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

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

3. 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

4. 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

5. 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

6. METHOD AND MEASURES
SAMPLE: 68 firefighters and rescue workers surveys per day (over span of 1 working week)
1st survey after-work, 2nd survey at bedtime
MEASURE:
Scale = 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”

7. 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

8. 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

9. 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

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

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

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

13. 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

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Published and unpublished articles, papers, technical reports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

15. 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

16. RESULTS

17. 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

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

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

20. KEY TERMS Emotional labor Surface Acting State anxiety
Emotional exhaustion

21. 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.

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

23. 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

24. 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

25. Job Burnout and Depression
By: Tiffany Hang

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

27. 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)

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

29. 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

30. 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

31. 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

32. GROUP TAKE-HOME MESSAGE
Promote work-life programs
Increase awareness through employee newsletters/ s
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