitation therapies. It is critical to design approaches that take these barriers into account to improve adherence and patient satisfaction. This analysis identified specific antecedents to address, helping to improve current monitoring models. This is crucial to promote care continuity and to achieve self-management by patients in the future. Full article

Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work–family boundaries and brought to the forefront employees’ sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. While both workplace disconnectedness and cynicism involve a toxic sense of detachment, they refer to different psychological mechanisms. The present study aims to examine how employee workplace disconnectedness differs from their cynicism, and how both constructs differentially exert their detrimental effects on employee performance, work–family interface, and wellbeing. Using anonymous survey data collected online in 2021 and 2022 from a sample of in-person and flexible workers nested within organizations, conceptual distinctiveness between workplace disconnectedness and cynicism was supported. Measurement invariance across the two groups was supported, and subsequent structural invariance analyses suggested a similar pattern of results for flexible and in-person workers. Specifically, compared to disconnectedness, cynicism exerted higher negative effects on mental health and higher positive effects on cognitive failures and family-to-work conflict. Conversely, compared to cynicism, disconnectedness exerted higher negative effects on performance and work-to-family conflict. That is, feeling indifferent toward others particularly affects mental health and errors, while feeling excluded especially hampers productivity and family life. Theoretical and practical (e.g., inclusive leadership, support groups) implications of these results are discussed in light of the globally rising rates of hybrid work arrangements and related costs for employee wellbeing and productivity. Full article

There is growing evidence that the COVID-19 pandemic has had a severe impact on the nursing profession worldwide. Occupational strain has disrupted nurses’ emotional wellbeing and may have led to negative coping behaviors, such as increased substance use, which could impair cognitive functioning. The aim of this study was to examine whether increased substance use in a sample of U.S. nurses during the pandemic was related to greater workplace cognitive failure. An online questionnaire was administered in May 2020 to Michigan nurses statewide via three nursing organizations (n = 695 respondents). A path model was used to test the direct effects of reported increased substance use on workplace cognitive failure and via parallel psychological mediators. The model had excellent fit to the observed data, with statistically significant, unique mediating effects of greater symptoms of anxiety (b = 0.236, z = 2.22, p = 0.027), posttraumatic stress disorder (b = 0.507, z = 4.62, p < 0.001) and secondary trauma (b = 1.10, z = 2.82, p = 0.005). Importantly, the direct effect of increased substance use on workplace cognitive failure was not statistically significant independent of the mediators (b = 0.133, z = 0.56, p = 0.576; 95% confidence interval: −0.33, 0.60). These results point to the importance of further delineating the mechanistic pathways linking adverse stress to workplace cognitive failure. As we emerge from the pandemic, healthcare systems should focus resources on supporting cognitive health by addressing the psychological and emotional welfare of nurses, many of whom may be struggling with residual trauma and increased substance use. Full article

Numerous studies provide evidence of the physical and emotional strain experienced by nurses during the COVID-19 pandemic. However, little is known regarding the impact of this occupational strain on nurses’ cognitive function at work. The aim of this study was to identify factors associated with workplace cognitive failure in a sample of U.S. nurses during the COVID-19 pandemic. An online questionnaire was administered in May 2020 to Michigan nurses statewide via three nursing organizations (n = 695 respondents). Path analysis was conducted to test the parallel effects of frequency of contact with COVID patients and personal protective equipment (PPE) supply on workplace cognitive failure scores. Mediation effects of stress, sleep quality, secondary trauma, and work-related exhaustion were examined for each exposure. Results revealed significant indirect effects of all mediators except sleep quality of contact with COVID patients (cumulative indirect effect = 1.30, z = 6.33, p < 0.001) and PPE (cumulative indirect effect = −2.10, z = −5.22, p < 0.001) on cognitive failure. However, 58% of the PPE effect was direct. To reduce the risk of cognitive failure, healthcare organizations need to provide nurses with protective equipment and work environments that allow nurses to strengthen their resilience to extreme working conditions. Full article

Although work fatigue represents an important issue among military personnel in combat settings, little attention has been paid to work fatigue in the non-deployed setting. This issue was addressed by (a) validating the Three-Dimensional Work Fatigue Inventory (3D-WFI) among non-deployed military personnel, (b) assessing the prevalence of work fatigue in a non-deployed setting, and (c) exploring several potential predictors and outcomes of work fatigue in this setting. Data came from a large national probability sample (N = 1375) of non-deployed Royal Canadian Air Force military personnel. Results demonstrated that the 3D-WFI provided a psychometrically sound assessment of physical, mental, and emotional work fatigue among military personnel, which was invariant across sex, age, military component, and military role. All three types of work fatigue were highly prevalent among military personnel in a non-deployed setting. In terms of predictors, job demands were positively associated, and distributive justice, perceived organizational support, physical activity and sleep quality were negatively associated with each type of work fatigue, whereas role ambiguity was positively associated with mental and emotional work fatigue, and interpersonal justice was negatively associated with physical and emotional fatigue. Abusive supervision and sleep quantity were unrelated to work fatigue. In terms of outcomes, the three types of fatigue were positively associated with workplace cognitive failures and work-to-family conflict. In contrast, mental and emotional work fatigue were negatively related to military morale and positively associated with turnover intentions. This study demonstrates that work fatigue is a critical issue among military personnel in non-deployed settings, and an essential issue for military policy development. Full article

(1) Background: Work-related stress is a major contributor to human error. One significant workplace stressor is job insecurity, which has been linked to an increased likelihood of experiencing burnout. This, in turn, might affect human error, specifically attention-related cognitive errors (ARCES) and the ability to detect errors. ARCES can be costly for organizations and pose a safety risk. Equally detrimental effects can be caused by failure to detect errors before they can cause harm. (2) Methods: We gathered self-report and behavioral data from 148 employees working in educational, financial and medical sectors in China. We designed and piloted an error detection task in which employees had to compare fictitious customer orders to deliveries of an online shop. We tested for indirect effects using the PROCESS macro with bootstrapping (3) Results: Our findings confirmed indirect effects of job insecurity on both ARCES and the ability to detect errors via burnout. (4) Conclusions: The present research shows that job insecurity influences making and detecting errors through its relationship with burnout. These findings suggest that job insecurity could increase the likelihood for human error with potential implications for employees’ safety and the safety of others. Full article