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BURNOUT AMONG SEXUAL MINORITIES: THE ROLE OF CONCEALMENT, RUMINATION, AND ORGANIZATIONAL NON-DISCRIMINATION POLICIES
Title
BURNOUT AMONG SEXUAL MINORITIES: THE ROLE OF CONCEALMENT, RUMINATION, AND ORGANIZATIONAL NON-DISCRIMINATION POLICIES
Creator
Burke, Margaret
Date
2021
Description
Employee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished...
Show moreEmployee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished performance). Although numerous studies have examined burnout across a variety of industries and populations, there are limited studies that have examined burnout specifically among sexual minority employees, referring to lesbian, gay, bisexual, transgender, and queer (LGBTQ) workers. This study integrated Meyer’s (2003) Minority Stress Model and Hatzenbuehler’s (2009) Psychological Mediation Framework to investigate the role of concealment, rumination, and non-discrimination organizational policies on burnout among 406 sexual minority employees working in a variety of industries (e.g., healthcare, retail, education, etc.). To test the relationships between these variables, a mediation model and a mediation with moderation model was tested using Hayes’ (2018) Process macro. Results indicated that concealing one’s sexual orientation at work was positively related to rumination, and in turn, was positively related to burnout. Contrary to one of the hypotheses, organizational non-discrimination policies that were inclusive of sexual minorities did not moderate the relationship between concealment and burnout. Previous research, implications, and limitations to this study are discussed in detail.
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CITIZENSHIP PRESSURE, JOB STRESS, AND WORK-TO-FAMILY CONFLICT: THE MODERATING ROLE OF FLEXIBILITY IDIOSYNCRATIC DEALS
Title
CITIZENSHIP PRESSURE, JOB STRESS, AND WORK-TO-FAMILY CONFLICT: THE MODERATING ROLE OF FLEXIBILITY IDIOSYNCRATIC DEALS
Creator
Ahmed, Shujaat Farah
Date
2020
Description
Organizational expectations of employee performance have been expanding over time from traditional core task behaviors to include extra duties...
Show moreOrganizational expectations of employee performance have been expanding over time from traditional core task behaviors to include extra duties which may not be out of volition (Bolino, Turnley, Gilstrap, & Suazo, 2010). However, this extra work comes at a price, as employees are exhausted (Bolino et al., 2010) which can have health implications. Yet, no previous studies have examined the mechanism by which citizenship pressure is related to work interfering with family (WIF) conflict. Consequently, this study investigated an underlying mechanism, job stress, through which citizenship pressure was hypothesized to be related to work-family conflict from the work perspective, i.e., WIF conflict. This study also sought to identify the moderating role of flexibility idiosyncratic deals (i-deals) in the relationship of citizenship pressure with a) job stress, and b) WIF conflict. Data were collected across two waves with a time separation of one month in between waves. A total of 323 workers (mean age = 36.2) across industries in the United States participated in the study. Sixty-three percent identified as women, and 37% were men. Regression analyses were used to test the first three hypotheses. PROCESS was used to test the remainder of the hypotheses. Results for the regressions indicated that citizenship pressure was related at job stress and WIF conflict. Further, job stress was related to WIF conflict. Subsequently, the mediation hypothesis was significant. However, the moderation, and moderated mediation models were not statistically significant. I conducted post-hoc analyses to determine other possible significant paths in the model. The indirect effect of WIF conflict through the citizenship pressure and job stress link was statistically significant, thereby supporting an alternate mediation hypothesis. Perceived flexibility i-deals significantly moderated citizenship pressure and WIF conflict at time 1 only. The implications of this study are: managers should focus on their employees’ stressor experiences, as extra work beyond one’s specified job role is increasingly expected of employees. By doing so, pressure may be reduced through improving perceptions that employees can negotiate flexibility i-deals. This is especially important in an era of scarce resources, as pressure to go the extra mile is linked to a number of negative outcomes, such as increased WIF conflict and job stress.
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