Andrea Kirk-Brown

Does congruence between espoused and enacted organizational values predict affective commitment in Australian organizations

This article examines the fit between employee perceptions of espoused and enacted organizational values and their relationship with affective commitment. Drawing upon a survey of 343 employees in Australian organizations, our findings demonstrate that sensitivity to the distinction between espoused and enacted organizational values provides a more comprehensive account of the values construct and a better understanding of the relationship between values and organizational commitment. Polynomial regression modelling and response surface methodology revealed that affective commitment is higher when espoused and enacted organizational values are congruent. These findings suggest that when employees perceive organizational integrity is maintained, commitment to the organization is enhanced.

Disclosure of diagnosis of multiple sclerosis in the workplace positively affects employment status and job tenure

Background: For many employees with multiple sclerosis (MS), disclosure of their diagnosis at work is seen as a high-risk strategy that might lead to diminished perceptions of their capabilities by supervisors and colleagues, if not outright discrimination. The consequence of this mistrust surrounding the disclosure process is that employees with MS may leave it until too late to effectively manage symptoms at work. Objective: The objective of this paper is to statistically evaluate the relationship between disclosure of diagnosis at work and maintenance of employment. Methods: Three annual, large-sample self-report surveys of MS patients prospectively examined the relationship between disclosure of diagnosis at work and employment status. A total of 1438 people responded to all three surveys. Of employed persons in 2010 (n = 946), 673 also responded to the 2012 survey. Of these 673 respondents 564 were still employed. Results: People who had disclosed their MS status to an employer were more likely to remain in employment in Year 3. The effect of disclosure in predicting employment status remained after controlling for age, gender, hours worked and level of disability. Conclusion: This study provides the first empirical support for the positive role of disclosure in maintaining employment status, measured both as job retention and tenure in current employment.

An empowerment model of workplace support following disclosure, for people with MS

Background: Vocational interventions aimed at increasing job retention for people with multiple sclerosis (MS) are reliant upon a partnership with a supportive work environment. A better understanding of the types of psychosocial support that are most conducive to retaining employees’ sense of work-efficacy will enhance the success of interventions aimed at reducing workplace barriers to job maintenance. Objective: The objective of this study is to identify the types of psychosocial support that people with MS require post-disclosure, in order to maintain their employment status. In particular, we examined the roles of psychological safety and work-efficacy. Methods: We interviewed 40 employees with MS either individually (n = 25) or within three focus groups (n = 15). These interviews were audio-taped and the content analysed, using an inductive thematic approach. Results: Themes to emerge in organisational responses to disclosure were: a focus on ability (leading to enhanced perceptions of psychological safety and higher work-efficacy) and on disability (leading to diminished psychological safety and reduced perceptions of work-efficacy). Conclusion: Organisational responses to disclosure demonstrating trust and inclusive decision making, and focussing on employee abilities, enhance perceptions of psychological safety at work. This increases the likelihood that employees with MS will retain their sense of work-efficacy and reduce their intentions to leave.

Emotional labor and tourism-based visitor interactions: Job characteristics as determinants of emotion regulation

Emotional labor is experienced by tourism employees when interacting with visitors to tourism sites through the demonstration of emotions designated to be appropriate by the employing organization. While the performance of emotional labor has become a key requirement of the job for many tourism employees, little is currently known about the factors involved in the employees decision to engage in the emotion regulation activities of either deep or surface acting in order to meet this job demand. What is known is that the decision to engage in deep acting results in more positive outcomes for the employee (lower levels of burnout) and potentially the organization (enhanced customer satisfaction). This study examines the role of key job-environment characteristics in the decision of tourism employees to engage in either deep or surface acting in the performance of emotional labor. These key job-environment characteristics consist of variations in the frequency, variety, intensity, and duration of visitor/customer service interactions. The sample for the present research consisted of 181 visitor/customer service personnel participants recruited from two tourism-based organizations. The results indicated that the frequency of interaction predicted the performance of surface acting and the combination of the frequency and variety of emotional display significantly predicted the performance of deep acting. Contrary to expectations, the intensity and duration of emotional display did not explain any variance in deep acting. The findings have implications for the work design of tourism-based roles where the performance of emotional labor is required to fulfill organizational expectations.

An examination of the role of psychological safety in the relationship between job resources, affective commitment and turnover intentions of Australian employees with chronic illness

Globally a growing proportion of employees are experiencing some form of chronic illness that may substantially impact on their work role, resulting in perceptions of vulnerability and insecurity. The implications of chronic illness for employees are, however, largely overlooked by researchers and human resource practitioners. This study examines the relationship between job resources, perceptions of psychological safety at work, affective commitment and turnover intentions for employees with chronic illness (N = 92) compared to a referent group of general employees (N = 512). Using multigroup SEM analysis the results demonstrate that psychological safety partially mediates the relationship between job resources and affective commitment for both groups of employees; however, the effect is significantly greater for the chronically ill. An unexpected finding was that the relationship between affective commitment and turnover intentions was stronger for the referent group. The results suggest that the development of a workplace environment characterized by feelings of safety, interpersonal trust and mutual respect will assist in the development of an inclusive organizational climate for this vulnerable group of employees. Our study responds to the call for current theoretical models of work stress and well-being to be more representative and inclusive of marginalized workers, including the chronically ill.

Closing the gap: Longitudinal changes in employment for Australians with multiple sclerosis

Background and objectives: Previous studies have documented far lower employment participation rates for people with multiple sclerosis (PwMS) compared to the general population. In a large national sample of PwMS, we examined employment status, longitudinal changes in employment and the provision of modifications to work role/environment from 2010 to 2013. Methods: Employment data were collected through the Australian MS Longitudinal Study from 2010 to 2013, with 1260 people responding to all four surveys. Employment rates were compared with the Australian general population. The survey included questions on the provision of modifications to employees’ work role and work environment. Results: Employment (full- and part-time) increased from 48.8% in 2010 to 57.8% in 2013, mainly due to increases in male full-time employment. The employment gap between PwMS and the general population fell from 14.3% in 2010 to 3.5% in 2013. Male employment rates, however, remain significantly lower than the general population. The majority of PwMS who required adjustments to either their work role or environment received them. Conclusion: The gap in employment between PwMS and the general population has substantially reduced from 2010 to 2013, with organisations responding positively to requests for work role/environment adjustments.

Why did the emu cross the road? Exploring employees’ perception and expectations of humor in the Australian workplace

Workplace humor is currently an emerging area of study in management research. While studies on the functions and outcomes of workplace humor in the United States abound, there is little research on humor in Australian workplaces. This limits Australian organizations from tapping the rich potential of humor to achieve positive employee and organizational outcomes. This study aims to start a research agenda on workplace humor in Australia by conducting a survey study of Australian employees’ perception of the occurrence and acceptability of humor behavior in their workplaces and by analyzing humor events at work. To achieve the latter objective, first, the scattered workplace humor literature is reviewed to develop a single framework that can effectively situate and capture humor events. Findings from 433 respondents indicate that humor occurs across a variety of organizations in Australia and that employees report positive views toward workplace humor. A surprising finding was that employees reported they expect their managers to use humor with them. Implications for managers and future research directions are developed.

Beyond business as usual: how (and why) the habit discontinuity hypothesis can inform SME engagement in environmental sustainability practices

ABSTRACT A lack of small and medium enterprise (SME) engagement in environmental practices has caused stakeholders to advocate several different approaches to encourage organisational change. While program investment and research has been dedicated to developing and implementing external drivers, at least two internal factors have not been given sufficient research attention when it comes to the uptake of environmental initiatives among SMEs. These are: the strength of embedded habits and routines, and whether or not a business is indeed ready to embrace change. We take these factors into account and show how a habit discontinuity approach with an emphasis on timing may foster greater engagement and uptake of environmental initiatives among SMEs. Alternatives and limitations are considered and a conceptual framework is introduced to guide research and future interventions.

Estimating MS-related work productivity loss and factors associated with work productivity loss in a representative Australian sample of people with multiple sclerosis:

Background: Little is known about the work productivity loss in multiple sclerosis (MS). Objectives: To quantify the MS-related work productivity loss and to compare factors associated with labour force participation and work productivity loss. Methods: Participants were from the Australian MS Longitudinal Study. MS-related work productivity loss included absenteeism (time missed from work) and presenteeism (reduced productivity while working). Data were analysed using log-binomial and Cragg hurdle regression. Results: Among 740 MS employees, 56% experienced any work productivity loss due to MS in the past 4  weeks. The mean total work productivity loss was 2.5  days (14.2% lost productive time), absenteeism 0.6  days (3.4%) and presenteeism 1.9  days (10.8%)), leading to AU

Women police: The impact of work stress on family members

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