Email us at HealthyWorkPodcast@gmail.com
-Written & Produced by Keaton Fletcher, Ph.D. and Maryana Arvan, Ph.D.
-Mixed and Edited by Keaton Fletcher, Ph.D.
-Artwork by Keaton Fletcher, Ph.D.
-Music is Zero (MicroSong) by Steve Combs
Maryana Arvan, Ph.D., is an Assistant Profesor of Psychological Science in the Department of Organizational Science at the University of North Carolina - Charlotte. She examines how stressful experiences at work affect employee attitudes, health and well-being, and performance, with an emphasis on methodological concerns. She received her B.A. in English from The University of Arizona, and her Ph.D. in Industrial-Organizational Psychology from the University of South Florida.
Keaton Fletcher, Ph.D., is an Assistant Professor of Psychology at the Georgia Institute of Technology. He studies leadership within organizational networks, and the effects of work on employee health. Keaton is an alumnus of Washington and Lee University where he recieved a B.S. in Neuroscience and a B.A. in Psychology, and of the University of South Florida, where he received his Ph.D. in Industrial-Organizational Psychology.
If you have a paper or topic you think we should cover, or if you have a workplace experience that's influencing your health, or if you have feedback for us, we want to hear from you!
In Episode 2 of Healthy Work, we discuss a paper by Konradt, Heblich, Krys, Garbers, & Otte (2020) that tests the efficacy of sit-stand desks on employee health outcomes across 6 months. Sit-stand desks minimized aches and pains and feelings of fatigue.
In Episode 1 of Healthy Work, we discuss a paper published in the Journal of Occupational Health Psychology by Bennett, Gabriel, and Calderwood (2019) about the benefits of taking microbreaks (brief pauses to rest, relax, and recover) during work.
In Episode 3 of Healthy Work, we discuss a recent paper by Baethge, Vahle-Hinz, & Rigotti that tests the effects of support from coworkers on a physiological indicator of stress (heart rate variability) throughout the day. People with more coworker support showed less physiologically stress throughout the day.
In Episode 4 of Healthy Work, we discuss a recent paper by Sianoja, Syrek, de Bloom, Korpela, & Kinnunen (2018) that tested how walking in a park or doing relaxation techniques during lunch breaks boost experiences in the afternoon. Taking a walk or relaxing can increase concentration, decrease detachment, strain, and fatigue in the afternoon.
In Episode 5 of Healthy Work, we discuss a recent paper by Crain and colleauges (2019) that experimentally tested an intervention in the workplaced designed to improve employee sleep. Employees with supportive supervisors and schedule control/flexibility got more sleep on average each night even up to a year later, and felt like they had more sufficient sleep. If you want resources from this intervention you can go here.
In Episode 6 of Healthy Work, we discuss a recent paper by Horan, Flaxman, & Stride (in press) that examined the effects of vacation on exhaustion and negative mood. Unless employees were high in perfectionism and worked during their vacation, employees vacation boosted their mood and made them less exhausted.
In Episode 7 of Healthy Work, we discuss a recent paper by Sayre, Grandey, & Chi (2020) that tested how experiences at work lead to after-work drinking. Employees who tried to actually experience the emotions they have to display at work actually drank less after work. Those who only faked the emotions drank more, but only if they have an emotionally demanding job.
In Episode 8 of Healthy Work, we discuss a recent paper by Du, Bakker, & Derks (2020) that found that having positive experiences with children, AND talking about them helped people perform better the next day at work and handle work demands better. This phenomenon of positive experiences at home helping you be better at work is called work-to-family enrichment.
In Episode 9 of Healthy Work, we discuss a recent paper by Smith, Martinez, & Gettle (2020) that explores how the perceived and actual healthiness of the food offered in workplace cafeterias affects employee's satisfaction, intention to quit, and perceived organizational support. Workplaces with healthier offerings have employees who feel more supported, and therefore, more satisfied and less likely to quit.
In episode 10, we discuss a paper by Yu and Duffy (2020) about the effects of abusive supervision and how sometimes supervisors can make it seem like they're abusive to help you. Don't be an abusive supervisor, and don't be tricked into thinking it's good for you.
In this bonus episode, we are joined by one of our favorite podcasts Workr Beeing. If you like what we do, you'll love them! Together we talk about why it's hard for the science of healthy work to make it into practice. We briefly discuss a relevant paper by Aguinis & Cascio.
We definitely recommend you check out Workr Beeing on their website, LinkedIn, Twitter, Instagram (@WorkrBeeing), or email (firstname.lastname@example.org). You can also listen (and subscribe) to their podcast!
In episode 11, we discuss a paper by Kuykendall, Craig, Stiksma, & Guarino (Online First) about the reasons people don't use all of their vacation days. People who feel they are generally able to disconnect from work on vacation and those who expect to be relaxed on vacation are more likely to use all of their vacation days, but people who feel that vacation might result in a financial burden are less likely to use all of their days.
In episode 12, we discuss a paper by Vaziri, Casper, Wayne, & Matthews (2020) about the effects of the COVID-19 pandemic on how people navigate the balance between work and family. Although most people's patterns of work-family balance were unaffected by the pandemic (during the first month of U.S. quarantines) individual differences in preference and behaviors affected how people's patterns did change.
In Episode 13, we discuss a paper by DiStaso and Shoss (2020) that examines how anticipated workload changes the relationship between current workload and emotional strain. Essentially, if you expect your workload to stay the same or go up, your current workload impacts your emotional strain, but if you expect it to go down, there is no relationship between current workload and emotional strain. Shoutout to our new favorite listener who suggested this paper. Send us your thoughts, comments, feedback, and suggestions.
In Episode 14, we discuss a paper by Chong, Huang, and Chang (2020) that explores the impact of COVID-19 induced setbacks on work tasks on employees' withdrawal and emotional exhaustion. Effects were particularly harmful for employees whose tasks relied heavily on others and these effects were exacerbated if organizations didn't provide necessary task-related support.
In Episode 15, we discuss a paper by Allen, Merlo, Lawrence, Slutsky, & Gray (2021) that explores how people balance work and non-work lives when working at home during the COVID-19 pandemic. People who had a home office, and prefer work and non-work to stay separate found better balance. We discuss strategies people shared about creating boundaries and finding balance.
In Episode 16, we discuss a paper by Shockley, Clark, Dodd, & King (2021) that explores how couples handled their work and family demands while navigating working from home during the COVID-19 pandemic. Couples who were able to alternate days of going into work while the other partner stayed home with the child(ren) fared best.
In Episode 17, we discuss a paper by Wu, Wang, Parker, & Griffin (2020) that explores how prolonged job insecurity can change your personality. Over 9 years, people who had extended periods of job insecurity were more neurotic, less conscientious, and less agreeable.
In Episode 18, we discuss a paper by Andel, Shen, and our VERY OWN Arvan (2021) that explores how different types of job stress during the COVID-19 pandemic were linked to employee loneliness, which in turn predicted higher levels of depression and fewer helping behaviors on the job. Good news is that people higher in self-compassion were less likely to report being depressed even if they were lonely, but they were also less likely to engage in helping behaviors on the job.
In Episode 19, we discuss a paper by Henderson & Horan (2021) that explores how sleep impacts our performance on the job as well as our attitudes about our job. Sleep, both quality and quantity, is important for job performance, sleep quality more so. Sleep is particularly important for attendance at work and general task performance. So dear listener, get some sleep!
In Episode 20, we discuss a paper by Simon and colleagues (2021) that explores how empathetic leaders suffer from giving negative feedback. Over the course of three studies, the authors show that leaders who are more empathetic perform worse and feel more distressed when they give negative feedback, compared to their less empathetic peers.
In Episode 21, we are joined by Dr. Kimberly French, and expert in work-family conflict (and Keaton's spouse). Keaton and Kim discuss a paper by Lawson, Lee, and Maric (2021) that explores the effects of reacting negatively to work-to-family conflict on sleep, distress, and health behaviors. People who tend to be more negatively reactive experience worse subjective sleep quality and more psychological distress.