Employee Health,Wellness, and Welfare By: Candace Goltiao, Erika Gustafson, Kimberly Louie, and Tiffany Hang

Doing Good at Work Feels Good at Home, but Not Right Away By: Candace Goltiao

FOCUS Examine the association between perceived prosocial impact at work and positive affect at home. When throughout the day does an employee take the time to reflect on their experience of helping others at work? What helps influence those thoughts? What positive mood does it set them it? More excited for work the next day, or are they more relieved to know that they don’t have to worry about a situation at work When and why throughout the day does the experience of helping others at work spill over into positive affect at home

KEY TERMS Perceived Prosocial Impact: Perception that one’s actions at work are beneficial to others Perceived Competence: Judgment of oneself as capable of acting effectively Positive Work Reflection: Contemplating the favorable features of one’s job Positive affect: Refers to extent to which an individual experiences positive moods (Article def): Pleasant emotional state characterized by positive valence Activated and deactivated positive affect are both emotional states, the only difference is that activated corresponds to feelings of excitement While deactivated corresponds to feelings of calmness Perceived competence: self confidence Positive work reflection: looking back on your job and thinking back on the good

KEY TERMS Positive Affect: Refers to an individual’s pleasant emotional state Activated Positive Affect: Corresponds to feelings of being active, energetic, excited Deactivated Positive Affect: Corresponds to feelings of calmness, relief

METHOD AND MEASURES SAMPLE: 68 firefighters and rescue workers 2 surveys per day (over span of 1 working week) 1st survey after-work, 2nd survey at bedtime MEASURE: Scale 1 = Fully Disagree 5 = Fully Agree How they conducted the research Perceived prosocial impact: “I feel that my work today made a positive difference in other people’s lives”

Representation of their hypotheses First left half represents the survey questions that were asked at the end of the workday Second right hand half represented the survey questions asked at bedtime The ones in the center are what mediated the relationship between perceived prosocial impact and positive affect at bedtime Which basically means there was no direct path from perceived prosocial impact to positive affect at bedtime The individual experienced either positive work reflection, positive affect at end of workday, or perceived competence before then The next day when they went into work they felt calm and capable

Assessed at End of Workday Assessed at Bedtime Positive Work Reflection Activated Positive Affect at End of Workday Activated Positive Affect at Bedtime Perceived Prosocial Impact Deactivated Positive Affect at End of Workday Deactivated Positive Affect at Bedtime Perceived Competence Representation of their hypotheses First left half represents the survey questions that were asked at the end of the workday Second right hand half represented the survey questions asked at bedtime The ones in the center are what mediated the relationship between perceived prosocial impact and positive affect at bedtime Which basically means there was no direct path from perceived prosocial impact to positive affect at bedtime The individual experienced either positive work reflection, positive affect at end of workday, or perceived competence before then The next day when they went into work they felt calm and capable

TAKE-HOME MESSAGE Supervisors should make more of a conscious effort to help remind employees of their impact at work On stressful days take the time to talk with employees Encourage team members to support each other Increase employee awareness of their perceived prosocial impact, since it carries over into subsequent days at work After this research and finding that positive work reflection and perceived competence have an influence on the positive affect of employees, one small thing they can do that may make a difference is reminding the employees of their positive impact they had at work Help employees to better acknowledge their contributions On stressful days it may be more difficult for employees to acknowledge their contributions. Supervisors should have talks with employees those days to help make them aware of their contributions. It increases their self confidence and helps them have a better outlook on work 2 forms of encouragement from supervisors and team members Increase employee awareness through training/coaching programs that help employees learn to build daily routines to deliberately start thinking about how they made a difference

TAKE-HOME MESSAGE Increase employee awareness through training/coaching programs 1 week training 3 weeks of recording in journal Compensated

How Important are Work-Family Support Policies? By: Erika Gustafson

FOCUS Examine the importance of work-family support policies and their effects on employees outcomes

KEY TERMS Work-Family Support Policies Family-Supportive Organization Perceptions (FSOP) Work-to-Family Conflict Work-family support policies: programs sponsored by an organization designed to help employees balance work and family roles (such as on-site child care, paid parental leave) FSOP: Family Supportive Organization Perceptions-is the extent to which employees view their organization as supportive of family life Work-to-Family conflict: demands on employees from both family and employer that makes participation in both roles more difficult

METHOD AND MEASURES Sample: Published and unpublished articles, papers, technical reports Results in 343 possible related studies to analyze

METHOD AND MEASURES Measuring: Quantitative review of relationship between work-family support policies and attitude How work attitude is affected by having and using policy availability and use when there are multiple policies

RESULTS

TAKE-HOME MESSAGE Companies should evaluate current program offerings Increase extent to which employees know about programs and perceive it for their benefits Wellness rooms, increased resources for dependent care, open enrollment, internal company newsletter Improve impact of programs in place through internal publicity campaigns and testimonials

How Workplace Emotional Labor Harms Employee Home Life By: Kimberly Louie

FOCUS How emotional labor changes the home domain How surface acting correlates to work-to-family conflicts

KEY TERMS Emotional labor Surface Acting State anxiety Emotional exhaustion

METHODS Sample: 78 bus drivers 3 surveys (over span of 2 weeks) Scale of: 1=very slightly or not at all 5=very much How many hours of sleep they got before starting their work day Assessing the extent to which they engaged in emotional labor during their shift and level of their anxiety at the moment they completed the survey 2-week study, participants were instructed to complete a paper-based survey Emotional exhaustion at the present moment and extent to which the individual experienced work-to family conflict.

Work-to-Family Conflict MEASURES Surface Acting State Anxiety Work-to-Family Conflict Emotional Exhaustion

Work-to-family conflict State Anxiety Insomnia Surface Acting Emotional Exhaustion Work-to-family conflict Surface acting can lead into insomnia, emotional exhaustion and work-to-family conflict. But State anxiety can lead from surface acting but can be a factor leading into insomnia and emotional exhaustion

TAKE-HOME MESSAGE Approved standards and norms for the company Managers need a meeting to set standards of employees. Compensation and Benefits Package PTO Wellness days

Job Burnout and Depression By: Tiffany Hang

FOCUS Examine if job burnout and depression correlate with one another and if physical activity can help reduce or eliminate job burnout and depression .

KEY TERMS Job Burnout: long-term process that develops as a result of prolonged exposure to excessive stressors at the workplace Depression: a mental condition characterized by the feeling of guilt, inadequacy, lack of motivation, accompanied by loss of energy and appetite Physical Activity (PA) Time 1, Time 2, Time 3 (T1, T2, T3)

STUDY 1,632 Employes 70% Men and 32% had managerial positions 3 different measurements 3 different time periods (T1, T2, T3)

MEASURES Shirom-Melamed Burnout Personal Health Questionnaires Physical Fatigue Cognitive Weariness Emotional Exhaustion Personal Health Questionnaires List of eight symptoms of depression Rate question from 1-4 American College of Sports Medicine and American Heart Guidelines Minutes of Activity per week X number of days = Week PA

RESULTS No correlation between job burnout and depression PA may work as a distraction mechanism Engaging in PA can help reduce stress or eliminate stressful situations

TAKE-HOME MESSAGE Managers should promote PA to help reduce job burnout and depression Outdoor team building exercise Build on site gyms Offer discounted gym memberships Reimbursement if employee’s take PA classes

GROUP TAKE-HOME MESSAGE Promote work-life programs Increase awareness through employee newsletters/ e-mails Increase manager awareness/ improve employee relations Send managers to retreats to identify behavioral changes of an employee Action steps How are you going to detect early signs Telling signs about how to do it What are these telling signs