Employee Health and Wellness Krista Apolonio Wing Cheung

Employee Health and Wellness Krista Apolonio, Wing Cheung, Zoljargal Norov, Bessie Olano, Nicholas Chang,

Does Family Life Help to be a Better Leader? A Closer Look at Crossover Processes from Leaders to Followers Bessie Olano

Key Terms ● Family-to-work-conflict - The pressures of family role have an unfavorable result on the role individuals have at work ● Negative affect crossover - Negative emotions are transfered from one individual to the other ● Burnout- A state of emotional, mental and physical exhaustion caused by

Model

Method: Sample and Procedure ● Study conducted in New Zealand ● Leaders (199 managers) 53% male ● Followers (456 employees) ● Surveys

Measures Effects of family-to-work conflict in leaders (burnout) Effects of negative emotions transferred from leaders to followers Diminished support from leaders to followers (consequences)

Take Home Message Effective leadership begins with the well being of leaders HR should implement adequate support for leaders Encourage leaders to take time-off

How The Impact of HR Practices on Employee Well. Being and Performance Changes with Age Wing Cheung

Maintenance HR Practices? Organizational Fairness Development HR Practices? Job Enrichment HR Practices? Age

Key Terms Maintenance HR Practices Development HR Practices Job Enrichment HR Practices

Maintenance HR Practices Organizational Fairness Development HR Practices? Job Enrichment HR Practices? Age

Take Home Message Formal Performance Appraisal Career Advice Improvements

Driving It Home: How Workplace Emotional Labor Harms Employee Life Krista Apolonio

Key Terms Display rules Emotional Labor Deep Acting Surface Acting

Display Rules and Emotional Labor Display rules - how an organization expects an employee to act or feel Emotional labor - the process of conforming to the display rules

Deep Acting vs. Surface Acting Deep Acting - altering actual feelings to align with display rules Surface Acting - faking emotions to align with display rules without altering underlying feelings

What effect does surface acting in the workplace have on the home domain?

Surface Acting Influence on 3 Dimensions 1. Emotional → emotional exhaustion 2. Social → work-to-family conflict 3. Somatic → insomnia

Method Sample 78 bus drivers Procedure 2 -week study

Survey Item Sample Work-to-family conflict “When I got home from work I was too frazzled to participate in family activities/responsibilities. ” Extent of agreement: scale of 1(not at all) to 5 (very much)

Results Surface acting is positively related to: emotional exhaustion work-to-family conflict insomnia

Importance of Results and Wellness ↓ Absenteeism - loafing, injuries ↓ Minimize burnout ↓ Healthcare costs ↓Employee turnover

Implications Job rotation programs Recovery activity centers Emotional labor in performance evaluations Autonomy

Building Positive Resources: Effect of Positive Events and Positive Reflection on Work Stress and Health Zoljargal Norov

Key Terms Positive Workplace Events Negative Workplace Events Positive Reflection Intervention Family to Work Conflict

Three good things intervention: To reflect on and savor positive events Ways of reflect the positive intervention 1. Works against tendency to pay attention to negative event 2. Writing about positive events provide an opportunity to relive the positive events 3. Identifying cause of events allows individuals make sense events and understand them

Take Home Message Install positive intervention or similar to prevent health issue and work detachment Teach the employees to focus on and embrace the positive event on work Praise more positive feedback (from supervisor, executives, and collages)

I Cannot Afford To Have A Life: Employee Adaptation To Feeling Of Job Insecurity Nicholas Chang

Key Terms Work-Nonwork Support Programs Work-Nonwork Boundary Permanance Emotional Exhaustion

What is Job Insecurity? Employees who suffer from emotional exhaustion are less likely to use Worknonwork Support Programs Those who do not use the support programs are more likely to become emotionally exhausted Vicious cycle

Article’s Procedures and Sampling Surveyed 2, 835 Employees 1. 223 completed responses Two surveys sent out Surveys assessed usage of work-nonwork support programs. . .

What we can infer organization must be aware of the effects on job insecurity and to be more conscious of the effects is has on their employees we can help employees with feelings of job insecurity by developing better work-nonwork support programs and to motivate them to use the programs properly. employees to use work-nonwork support programs less and greater worknonwork boundary permeance.

The Results

Take Home Message Counseling services at work Teach managers to focus on employee’s emotions and mental health Consult employees on programs through things such as events and training courses

Overall Take Home Message Employee Recognition / Incentives Employee Satisfaction Surveys Employee Counseling Proactive Rather Than Reactive