Hybrid work arrangements present both benefits and costs to employees’ well-being, performance, and relationships at work. However, a clear and consistent conceptualization and operationalization of hybrid work is missing in the psychological and management literature. Therefore, definitive conclusions on how hybrid work affects employees’ well-being and health based on current literature are difficult to draw. In this chapter, we offer a unified framework of hybrid work by defining hybrid work and providing specific measurement recommendations for capturing hybrid work arrangements. To this end, we conducted a comprehensive review of the hybrid work literature. Our findings show that current research uses a variety of terms and definitions for hybrid work. Additionally, the operationalization of hybrid work has predominantly focused on the frequency with which employees work away from a company-based workplace. Therefore, current research overemphasizes a single feature of hybrid work while overlooking others, such as hybrid work control, that could clarify which hybrid work features promote and which undermine occupational health outcomes. Based on our findings and the conceptual and measurement gaps identified in the review, we propose a comprehensive definition of hybrid work and provide specific recommendations on the measurement of various hybrid work features that will increase the comparability of results across studies and offer new research avenues to gain a clearer understanding of the opportunities, risks, and dynamics presented by hybrid work arrangements. Such insights are essential in advancing occupational health research in the context of hybrid work and informing hybrid work policies in teams and organizations.

Objectives: Work performance is a critical aspect of daily living, significantly impacted by the characteristics of ADHD. However, current research lacks sophisticated, theoretically, and empirically supported instruments for assessing work performance in this context. Therefore, this study aimed to develop a comprehensive and psychometrically sound self-report instrument for assessing the work performance of adults with ADHD and related disorders. Methods: An initial set of 40 work performance items was developed based on a multifactorial model, various preexisting questionnaires, and input from an interdisciplinary working group. Extensive psychometric analyses were conducted on a community sample of 714 participants engaged in paid work for at least 9 hr a week, randomly split into two subsamples. Results: Confirmatory factor analyses (CFA) validated the 7-factor structure of the work performance scale. The initial set of items was reduced by 10 based on internal consistency and item redundancy, resulting in a final set of 30 items which we called Work and Occupational Performance in ADHD (WOPA). The WOPA was further evaluated for floor and ceiling effects, internal consistency, and item-rest correlation. Additionally, associations of work performance were examined concerning work characteristics, ADHD symptom severity, indicators of functional impairments, executive function deficits, and internal emotional states. Discussion: The 30-item WOPA was developed based on empirically informed models, clinical considerations, and robust psychometric foundations. Subsequent clinical application is necessary to demonstrate its utility in clinical practice.

Background: Firefighters are considered to be high-risk professionals due to their frequent exposure to traumatic events. Although most firefighters will demonstrate resilience after trauma exposure, others develop symptoms of posttraumatic stress disorder (PTSD) or depressive symptoms. Insight in psychological predictors of these differential trajectories might inform the development of prevention programmes.Objective: To test the predictive validity of risk and protective factors for longitudinal trends of PTSD and depressive symptoms in firefighters using growth mixture modeling.Method: A total of 529 firefighters were followed for 3 years. Risk and protective factors (experiential avoidance, repetitive negative thinking (RNT), meaning in life, resilience and social support) as well as symptoms of PTSD and depression were assessed via self-report at the baseline assessment. PTSD and depressive symptoms were re-assessed over the following 3 years, with intervals of 6-12 months. Mixture growth models assigned individuals to latent classes for PTSD and depression symptoms separately. A 3-step approach was used to predict class membership by the included risk and protective factors.Results: Both for PTSD and depressive symptoms growth models, the 2-class solution showed the best fit. Experiential avoidance predicted both PTSD and depressive class membership, while RNT predicted only depressive class membership.Conclusions: Although the vast majority showed a generally stable low level of symptomatology, increased scores on experiential avoidance and RNT were associated with less favorable trajectories. Targeting these risk factors in prevention programmes might prevent development of posttrauma symptomatology and increase psychological resilience in firefighters and other high-risk professionals.

Expressive suppression, an emotion regulation strategy that entails hiding one's feelings, is commonly used to deal with interpersonal stressors at work, despite its negative relationship with affective well-being. To understand the context around suppression at work, we adopted a motivated, situational emotion regulation perspective to investigate the motives and context of suppression use at work. In a daily diary study, we investigated the effects of experienced incivility, in concert with daily communion and status motives, in predicting suppression at work. Drawing on lifespan theories, we also addressed between-person differences in communion and status motives by investigating how age relates to these motives via two theoretically established developmental goal orientations - growth and maintenance. Data were analyzed from 291 participants who participated in a daily diary study with three daily measurements for 15 working days (3,159 daily records). At the within-person level, incivility and communion motives both predicted use of suppression. Status motives did not relate to suppression, nor did either motive interact with experienced incivility to predict suppression. At the between-person level, age was indirectly negatively related to status and communion motives via lower growth orientation. Our findings offer insights into how daily motives influence emotion regulation strategy use, as well as how age and developmental goal orientations relate to these motives at the inter-person level.

Employees' work engagement may vary by work location (office vs. home office), assuming that working at home requires greater self-regulation. Hence, self-leadership may play an important role when employees work at home. The present study investigates whether employees use self-leadership strategies (self-goal setting, self-reward, self-punishment, self-cueing, and visualization of successful performance) more often on home days than on office days. We also examine how these strategies are related to daily work engagement, and whether they are more effective for promoting work engagement depending on the work location. One hundred and one employees completed daily questionnaires on office and home days, resulting in 514 observations. Multilevel analyses revealed that employees reported higher use of self-goal setting, self-reward, and visualization on home days than on office days. Furthermore, we found that applying these strategies was positively related to day-specific work engagement. Nevertheless, self-cueing had no effect and self-punishment was detrimental to work engagement. Moreover, we found no support for the idea that the effectiveness of self-leadership strategies for promoting work engagement depends on the work location. These findings contribute to our understanding of self-leadership strategies promoting work engagement on home and office days.

Individuals with psychopathic tendencies are sometimes quite capable of acquiring and maintaining leadership positions. One explanation could be that leaders with psychopathic personality profiles “hide behind the mask of sanity” by managing the public display of their emotions so that it positively affects other people's perceptions. We conducted a multisource team study (N = 306 teams) to investigate how leader primary psychopathy and emotion regulation strategies are related to follower perceptions of leader authenticity and follower trust in the leader. We found that leaders with stronger primary psychopathic tendencies would do better to adhere to a strategy of surface acting and refrain from deep acting in order to affect follower trust positively. Perceived authenticity explains the interactive effect of leader emotion regulation and psychopathy on follower trust. We also found that for leaders with higher levels of primary psychopathy deep acting is a less fruitful strategy because they lack the necessary empathic concern, and that the display of naturally felt emotions is a good strategy because it is positively associated with follower trust. We discuss whether the differential use of emotion regulation strategies might explain primary psychopaths’ upward mobility and how their use of emotion regulation strategies could help them to be perceived positively.

Studies investigating the stressor-strain relation using daily diary designs have been interested in within-person deviations that predict well-being outcomes on the same day. These models typically have not accounted for the possibility of short-term accumulation (i.e. previous stressor experiences having a lasting effect and affecting strain on subsequent occasions) and sensitisation (i.e. previous stressor experiences amplifying subsequent reactions to stressors) effects of stressors such as workload across days. In this study, we test immediate, accumulation, and sensitisation effects of workload on fatigue within and across days using four diary studies (mean observations = 1,406; mean N = 166). In all four studies, we observed that workload had positive concurrent effects on fatigue. In addition, we found that workload had positive effects on fatigue within one day. However, there was insufficient support for short-term accumulation or sensitisation effects, implying that higher levels of workload on previous days did not directly affect or amplify the effect of workload on fatigue on that day. We discuss implications for recovery theories and potential future avenues to refine the theoretical propositions that describe intra-individual stress and recovery processes across days.

OBJECTIVE:Jobs characterized by low job demands and high job resources are associated with better work outcomes, yet it remains unclear whether this is the case for workers with depression. This study examined whether depression moderates the relationship between job demands, job resources, and maintaining employment.METHODS:Data from the longitudinal population-based Lifelines cohort study were matched with register data on employment from Statistics Netherlands (N=55 950). Job demands included quantitative demands and work pace; job resources included influence at work and possibilities for development. The two-way interaction between job demands and depression and the three-way interaction between job demands, job resources and depression were examined in a zero-inflated Poisson regression model with path 1, including a binary employment outcome, and path 2, a count variable including months out of employment.RESULTS:The interaction effect of job demands and depression on being employed was significant [b=-0.22, 95% confidence interval (CI) -0.44‒0.01]. Workers without depression were more likely to be employed whereas workers with depression were less likely to be employed if they had high job demands. The three-way interaction between job demands, job resources, and depression was significant for months out of employment (b=0.15, 95% CI 0.01‒0.29), indicating that workers with depression had more months out of employment when reporting high job demands and high job resources compared to workers without depression. Discussion Although increasing influence at work and possibilities for development to prevent negative work outcomes may be beneficial for workers without depression, this approach might be limited for workers with depression.

Work design plays an important role in workers' job-related well-being, but not every employee responds to work design in the same way. Given trends toward longer working lives and higher age diversity in the workforce, worker age is an important factor to consider. However, knowledge about the interplay between worker age and work design is limited, especially when considering the multitude of job characteristics that people experience at the same time. Integrating the work design and lifespan/career development literatures and adopting a person-centered approach, we investigated how worker age affects membership in work design profiles and the relationship between work design profiles and occupational well-being. Using two independent samples (N = 989; 980), we conducted latent profile analysis to group workers into work design profiles based on 6 age-relevant job characteristics (autonomy, information-processing, workload, social support, emotional demands, and social conflicts). We identified 3 profiles and linked them to well-being: motivating (most favorable), moderately stimulating, and socially taxing (least favorable). Older workers were more likely to be in, and responded better to motivating work design profiles, and less likely to be in, and responded worse to socially taxing profiles. Meanwhile, younger workers seemed more tolerant of socially taxing work design profiles than older workers. Most age-contingent effects were robust after adding organizational tenure as a covariate. Findings qualify lifespan development theories and shed light on workers' nuanced responses to work design profiles.

The current study seeks to shed light on social-cognitive resources that mitigate master students’ experience of dysfunctional career-related worry before graduation. Based on the career self-management model (CSM; Lent & Brown, 2013 ), we investigate concurrent and time-lagged direct and mediated relationships between career planning, career-related self-efficacy, and career-related worry among a sample of 482 students shortly before graduation. Using data collected at three time points, a negative relationship was found between career planning (T1) and career-related worry (T3) via career-related self-efficacy (T2). Our findings shed light on the role of career planning and career-related self-efficacy as malleable social-cognitive resources that diminish dysfunctional thinking before graduation in sequential order. These findings imply that career planning and career-related self-efficacy are relevant predictors of affective states and can be incorporated into the CSM.

A growing number of employees are participating in virtual work arrangements such as working from home, virtual teamwork (team members communicating via electronic means from dispersed locations), and other forms of computer-mediated work. Despite its rising popularity, there is research to suggest that virtual work can be a double-edged sword for women in the workplace with mixed effects on their job opportunities, social integration at work, and ability to control their work-nonwork boundary. Yet, many unanswered questions remain regarding the implications of virtual work for women’s equality. There is an urgent need to address these questions, given the increasingly widespread implementation of virtual work in contemporary organizations and the persistent problem of women’s inequality in the workplace. The papers in this symposium help to advance research in this area through empirical studies that apply different theoretical perspectives to provide important new insights on virtuality’s career- enhancing as well as detrimental effects for women. The authors of the papers, who collectively span four continents, examine women’s equality related to their work and family success and their well-being in different aspects of virtual work, including virtual collaboration, virtual leadership, and working from home. The research findings presented in this symposium point to the need to manage the burgeoning phenomenon of virtual work in ways that leverage its benefits and mitigate its downsides for women. Gender Differences in Virtual Collaboration Effectiveness Author: N. Sharon Hill; George Washington U. Author: Maria Ximena Hincapie; School of Management, U. de los Andes The Role of Gender in Implicit Virtual Leadership Theories Author: Isabel Villamor; IESE Business School Author: N. Sharon Hill; George Washington U. Working From Home, Together: The Role of ICT Permeability, Planning, and Gender Author: Manju K. Ahuja; U. of Louisville Author: Rui Zhang Sundrup; U. of Louisville Author: Massimo Magni; Bocconi U. Reconnecting to Morning Work Routines to Overcome Work-from-Home Challenges: A Gender Role Perspec Author: Anita Keller; U. of Groningen Author: Yukun Liu; Zhejiang U., China Author: Sharon Parker; Centre for Transformative Work Design / Curtin U.

There is sample evidence that work conditions affect employees' well-being. Losses in work quality (increased job stressors and reduced job resources) are thought to be related to deteriorations in well-being, whereas gains in work quality (reduced job stressors and increased job resources) are believed to improve well-being. The way most previous studies tested linkages between work conditions and well-being assumes that as much as a loss in work quality harms well-being, a gain in work quality results in an improvement. However, Hobfoll's conservation of resources (COR) theory argues that losses have a stronger impact than gains do. To date, this assumption still awaits a thorough empirical test. Using data from three longitudinal studies (Ns = 10,756, 579, and 2,441), we investigated the effects of changes in work conditions on well-being. Changes in work conditions were related to changes in well-being, and these relationships were weaker with longer time lags. Moreover, in line with COR theory, our analyses suggested that the effect of a loss in work quality was generally stronger than the effect of a gain. Interestingly, however, we found a more consistent pattern for the effect of certain stressors (e.g., social stressors) than others (e.g., workload). By testing a central principle of COR theory, this research advances theoretical understanding of how work affects well-being. Furthermore, by revealing that previous studies may have underestimated the detrimental effects of deteriorating work conditions and overestimated the positive effects of improved work conditions on well-being, this research also has implications for organizational interventions.

The COVID-19 pandemic forced many workers globally to work from home, suddenly, and often without choice, during a highly uncertain time. Adopting a longitudinal, person-centered approach, we explored patterns of change in employees' psychological distress over three months following the early phase of the pandemic. We investigated how change in distress unfolded for different latent subgroups. We modelled whether and how work characteristics, and individuals' degree of detachment from work, predicted membership of different distress trajectories. Growth mixture modelling revealed two distress profiles: (i) a declining distress profile where employees experienced reduced distress over time, suggesting adaptation and/or improved coping; (ii) a rising distress profile where distress increased and eventually plateaued, suggesting a stress reaction process followed by adaptation. Employees with high workload, underload, or close monitoring, were more likely to belong to the rising distress profile. Detachment from work buffered the negative effect of workload and close monitoring on distress profile membership. Scheduling autonomy and colleague support did not predict profile membership. Contrary to predictions, manager support predicted membership in the rising distress profile. Our findings extend theoretical understanding of how distress unfolds over time, and show the importance of particular job demands in explaining these change processes.

Crises like the COVID-19 pandemic can trigger concerns about loss of employment and changes in work conditions, and thereby increase job insecurity. Yet, little is known about how perceived job insecurity subsequently unfolds over time and how individual differences in habitual coping moderate such a trajectory. Using longitudinal data from 899 US-based participants across 5 waves (March to June 2020), we investigated the trajectory of job insecurity during the COVID-19 pandemic and how this trajectory depended on habitual coping strategies such as planning, reappraisal, and distraction. Results from latent growth curve analysis indicated that, on average, job insecurity initially increased and then decreased after signing of the coronavirus stimulus bill, suggesting a pattern of shock followed by adjustment. During the shock phase, habitual use of distraction was related to less increases in job insecurity. Later during the adjustment phase, decreases in job insecurity were more pronounced for individuals with higher habitual use of planning, but were not affected by reappraisal or distraction. Hence, different coping strategies appear beneficial in different phases of adjustment, and the beneficial effect of planning may take time to manifest. Altogether, our study highlights how in the context of extraordinary and uncontrollable events, coping strategies can impact the trajectory of a stressor.

Abstract Introduction Jobs characterized by low to moderate job demands and high job resources are associated with better work outcomes among healthy workers, yet it remains unclear whether this is the case for workers with depression. This study examined whether depression moderates the relationship between job demands, job resources, and maintaining employment. Methods Data from the longitudinal population-based Lifelines cohort study were matched with register data on employment status from Statistics Netherlands (n = 55,950). The two-way interaction between job demands and depression and the three-way interaction between job demands, job resources and depression were examined in a zero-inflated Poisson regression model with path 1 including a binary employment outcome and path 2 a count variable including months out of employment. Results The interaction effect of job demands and depression on being employed was significant (b=-0.22, 95% CI: -0.44; 0.01), showing that workers without depression were more likely to be employed whereas workers with depression were less likely to be employed if they had high job demands. The three-way interaction between job demands, job resources, and depression was significant for months out of employment (b = 0.15, 95% CI: 0.01; 0.29), indicating that workers with depression had more months out of employment when reporting high job demands and high job resources compared to workers without depression. Discussion Although increasing resources to prevent negative work outcomes may be beneficial for workers without depression, this approach might be limited for the vulnerable subgroup of workers with depression. Key messages

In this symposium, our goal is to explore adaptation to work during COVID-19 over time, and who was likely to adapt better than others, and why. Multiple studies have demonstrated that mental health and performance deteriorated during COVID-19 (Zacher et al., 2021), with increases in distress (e.g., O’Connor et al., 2020; Pierce et al., 2020), and loneliness (Wang et al., 2020) particularly salient. Yet our preliminary research also shows that not everyone had the same experience. Some employees and organisations were able to adapt to the unprecedented situation and fared better than others, in terms of well-being and performance. Specifically, we draw on a work design perspective to unpack some of the change processes involved. The five included papers highlight work design predictors of positive outcomes (e.g., manageable job demands), and individual (e.g., procrastination, detachment from work) and contextual (e.g., organisational factors) mediators and moderators implicated in positive adaptation. Using a range of methods, from mixture models, to random-intercept cross-lagged panel models, and longitudinal qualitative case studies, we uncover potential change processes which may help explain positive adaptation to work during unprecedented events beyond the pandemic, such as environmental disasters or major life stressors. Further, we explore predictors and moderators of these change processes for different groups of people, including younger and older workers, and entrepreneurs. We discuss important implications for designing work for these different groups of people. We hope to stimulate conversation around the importance of understanding processes underlying adaptation to work during unprecedented events, and the role of work design in adaptive processes. Job Demands, not Resources, Predict Worsening Psychological Distress During COVID-19 Presenter: Caroline Knight; Curtin U., Perth Presenter: Anita Keller; U. of Groningen How COVID-19 shaped the work perceptions of mature Australian employees Presenter: Daniela Andrei; Curtin Business School Presenter: Jane Chong; Curtin Uni Presenter: Leah Zozsak; Curtin U. Presenter: Gretchen Petery; National Institute for Occupational Safety and Health Presenter: Marian Baird; The U. of Sydney Business School The Impact of Aging Experiences and Coping Responses on Employees’ Work Behaviors During COVID-19 Presenter: Nathan Baker; Michigan State U. Presenter: Chu-Hsiang Chang; Michigan State U. Presenter: Ruodan Shao; York U.-SSB Am I on the Right Track? The Role of Feedback Availability during Change Processes Presenter: Anita Keller; U. of Groningen Presenter: Caroline Knight; Curtin U., Perth A Longitudinal Qualitative Study of How Entrepreneurs Design Their Employees’ Work Presenter: Georgia Hay; Centre for Transformative Work Design / Curtin U. Presenter: M.K. Ward; Curtin U.

Implying an offense to self, appraising a stressor as indicating a lack of consideration by others should have effects beyond its stressfulness per se. In Stress-as-Offense-to-Self theory (SOS), such stressors are called "illegitimate stressors." We assessed situations appraised as stressful in two diary studies (N-1 = 117, N-2 = 137). Outcome variables were feelings of resentment in both studies, plus nervousness, anxiety, and sadness in Study 1 and depressive mood, threat to social self-esteem, and desire for revenge in Study 2. Controlling for stressfulness, perceived illegitimacy predicted affective reactions that are outward-directed (feelings of resentment [Studies 1 and 2], threat to social self-esteem and desire for revenge [Study 2]); it also predicted sadness in Study 1 but not depressive mood in Study 2, nor nervousness (Study 1). Thus, not all hypotheses were confirmed but the pattern was as expected, in that results were consistent regarding outcomes typically associated with the attribution of blame. The independent contribution of perceived illegitimacy aligns well with the underlying Stress-as-Offense-to-Self theory. Practical implications refer to efforts to avoid illegitimate stressors, for instance by perspective-taking, by showing appreciation and support, and by supporting such behaviours through keeping stressors in general at a manageable level.