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• 1. [Article] Gender, Polychronicity, and the Work-Family Interface: is a Preference for Multitasking Beneficial?

  This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains ...

  Citation × Citation Citation Abstract Copy Title: Gender, Polychronicity, and the Work-Family Interface: is a Preference for Multitasking Beneficial? Author: Korabik, Karen, van Rhijn, Tricia, Ayman, Roya, Lero, Donna S., Hammer, Leslie B. Year: 2016 This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains (i.e. turnover intent, family, and life satisfaction). Using conservation of resources theory as a framework, polychronicity was conceptualized as a resource that could be used to reduce work and family overload. The participants were 553 employed parents from Canada and the US. Results indicated that polychronicity was related to lower work overload. Lower work overload was related to lower work interference with family conflict, lower turnover intent, and higher family and life satisfaction. We also examined gender differences and found that, although women scored significantly higher than men on family overload and family satisfaction, and significantly lower than men on life satisfaction, there was no mean gender difference on polychronicity. In addition, the path coefficients in the model were not significantly different for men and women. Title: Gender, Polychronicity, and the Work-Family Interface: is a Preference for Multitasking Beneficial? Author: Korabik, Karen, van Rhijn, Tricia, Ayman, Roya, Lero, Donna S., Hammer, Leslie B. Year: 2016 This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains (i.e. turnover intent, family, and life satisfaction). Using conservation of resources theory as a framework, polychronicity was conceptualized as a resource that could be used to reduce work and family overload. The participants were 553 employed parents from Canada and the US. Results indicated that polychronicity was related to lower work overload. Lower work overload was related to lower work interference with family conflict, lower turnover intent, and higher family and life satisfaction. We also examined gender differences and found that, although women scored significantly higher than men on family overload and family satisfaction, and significantly lower than men on life satisfaction, there was no mean gender difference on polychronicity. In addition, the path coefficients in the model were not significantly different for men and women. Close

• 2. [Article] Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes

  Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation ...

  Citation × Citation Citation Abstract Copy Title: Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes Author: Crain, Tori Laurelle, Hammer, Leslie B., Bodner, Todd, Kossek, Ellen Ernst, Moen, Phyllis, Lilienthal, Richard, Buxton, Orfeu Year: 2014 Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health. Title: Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes Author: Crain, Tori Laurelle, Hammer, Leslie B., Bodner, Todd, Kossek, Ellen Ernst, Moen, Phyllis, Lilienthal, Richard, Buxton, Orfeu Year: 2014 Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health. Close

• 3. [Article] Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles

  Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting ...

  Citation × Citation Citation Abstract Copy Title: Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles Author: Lee, Soomi, McHale, Susan M., Crouter, Ann C., Hammer, Leslie B., Almeida, David M. Year: 2017 Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting roles. Using a person-centered latent profile approach, we identified 3 profiles of time use and perceived time adequacy in a sample of mothers employed in the extended-care industry (N = 440): a Work-Oriented profile, characterized by spending relatively more time at work, perceiving lower time adequacy for work, spending less time with children, and perceiving lower time adequacy for children; a Parenting-Oriented profile, characterized by the opposite pattern; and a Role-Balanced profile, characterized by average levels across the 4 dimensions. Mothers in the Work-Oriented profile reported greater work-to-family conflict and family to-work conflict than those in the Role-Balanced and Parenting-Oriented profiles. Greater work-to-family conflict was linked to membership in the Work-Oriented profile, net of personal, family, and work characteristics. Longitudinal latent profile transition analysis showed that increases in work-to-family conflict across 12 months were linked to greater odds of moving toward the Work-Oriented profile (relative to staying in the same profile), whereas decreases in work-to-family conflict were linked to greater odds of moving toward the Parenting-Oriented profile. Results illuminate the heterogeneity in how employed mothers perceive and allocate time in work and parenting roles and suggest that decreasing work-to-family conflict may preserve time resources for parenting. Intervention efforts should address ways of increasing employees’ family time resources and decreasing work–family conflict. Title: Finding Time Over Time: Longitudinal Links Between Employed Mothers' Work-Family Conflict and Time Profiles Author: Lee, Soomi, McHale, Susan M., Crouter, Ann C., Hammer, Leslie B., Almeida, David M. Year: 2017 Drawing upon the Work–Home Resources model (ten Brummelhuis & Bakker, 2012), this study examined the links between work–family conflict and employed mothers’ profiles of time resources for work and parenting roles. Using a person-centered latent profile approach, we identified 3 profiles of time use and perceived time adequacy in a sample of mothers employed in the extended-care industry (N = 440): a Work-Oriented profile, characterized by spending relatively more time at work, perceiving lower time adequacy for work, spending less time with children, and perceiving lower time adequacy for children; a Parenting-Oriented profile, characterized by the opposite pattern; and a Role-Balanced profile, characterized by average levels across the 4 dimensions. Mothers in the Work-Oriented profile reported greater work-to-family conflict and family to-work conflict than those in the Role-Balanced and Parenting-Oriented profiles. Greater work-to-family conflict was linked to membership in the Work-Oriented profile, net of personal, family, and work characteristics. Longitudinal latent profile transition analysis showed that increases in work-to-family conflict across 12 months were linked to greater odds of moving toward the Work-Oriented profile (relative to staying in the same profile), whereas decreases in work-to-family conflict were linked to greater odds of moving toward the Parenting-Oriented profile. Results illuminate the heterogeneity in how employed mothers perceive and allocate time in work and parenting roles and suggest that decreasing work-to-family conflict may preserve time resources for parenting. Intervention efforts should address ways of increasing employees’ family time resources and decreasing work–family conflict. Close

• 4. [Article] Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study

  We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based ...

  Citation × Citation Citation Abstract Copy Title: Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study Author: Hammer, Leslie B., Johnson, Ryan C., Crain, Tori Laurelle, Bodner, Todd, Kossek, Ellen Ernst, Davis, Kelly, Kelly, Erin L., Buxton, Orfeu M., Karuntzos, Georgia, Chosewood, L. Casey, Berkman, Lisa Year: 2015 We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. Title: Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study Author: Hammer, Leslie B., Johnson, Ryan C., Crain, Tori Laurelle, Bodner, Todd, Kossek, Ellen Ernst, Davis, Kelly, Kelly, Erin L., Buxton, Orfeu M., Karuntzos, Georgia, Chosewood, L. Casey, Berkman, Lisa Year: 2015 We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. Close

• 5. [Article] The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals

  An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse ...

  Citation × Citation Citation Abstract Copy Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Close

• 6. [Article] The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention

  Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among ...

  Citation × Citation Citation Abstract Copy Title: The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention Author: Odle-Dusseau, Heather N., Hammer, Leslie B., Crain, Tori L., Bodner, Todd E. Year: 2016 Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest–posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees’ job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor’s overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work–family management dimension of FSSB. Title: The Influence of Family-Supportive Supervisor Training on Employee Job Performance and Attitudes: An Organizational Work-Family Intervention Author: Odle-Dusseau, Heather N., Hammer, Leslie B., Crain, Tori L., Bodner, Todd E. Year: 2016 Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest–posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees’ job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor’s overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work–family management dimension of FSSB. Close

• 7. [Article] Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care

  Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home ...

  Citation × Citation Citation Abstract Copy Title: Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care Author: DePasquale, Nicole, Davis, Kelly D., Zarit, Steven H., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2016 Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home have been referred to as double-duty caregivers. The present study broadens this perspective by examining the psychosocial implications of double-duty child care (child care only), double-duty elder care (elder care only), and triple-duty care (both child care and elder care or “sandwiched” care). Method. Drawing from the Work, Family, and Health Study, we focus on a large sample of women working in nursing homes in the United States (n = 1,399). We use multiple regression analysis and analysis of covariance tests to examine a range of psychosocial implications associated with double- and triple-duty care. Results. Compared with nonfamily caregivers, double-duty child caregivers indicated greater family-to-work conflict and poorer partner relationship quality. Double-duty elder caregivers reported more family-to-work conflict, perceived stress, and psychological distress, whereas triple-duty caregivers indicated poorer psychosocial functioning overall. Discussion. Relative to their counterparts without family caregiving roles, women with combined caregiving roles reported poorer psychosocial well-being. Additional research on women with combined caregiving roles, especially triple-duty caregivers, should be a priority amidst an aging population, older workforce, and growing number of working caregivers. Title: Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care Author: DePasquale, Nicole, Davis, Kelly D., Zarit, Steven H., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2016 Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home have been referred to as double-duty caregivers. The present study broadens this perspective by examining the psychosocial implications of double-duty child care (child care only), double-duty elder care (elder care only), and triple-duty care (both child care and elder care or “sandwiched” care). Method. Drawing from the Work, Family, and Health Study, we focus on a large sample of women working in nursing homes in the United States (n = 1,399). We use multiple regression analysis and analysis of covariance tests to examine a range of psychosocial implications associated with double- and triple-duty care. Results. Compared with nonfamily caregivers, double-duty child caregivers indicated greater family-to-work conflict and poorer partner relationship quality. Double-duty elder caregivers reported more family-to-work conflict, perceived stress, and psychological distress, whereas triple-duty caregivers indicated poorer psychosocial functioning overall. Discussion. Relative to their counterparts without family caregiving roles, women with combined caregiving roles reported poorer psychosocial well-being. Additional research on women with combined caregiving roles, especially triple-duty caregivers, should be a priority amidst an aging population, older workforce, and growing number of working caregivers. Close

• 8. [Article] Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

  Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical ...

  Citation × Citation Citation Abstract Copy Title: Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB) Author: Yragui, Nanette L., Demsky, Caitlin A, Hammer, Leslie B., Van Dyck, Sarah, Neradilek, Moni B. Year: 2017 Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology: Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings: Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications: Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality: This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes. Title: Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB) Author: Yragui, Nanette L., Demsky, Caitlin A, Hammer, Leslie B., Van Dyck, Sarah, Neradilek, Moni B. Year: 2017 Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology: Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings: Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications: Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality: This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes. Close

• 9. [Article] Marginal Structural Modelling of Associations of Occupational Injuries with Voluntary and Involuntary Job Loss Among Nursing Home Workers

  Objectives: Qualitative studies have highlighted the possibility of job loss following occupational injuries for some workers, but prospective investigations are scant. We used a sample of nursing home ...

  Citation × Citation Citation Abstract Copy Title: Marginal Structural Modelling of Associations of Occupational Injuries with Voluntary and Involuntary Job Loss Among Nursing Home Workers Author: Okechukwu, Cassandra Adiba, Bacic, Janine, Velasquez, Esther, Hammer, Leslie B. Year: 2016 Objectives: Qualitative studies have highlighted the possibility of job loss following occupational injuries for some workers, but prospective investigations are scant. We used a sample of nursing home workers from the Work, Family and Health Network to prospectively investigate association between occupational injuries and job loss. Methods: We merged data on 1331 workers assessed 4 times over an 18-month period with administrative data that include job loss from employers and publicly available data on their workplaces. Workers self-reported occupational injuries in surveys. Multivariable logistic regression models estimated risk ratios for the impact of occupational injuries on overall job loss, whereas multinomial models were used to estimate OR of voluntary and involuntary job loss. Use of marginal structural models allowed for adjustments of multilevel lists of confounders that may be time varying and/or on the causal pathway. Results: By 12 months, 30.3% of workers experienced occupational injury, whereas 24.2% experienced job loss by 18 months. Comparing workers who reported occupational injuries to those reporting no injuries, risk ratio of overall job loss within the subsequent 6 months was 1.31 (95% CI 0.93 to 1.86). Comparing the same groups, injured workers had higher odds of experiencing involuntary job loss (OR 2.19; 95% CI 1.27 to 3.77). Also, compared with uninjured workers, those injured more than once had higher odds of voluntary job loss (OR 1.95; 95% CI 1.03 to 3.67), while those injured once had higher odds of involuntary job loss (OR 2.19; 95% CI 1.18 to 4.05). Conclusions: Despite regulatory protections, occupational injuries were associated with increased risk of voluntary and involuntary job loss for nursing home workers. Title: Marginal Structural Modelling of Associations of Occupational Injuries with Voluntary and Involuntary Job Loss Among Nursing Home Workers Author: Okechukwu, Cassandra Adiba, Bacic, Janine, Velasquez, Esther, Hammer, Leslie B. Year: 2016 Objectives: Qualitative studies have highlighted the possibility of job loss following occupational injuries for some workers, but prospective investigations are scant. We used a sample of nursing home workers from the Work, Family and Health Network to prospectively investigate association between occupational injuries and job loss. Methods: We merged data on 1331 workers assessed 4 times over an 18-month period with administrative data that include job loss from employers and publicly available data on their workplaces. Workers self-reported occupational injuries in surveys. Multivariable logistic regression models estimated risk ratios for the impact of occupational injuries on overall job loss, whereas multinomial models were used to estimate OR of voluntary and involuntary job loss. Use of marginal structural models allowed for adjustments of multilevel lists of confounders that may be time varying and/or on the causal pathway. Results: By 12 months, 30.3% of workers experienced occupational injury, whereas 24.2% experienced job loss by 18 months. Comparing workers who reported occupational injuries to those reporting no injuries, risk ratio of overall job loss within the subsequent 6 months was 1.31 (95% CI 0.93 to 1.86). Comparing the same groups, injured workers had higher odds of experiencing involuntary job loss (OR 2.19; 95% CI 1.27 to 3.77). Also, compared with uninjured workers, those injured more than once had higher odds of voluntary job loss (OR 1.95; 95% CI 1.03 to 3.67), while those injured once had higher odds of involuntary job loss (OR 2.19; 95% CI 1.18 to 4.05). Conclusions: Despite regulatory protections, occupational injuries were associated with increased risk of voluntary and involuntary job loss for nursing home workers. Close

• 10. [Article] Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care

  Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an ...

  Citation × Citation Citation Abstract Copy Title: Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care Author: Kossek, Ellen Ernst, Piszczek, Matthew M., Mcalpine, Kristie L., Hammer, Leslie B., Burke, Lisa Year: 2016 Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. Title: Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care Author: Kossek, Ellen Ernst, Piszczek, Matthew M., Mcalpine, Kristie L., Hammer, Leslie B., Burke, Lisa Year: 2016 Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. Close