Explaining the relationship between ethnicity and depressive symptoms: The roles of climate for inclusion, job self-efficacy, and job demands

Adamovic, Mladen; Sojo, Víctor; Schachtman, Rebecca; Vargas, Adriana Maroto

doi:10.1007/s10490-022-09834-9

Cited by 10 publications

(4 citation statements)

References 123 publications

(166 reference statements)

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“…It is not entirely surprising that we report only a few significant indirect effects, given that we controlled for the previous levels of mediators and job satisfaction in the previous time point. This approach provides a more rigorous statistical test and sets a new standard for fairness research, making it more challenging to detect significant effects (Adamovic et al, 2023;Lang et al, 2011;Xu et al, 2023).…”

Section: Theoretical Contributionsmentioning

confidence: 99%

From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms

Adamovic

2023

JMP

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PurposeThis research paper aims to elucidate why and how a fair supervisor influences an employee's job satisfaction. While various theoretical approaches have been explored and numerous explanatory mechanisms investigated in prior organizational justice research, it is still unclear which explanatory mechanism is the dominant one to explain fairness effects. To address this gap, the author compares six distinct explanatory mechanisms of fairness effects on job satisfaction.Design/methodology/approachThe author conducted a three-phase survey study with 309 employees from diverse organizations. The author measured all variables twice to control for stability effects and ensure stable findings. The author combined a path analysis with bootstrapping procedures using Mplus 8.3 software.FindingsThe influence of supervisor fairness on job satisfaction is primarily transmitted through an employee's negative emotions, a mechanism often examined in previous organizational justice research adopting the moral perspective of fairness.Practical implicationsSupervisors can increase employees' satisfaction with their jobs by treating them fairly and promoting a fair work environment. To increase the benefits of workplace fairness, supervisors can focus on the intervening mechanisms, such as emotions.Originality/valueFirst, the author provides a fine-grained understanding of why supervisor fairness increases job satisfaction. Second, the author clarifies how the effects of supervisor fairness are transmitted. Third, the author identifies the most critical mediator to explain how supervisor fairness affects job satisfaction.

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Section: Theoretical Contributionsmentioning

confidence: 99%

From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms

Adamovic

2023

JMP

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“…Manoharan and Singal (2017) suggested practices such as alternative access to job-related information (Nordsteien & Byström, 2018), assigning mentors with deeplevel similarity to newcomers (Zheng et al, 2021), intervention in newcomer-colleague conflicts (Nifadkar & Bauer, 2016), and fostering a caring climate (Thomas & Meglich, 2019). Several studies confirmed that inclusive practices can influence the relationships between employee-supervisor deep-level diversity and employee autonomy (Zheng et al, 2017), perceived discrimination and reactive aggression (Xiong et al, 2021), and diversity-caused depression systems and self-efficacy (Adamovic, Sojo, et al, 2022).…”

Section: Perceived Inclusive Practicesmentioning

confidence: 99%

How maladjustment and workplace bullying affect newcomers’ turnover intentions: roles of cognitive diversity and perceived inclusive practices

Song

Huang

2023

IJCHM

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Purpose This study aims to examine newcomers experiencing maladjustment due to cognitive diversity, specifically, how maladjustment affects their turnover intentions; the mediating role of reported workplace bullying; and the buffering effect of perceived inclusive practices in the hospitality sector. Design/methodology/approach The authors collected time-lagged data from 403 respondents and analyzed the data through hierarchical regression analyses using statistical package for the social sciences (SPSS) 25.0. Findings Role ambiguity, low self-efficacy and social exclusion could each lead to newcomers’ reported workplace bullying (NRB). Perceived inclusive practices buffered the impacts of role ambiguity and social exclusion. NRB negatively mediated the relationships between role ambiguity and NRB; and social exclusion and NRB. Practical implications Hospitality practitioners should specify work procedures to minimize role ambiguities and record service processes to correct mistakes, reward veterans who help newcomers improve self-efficacy, invite newcomers to develop inclusive practices and review employee comments on third-party platforms to understand factors responsible for turnover intention. Originality/value This study contextualized cognitive diversity into newcomers’ maladjustment-bullying-turnover model in China’s hospitality industry. It highlighted the buffering effect of perceived inclusive practices in the relationships between maladjustment and reported bullying and turnover intentions among newcomers and confirmed the important role of self-efficacy in addressing adverse work events.

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“…However, prior studies revealed that little emphasis had been paid to stress management and coping strategies for female office workers. It is intended that a more balanced approach must be adopted to the stress problem that female employees face in the modern workplace to be more appropriately addressed (4) .…”

Section: Introductionmentioning

confidence: 99%

“…However, recently, employees have faced greater challenges as a result of the economy and working conditions. Therefore, it is essential to reduce occupational stress as much as possible before it leads to problems on the long run for the employees, particularly women employees (4) .…”

Section: Introductionmentioning

confidence: 99%

Effect of Mental Health Promotion Program Application on Workplace Stress Parameters among Academic Working Staff Women

Sheta¹,

Sam²,

Abdalla³

2022

The Egyptian Journal of Hospital Medicine

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Background: Workplace stress is a well-documented problem in a number of professions. However, recent studies have shown that women are more likely to be affected by stress than men. Excessive pressure or performance expectations at work are believed to lead to stress. Emotional, physical, and mental symptoms and indicators are all part of this reaction. Office stress develops when demands on employees are greater than their ability to cope with them. Because women being female, their career objectives can be influenced. It can be difficult for women to advance their careers and careers as doctors in various faculties because they lack the inner motivation to overcome the many challenges that stand in their way, identification of protective factors for resiliency and overcoming the barriers for women to achieve their academic success beside their family and life responsibilities. Objectives: To assess work related stress parameters among a group of female postgraduate staff workers, train them to mitigate stress by workplace mental health promotion program and test its feedback. Subjects and Methods: A-Assessment of stress among study group at a baseline using Workplace Stress Model, which measure 5 parameters. B-Measurement of stress hormone (cortisol) in the study group. C-Training and application of workplace health promotion program for 3 months before reassessment of work stress and compare its results. Results: Improvement of work stress parameters and cortisol level was detected after application of the WorkProMentH's Program among participants. Conclusion: Working staff women are vulnerable to workstress. Adaptation on special exercises and coping skills can relieve stress and prevent its drawbacks.

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Explaining the relationship between ethnicity and depressive symptoms: The roles of climate for inclusion, job self-efficacy, and job demands

Cited by 10 publications

References 123 publications

From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms

From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms

How maladjustment and workplace bullying affect newcomers’ turnover intentions: roles of cognitive diversity and perceived inclusive practices

Effect of Mental Health Promotion Program Application on Workplace Stress Parameters among Academic Working Staff Women

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