Browsing by Author "Crain, Tori L., advisor"
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Item Open Access Employee nonwork support-marshaling: scale development and validation(Colorado State University. Libraries, 2019) Wong, Jacqueline R., author; Crain, Tori L., advisor; Gibbons, Alyssa M., committee member; Henry, Kimberly L., committee member; Faw, Meara H., committee memberSupervisor support for employees' nonwork lives positively impacts a variety of outcomes for both employees and organizations. Despite growing evidence for the importance of family-supportive supervisors, the current literature fails to fully capture the supervisor-employee support process by neglecting the role of the employee. To begin addressing this gap, the current study aimed to develop and validate a self-report scale to measure the behaviors that employees perform in order to manage the support they receive from supervisors for nonwork issues. Specifically, the scale draws on support-marshaling literature to capture direct and indirect behaviors that are enacted either to increase support (i.e., approach behaviors) or to decrease nonsupport (i.e., avoid behaviors). Thus, the scale uses 16 items to measure four dimensions of employee support-marshaling: direct-approach, direct-avoid, indirect-approach, and indirect-avoid. Results from an MTurk sample provide initial evidence of reliability (i.e. internal consistency) and validity (i.e., appropriate content, internal structure, and relationships with other variables).Item Open Access Engaging with nature and work: associations among the outdoor environment and employee outcomes(Colorado State University. Libraries, 2021) Brossoit, Rebecca M., author; Crain, Tori L., advisor; Fisher, Gwenith G., committee member; Ganster, Daniel C., committee member; Rickard, Kathryn M., committee member; Eakman, Aaron M., committee memberThere is substantial evidence that contact with nature is related to positive health and well-being outcomes, but extensions of this research to work-related outcomes is sparse. Some organizations are redesigning workspaces to incorporate nature and adopting nature-related policies, warranting a need for empirical studies that test the influence of nature on employee outcomes. The present mixed-methods study tests and extends the biophilic work design model (Klotz & Bolino, 2020) to examine how the type of outdoor environment (i.e., urbanity and natural amenities) and experiences of time spent outside (i.e., amount of time outside, enjoyment of time outside, outdoor activities), influence employee engagement and creativity. Participants included Amazon's Mechanical Turk workers and working students (N = 803). There were significant indirect effects of natural amenities where employees work on emotional engagement through spending more time outside at work. Similarly, there were indirect effects of natural amenities where employees live on emotional engagement and creativity, through spending more time outside during nonwork time. Additionally, there were indirect effects of natural amenities where employees live on emotional engagement, cognitive engagement, physical engagement, and creativity, through greater enjoyment of nonwork time spent outside. Different types of outdoor activities were identified in the qualitative analyses, which were correlated with the type of outdoor environment where employees work and live, the amount and enjoyment of time spent outside, as well as work-related outcomes. This study has implications ranging from employee time use and organizational effectiveness to policy change and urban planning.Item Open Access Linking work and home life: mediating effects of sleep(Colorado State University. Libraries, 2018) Brossoit, Rebecca M., author; Crain, Tori L., advisor; Fisher, Gwenith G., committee member; Ganster, Daniel C., committee member; Rickard, Kathryn M., committee memberRecent nationwide polls suggest that work and home are two dominant sources of stress for Americans. There is a vast literature on the relationships between work and home life (e.g., Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005), and theoretical frameworks such as the work-home resources model (Ten Brummelhuis & Bakker, 2012) seek to elucidate the processes between work and home by specifying linking mechanisms. The present study tested the work-home resources model by specifying sleep as a novel personal resource that links work and home life. Specifically, 6-month self-reported and actigraphic sleep quantity and quality were assessed as mediators of the relationships between baseline psychological work demands and work resources (i.e., decision authority and schedule control) and 12-month attitudes and behaviors at home (i.e., relationship satisfaction and spouse-reported relationship strain) in a sample of nurses and certified nursing assistants. The results demonstrate that work demands predicted self-reported sleep quality, but not sleep quantity. Further, work resources predicted self-reported sleep quantity and quality, but sleep quantity and quality did not relate to outcomes at home. Work-related attitudes and behaviors (i.e., job satisfaction, safety compliance, and organizational citizenship behaviors) were also explored; there was some evidence that self-reported sleep quantity and quality predicted job satisfaction and organizational citizenship behaviors, but not safety compliance. Further, self-reported sleep quantity and quality at 6-months explained the relationships between baseline work resources and 12-month job satisfaction.Item Open Access Reflections on turnover amidst turmoil: a qualitative exploration of the "Great Resignation"(Colorado State University. Libraries, 2023) Wong, Jacqueline R., author; Prasad, Joshua J., advisor; Crain, Tori L., advisor; Henry, Kimberly L., committee member; Faw, Meara H., committee memberAfter the COVID-19 pandemic began in March of 2020, workers faced drastic changes to their work environments, home environments, and health. In turn, record numbers of individuals voluntarily quit their jobs. Journalists, economists, and organizations have labeled this the "Great Resignation," and many have attempted to understand this trend and the extent to which it was unique. However, the organizational sciences have yet to fully test existing theories of turnover as they apply to these resignations, and existing data collections (through large-scale surveys) have been limited in content and overwhelmingly quantitative (e.g., offer narrow options for why someone quit). Thus, the current study uses a qualitative, exploratory approach to examine the psychological experiences of 35 people who quit a job during the pandemic, and specifically, explores how (i.e., process) and why (i.e., values, identity, and meaning) people left jobs amidst a global crisis, as well as what they are thinking about work upon reflection. This study uses individual interviews and the phronetic iterative approach for qualitative analysis and interpretation. The results of this study indicate needs for more nuanced turnover theory, a broader understanding of why people quit jobs, and more consideration of human needs in the context of employee retention goals. Theoretical and practical implications are discussed, and potential future research directions are presented.Item Open Access Supervisor telepressure and work-family conflict: the moderating role of meaningful work(Colorado State University. Libraries, 2018) Stevens, Shalyn C., author; Crain, Tori L., advisor; Chen, Adela J., committee member; Fisher, Gwenith G., committee member; Harman, Jennifer J., committee memberWorkplace telepressure, the preoccupation and urge to respond to incoming work-related messages, is an emerging construct in the organizational science literature. Relatively few studies have examined antecedents and outcomes of telepressure, in addition to conditions under which experiences of telepressure may be intensified. Using a cross-sectional sample, the present study evaluates supervisor experiences of telepressure, drawing on Kahn and Byosiere's (1992) elaboration of the Institute for Social Research (ISR) model of occupational stress. Specifically, telepressure is tested as a mediator of the hypothesized positive relationship between organizational after-hours response expectations and work-to-family conflict. Additionally, I propose that the meaningfulness of one's work may actually heighten feelings of telepressure. Therefore, this study also considers the potential "dark side" of meaningful work, and tests it as a moderator of the organizational after-hours response expectations–telepressure relationship. Results demonstrate support for three of the four hypotheses. Specifically, organizational response expectations positively related to feelings of telepressure, telepressure also positively related to all three dimensions of work-to-family conflict (i.e., time-based, strain-based, and behavior-based), and finally, telepressure mediated the relationship between response expectations and work-to-family conflict. This study did not find support for the moderating role of meaningful work. Theoretical and practical implications of this work are discussed.