Workplace Psychosocial Environment and Employees’ Health Behavior: More Evidence to Support the Link
Contributed by: Mahboobeh Ghesmaty Sangachin, PhD Candidate & Lora Cavuoto, PhD. Department of Industrial and Systems Engineering, University at Buffalo, Buffalo, NY
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- Respondents with high job control were more likely to participate in WWPs:
- Flexible working hours were stated as a primary facilitator of participation.
- High job control and high supervisor support combined were associated with engaged participation:
- When all employees benefit from supervisor support, perception of favoritism does not turn into a barrier for WWP participation.
- Low supervisor support, but in combination with very high job demands and high control, was also associated with participation.
- High stress resulting from very high working demands may motivate employees to seek relief through participating in WWPs. Moreover, high levels of job control allowed them to manage both occupational and WWP-related activities.
- For men, being single and perceiving high work centrality were predictive of participation.
- For women, high work-family conflict was associated with non-participation. Among those with moderate work-family conflict (only), being single was associated with participation.
- Predictability of work activities in the forthcoming months was identified as a significant factor.
- High control at work and peer support were associated with highly probable future WWP participation.
- Membership in thriving work teams has encouraged employees to try WWP participation.
- Job offering very high demand and control, low demand and moderately high control and high control and supervisor support are more likely to encourage WWP participation.
- Flexible working hours add an element of control and enable employees to set their schedules based on occupational and personal needs.
- Prevailing gender role expectations and high work-family conflict may inhibit female employees from taking advantage of the resources available to them at work to enhance their well-being.
- Successful implementation of WWPs requires ensuring that occupational barriers to participation are properly addressed through a holistic approach to employee well-being.
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